Leadership Diversity

PPT By Anyssa Ybarra, Diego Tena, Sandra

Rosales
We choose this topic.
Because we wanted an out of
the ordinary topic. An issue that is
on an everyday bases. e pic!ed
it, so we could dig deeper and get
stronger evidence towards this
topic. Also, it is very interesting
!nowing how pre"udiced all the
leadership is a#ong us. ithout all
the diversity$ we wouldn%t be as
successful. e wanted to highlight
the issues of leadership diversity.
Example Of Our Topic
& '( Should wo#en be evaluated the sa#e way as their #ale counterparts)
& A( *t should be a #eritocracy+individuals in society are rewarded according to their #erits and
achieve#ents. Therefore, the harder you wor! the better your status and pay is,. * don-t !now too #any
wo#en who would disagree with that. .o wo#an wants to get a "ob because she-s a wo#an, but what
they do want is a fair sha!e. They want open and honest co##unication. *f you-re doing an assess#ent
of two candidates, and one is a diversity candidate and one is not, and they-re /001 e2ual in all other
aspects, #y advice would be to ta!e a chance on a diversity candidate, because diversity is good
business. The reason * say that is if you represent the co##unities that you serve and the #osaic that is
3anada and its other cultures, your custo#ers will feel #ore co#fortable with you and you will do #ore
business with your custo#ers. So, diversity is good business$ there-s a business "ustification.
Background nformation
& 4ur topic is concerning diversity in
leadership positions. *n #any ways,
leadership positions relate to diversity.
5or e6a#ple, there is a lot of
controversy relating to how #ale and
fe#ale personnel are needed to be or
loo! to get the position they want.
Because #ost people aren%t fulfilling
this 7loo!%, they are being pushed aside,
even though they could be potential
leaders.
mportant Details
& An i#portant detail that this topic holds is that leadership
diversity is all around the world. 8owever, it can either be
a good thing or a bad thing as in this world we have
#any "ealous and cruel people that treat those who are
9different: in a bad and harsh way. Yet, we have those
places where diversity has #ade a good affect on a
co#pany because of the diverse leadership. 5or
e6a#ple, there%s a very wealthy co#pany, and it is run by
a ;e6ican wo#en. This shows that the co#pany benefits
fro# a different type of leader because of her s!ills and
intelligence.
!ni"ue Events
&
hen <i# Rogers, a =entuc!y native, wanted to
be a lawyer he got discri#inated towards who he
was and where he ca#e fro# because of his
origin. 9hen * went to ashington to be a
lawyer, * felt li!e * had to wor! harder, be better,
and prove #yself because * had a southern
accent and ca#e fro# a rural state,: he stated
when being as!ed to share his leadership
diversity story.
Things nteresting n This Topic..
& *n a university a fe#inist 3onfronted with the processes of #asification, co##erciali>ation, internationali>ation
and reduced funding, universities also face an ageing acade#ic wor!force, with i#plications of a shrin!ing pool
fro# which to recruit #anagerial and research leaders. A fe#inist analysis suggests that the policy proble#atic
has been wrongly conceptuali>ed as disengage#ent with leadership due to the characteristics of the acade#ic
wor!force. *nstead, it is argued that the corporati>ation of the acade#y has produced acade#ic disenchant#ent
due to #anagerial do#inance, co##erciali>ation and privati>ation and disengage#ent with the do#inant
values, practices and i#ages of university leadership. 5urther#ore, the intensification of acade#ic labor and the
lac! of diversity in leadership discourage #any wo#en fro# aspiring to or achieving leadership.
#ost $hocking Thing
&
The #ost shoc!ing thing about this topic is
that it is very cruel and discri#inative. As
#any people treat others differently than
those who they favor$ even if they are
better leaders or wor!ers than those they
choice. *t is very pre"udice as they "udge
the people%s culture, ethnic, etc? even
before they get to !now the person and
find out their 2ualities.
Our %hanged &ie'ed
&
This !nowledge has changed our views as well as proved to us
that gender, culture, ethnicity, nationally, etc?are very "udged
by those who are stereotypical +and believe that those who are
different won%t succeed,. They have #isconceptions about the
person because of how different they are$ they thin! they are
no good. Then again we have also learned that because of
diversity #any co#panies have been very successful. Due to
the fact that they had other types of #inds wor!ing to figure out
a solution.
$ituations On Our Topic
$ituation ()
& $ituation( 4nce upon a ti#e, there was a white #an and an *ndian
#an. Both #en are going to be interviewed for a "ob. The *ndian #an
has a bit #ore !nowledge than the white #an, yet they hire the white
#an instead, why)
& Explanation( The people that were hiring were afraid that no one would
ta!e the *ndian #an seriously because of his culture. By not ta!ing the
ris!, they hired the white #an instead.
& *esolution( *f they would have hired the *ndian #an, chances are they
would have been #ore successful than with the white #an.
& This goes with leadership diversity because of how they "udge one by
his culture and not giving hi# the "ob and the resolution shows how it
could have helped with the different type of person.
&ideo..
&
http(@@#.youtube.co#@watch)vABYYbYACcC!!

%itations..
/. +;arch /D, E0/E Tuesday ,. Diversity at top good for
business. .ational Post +f@!@a The 5inancial Post, +3anada,,
Retrieved fro# www.le6isne6is.co#@hottopics@lnacade#ic
E. Blac!#ore, <. +E0/F,. 7asting talent%) Gender and the
proble#atics of acade#ic disenchant#ent and
disengage#ent with leadership. 8igher Hducation Research
I Develop#ent, DD+/,, BJK LL.
doi(/0./0B0@0MELFDJ0.E0/D.BJFJ/J
D. http(@@europep#c.org@abstract@;HD@/0JJEFD0
F. https(@@#.psychologytoday.co#@blog@raceK#atters@E0/00J@diversityKinKleadership

#ore %itations
N.
http(@@hbr.org@E0/D@0L@greatKleadersKwhoK#a!eKtheK#i6Kwor!@ar@/
Blac!#ore, <. +E0/F,. 7asting talent%) Gender and the
proble#atics of acade#ic disenchant#ent and
disengage#ent
with leadership. 8igher Hducation Research I
Develop#ent, DD+/,, BJKLL.
doi(/0./0B0@0MELFDJ0.E0/D.BJFJ/J
J.
http(@@www.e#eraldinsight.co#@"ornals.ht#)articleidO/F/0M/M
Thank +ou ,or +our Time-