Bringing about change in an organization is challenging even for organizations that anticipate the business case benefits of diversity interventions.
Given that all of our case organizations are affected by the lockdown and our main methods are observation and interviews, we have needed to rethink our data collection, and our interactions with organizations and key individuals.
In this blogpost, we suggest that leadership can advance diversity and equality in organisations by incorporating a more radical and transversal politics.
We have been working on a way to bridge intersectionality research and relational leadership research to better register the complex intersections of difference that shape how identities are developed and enacted in organizational settings, with a focus on how leadership practices can create and perpetuate regimes of inequality, discrimination and oppression.
Research investigates the complex intersection of cultural and gender differences and develops a theory on leadership diversity.