Inclusive Leadership Donna M. Korbel Assistant Vice President for Student Affairs

1. Inclusive Leadership Donna M. Korbel Assistant Vice President for Student Affairs Director, Center for Students with Disabilities AHEAD Equity & Excellence Conference, 2019

2. Inclusive Leadership: Overview • Why are we talking about this? • What is it? • Why is it important? • How can I put it into practice?

3. AHEAD’s Leadership Charge • As disability professionals, our focus is centered on access and inclusion for disabled people in higher education. Regardless of our title in our disability offices, we are all leaders who have a responsibility to motivate and mobilize the entire campus community around a shared vision of disability as an aspect of diversity and access as a matter of social justice. • Achieving this vision requires energizing all campus stakeholders to recognize and own their capacity to promote an accessible and inclusive campus experience as recognized through open-minded attitudes, physical accessibility, digital and technological accessibility and processes that allow access.

4. Diversity Doesn’t Stick Without Inclusion

5. Diversity & Inclusion – Not The Same Thing • Diversity= Representation • Without inclusion crucial connections that attract diverse talent, encourage participation, and foster innovation won’t happen. • Inclusion • Speaks to the environment • “A sense of belonging that one or a group of individuals feels when able to participate in the majority culture on campus as valued members” - Davis (3/17/17)

6. Inclusive Leadership Defined “Inclusion is a system for making sure the organization is welcoming at every level to every individual. Inclusion is about diversity of thought. ... Inclusion is about growth, and individuality, regardless of race, heritage, or gender, is the new normal. All leaders need to embrace this in order to influence more.” (Forbes, 11/27/17)

7. Inclusive Leadership Current Concepts: Broad target groups: • Different cultural backgrounds • Experiences • Sexual orientation or gender Of particular interest of us: • Individuals at risk of being excluded • Some form of disability Approach based on: • Human rights as presented in the Universal Declaration of Human Rights

8. Behavior of Inclusive Leaders • Ensuring team members speak up and are heard • Safe environment to propose novel ideas • Empowering team members to make decisions • Taking advice and implementing feedback • Giving actionable feedback • Sharing credit for team success

9. Employees with Inclusive Leaders report : • 89% feel welcome and included in their team • 87% feel free to express their views and opinions • 74% of ideas are heard & recognized

10. Believe That Everything is Connected Inclusive leaders must be aware • Appreciate everyone’s contribution • Inspire innovation by involving people at risk of being excluded • Prepared to give up powers • Share responsibility & tap into the wisdom of the group to benefit everyone • Take conscious steps to break down barriers for people at risk of being excluded

11. Leadership Approach That • Appreciates diversity • Invites & welcomes everyone’s individual contribution • Encourages full engagement in decision making & shaping reality • Create change & innovate while balancing everyone’s needs

12. Areas for Development • Practicing self awareness • Living a shared vision • Building relationships • Creating change by valuing the world they live in

13. Theoretical Basis Servant Leadership- Robert K Greenleaf Human being at the center • Leadership must care for the welfare of the employees & parties which the organization is serving Main goal of the leaders is to serve • Shared power • Puts needs of employees first & helps people develop and perform as highly as possible Simply put, the leaders exist to serve the people

14. Benefits of Inclusive Leadership Bourke & Espedido (2019) • More diverse, multidisciplinary teams Teams with Inclusive Leaders • 17% more likely to report they are high performing • 20% more likely to say that they make high-quality decisions • 29% more likely to report behaving collaboratively • 1.3x more likely to feel innovative potential is unlocked

15. Inclusive Leadership: Simply StatedTreat others as you wish to be treated • Communicate transparently • Avoid playing favorites • Don’t use gendered language • Avoid colloquialisms • Avoid jargon jumble • Be intellectually curious (Coleman, 2017)