LDR320_Week5Discussion_post1_2023

Based on the self assessment, I do believe I am very adaptable and value diversity. I was

born and raised in NYC, a city brimming with people from every walk of life. From a

young age I have always valued and been fascinated with meeting and learning about new

people. As I got older I found the significance this could have in our workplaces. When

different minds come together that is how new ideas take shape.As far as women in

leadership, I think it's safe to say and quite apparent that while times have changed and

society is more open and progressive, the glass ceiling as well as prejudices still very much

exist in places of powerful positions. In order to combat this, we need to understand that an

organizations success is about excellence, not individual perception or belief. Diversity

environment that I currently work in. A few of the questions ask about foreign people and I

have yet to encounter someone foreign enough to fully answer the question. Overall, I show

plenty of appreciation for diversity. I believe that women hold few top leadership positions

because of old practices and mentalities currently at the head of organizations. In previous

times, such as the early 1800s and early 1900s, men were the only ones who had power to

made decisions and lead. A lot of older executives and older established companies have

brought a male bias to the work environment and this rooted way has not allowed for

women to be in leadership positions. I would change the whole management team of a

workplace if I saw this kind of male dominant culture. Hiring younger and fresh minds will

allow for more modern and outside thinking. This can help improve the work culture and

start to incorporate diversity. If I were to foster greater inclusivity in the workplace using

the rational approach to organizational change, I would include company information about

the situation at hand and make the workers feel as though they are a part of the solution to

the issue. I would then empower them to realize that the solution is close of we all follow

the same path and tackle the common goal. If I were to encounter who is resisting diversity

and inclusion changes at work, I would communicate with them, one-on-one, to try and

figure out why and what is going on with them. I would next make it my priority to work

alongside them to make them feel included yet genuinely listened to. Based on my self

assessment and based off my personality I do believe that I value diversity. On the self

patience you can break through.

tolerance policy in place for any for of discrimination.

New reports look at females in the commercial cylinder, estimating the share of women in

positions at different career levels. The study covers 10 businesses, like healthcare and

retail, from nine different countries or regions. Women are already underrepresented in

various corporate leadership positions, and it seems like representation is becoming worse

based on the new report. The report notes that although workplaces are implementing more

programs to help address the issue of inequity for women, companies can do more to really

address the underlying issues, such as creating "personalized development plans" and

making visible commitments. Only 1 in 4 organizations said advancing women is a top 10

business priority, and fewer respondents this year compared to 2019 said "they expected

less of a man. They make excuses and say that women are too emotional or that they are

soft to leader and make hard decisions when they are needed. They trust a woman to run

the house hold, raise the kids, but the boys club doesn't respect them enough to put them in

charge a Fortune 500. A woman told me that some women are not as assertive enough in

the work place. She said that they don't ask for raises, promotions, or even more

responsibilities at the work place. I disagree, I think that woman are given chances simply

based on the need for diversity in the work place legally. I think that if there weren't laws in

place to force companies to be diverse, then companies would just hire their friends or

people who look and are just like them. I actually value that in work, home and school. At

work, I actually am part of our DE&I teams at work. It’s important to be able to implement

these behaviors in a work places to be successful. It’s important to make sure that everyone

is included in the workplace aside from the fact that it could layer turn into a human

resource situation. I value diversity because it lets me be myself. My company always say “

be you” and I ride that to fullest. Women hold few top leadership in my opinion because

men suppress woman and it’s always a male predominant industry. Woman have to work

twice as hard to make it far and that’s speaking from experience. If I’d like to foster more

inclusivity I’d like to do more trainings and team building. It would take a group effort to

be all on board. It’s important to bring diversity to be successful. As a woman I’m thankful

to work for a company that empowers woman to be successful. The self-assessment

diversity. We interact with a diverse group of people and must take web-based training

regularly. I love our organizational culture. I feel we cover the good out of each culture,

especially “clan culture.”

The role of women in leadership has increased, but it is minuscule compared to men.

Hughes (2022) states, studies “concluded that a strong masculine stereotype of leadership

continues to exist in the workplace and that it will continue to challenge women for some

time to come.” (p 25) To change this climate, I believe it would have to start at the

organizational level as policies would have to be made, to support women in leadership. At

the team level, I feel creating an environment where women are respected, valued, and

appreciated will empower them to step up and assume leadership roles.To foster greater

inclusivity in the workplace, I feel it would be situational whether to use the rational or

emotional approach. However, transformational leaders are more empowering and seem to

be more effective as they appeal to emotions and the rational approach is more

straightforward. I do understand, that you will receive more cooperation when

dissatisfaction with the problem is greater (Hughes, 2022). So, I would stress the

importance of working collectively delivers creativity and productivity; and that division

and stereotyping bring confusion, chaos, and distraction, which produces low

has a different background which leads to a great pool of people with different ideas

working together.There are a few reasons that could account for women holding so few

leadership roles. In traditionally male dominated fields and companies with already male

leadership there seems to be a feeling of “the old boys” that resonates within some upper

management. This makes it especially hard as a woman to move up. There is also the

gender bias aspect wherein women are seen as not being able to handle the pressure or the

workload of a job the same way that men are able. This bias only becomes worse when you

have a family at home, and you then become seen has having to “struggle” with attempting

to balance work and life whereas men aren’t seen as having that issue and are able to

compartmentalize and separate the two. Changing this situation means that we need to

change how women are seen in comparison to men and looking at people as individuals

with their own skills instead of what their gender is traditionally “capable” of

handling.Where I work we are actually in the process of implementing programs to provide

equity and inclusion. We promote opportunities to have ideas be heard at a follower level.

Leadership actively looks to followers for ideas in this and looks to followers for ideas and

areas of improvement on projects without being biased.

The best way resistance to diversity and inclusion can be managed would be to start by

listening to all groups of employees and listening to what their needs, issues, and concerns

are to understand the issues that employees face within a company. This way management

business. I spend the majority of my time either riding on tractors, handling heavy

machinery, or repairing both. I have experienced the disbelief of those I have done jobs for,

even heard "wow, I didn't expect a woman to be able to do this or that," or my personal

favorite, "I would never let my woman do the work you do." This is common, especially

where I live. I'm in a rural part of the south, and to be honest, I wouldn't have been able to

get some of the business I do now without my dad. He always tells people who question it

that he would pit me against any five of their other workers any day. And then I prove his

point. As I have felt how it feels to be biased against I tolerate none of it from those who

work for or with me.

The reason that women hold such a small number of leadership roles is because although

there have been many steps toward equality, the society we live in is still very much so

male-dominated and there is still a lot of gender bias in the world. it is a true fact that

women are considered as more transformation leaders than men. However unfortunately

due to patriarchal society and male-dominant social structure women often face gender-

based discrimination and are biased in jobs as well as everyday life.

In order to change this type of perception and views on women, we must change the

discriminatory belief system that tells us that men are superior to women and women

plays a very important role as the practice of valuing skills and competencies irrespective of

the gender of the employee, makes an organization as a great place to work. Similarly, the

gender pay gap, reflected as a percentage of male earnings, demonstrates the difference

between male and female earnings, which leads to reduced lifetime earnings of females as

well as their pensions.Thus ensuring gender diversity as well as designing a pay system that

is equal in pay to both men and women is important not just from ethical point of view but

also a compliance required by the law. Following are the necessary steps required in

ensuring gender diversity and designing an equitable pay system for both males and

females. I am a Black female educator, working in a Middle School where the student

population is possibly 85% Hispanic with possibly half of that total living at or below the

poverty line. The teaching staff is 85% Black and most of this total lives well above the

poverty line. There is a lot of fostering inclusivity back and forth between the students and

the staff. We enjoy the culturally inclusive events at our school that help the staff learn

about the diverse Hispanic culture and likewise enjoy having them enjoy the highlights

from the Black culture. We do not make it overly evident that our salaries afford us things

Women leadership can be viewed as emotionally fueled, whether that is the style or

temperament of the individual leader or not. Women who have more of a masculine appeal

seem to move up the corporate ranks and into positions of power more rapidly than women

male dominated medical tech community she was apart of.

I think the best way to manage resistance to diversity and inclusion is to face it head on and

highlight all the things that make others different from the norm, and from our persona as

apart of an organization. Whether its a different way of learning the skill that everyone has

to have to do your job or coming from a different culture or being of a different

gender/sexual orientation. It may make people uncomfortable but it will also make them

more aware and if confronted enough they will more than likely develop a great deal of

understanding, respect, and acceptance. Even if there is an "agree to disagree" feel on

particular lifestyle choices or political stances or family values, at least those differences

have been pulled out for all to make some sense of and be aware of and hopefully make

respected, and happy.

Women hold fewer top spots in leadership despite the research showing women are more

transformational leaders because of gender bias. The workplace has for so long had men in

power, that in some cases both men and women are not yet comfortable being led by a

woman in the workplace. Women have proven themselves over and over, that they are

effective leaders. As a woman, I plan to first become a successful leader in my workplace

and to take all the bias out of the recruitment, hiring, training, and promotion process.To

foster greater inclusion in the workplace, I would begin during the hiring process. In order