Lecture 10 Readings

Question 1

representation and equity

Answer 1

• Tracking, theorizing, and extending questions around leadership representation is critical to promoting equity in leadership
• Despite ontological limitations and complexities, we can and must continue to focus on leadership representation to understand leadership equity and inclusion

Question 1

whitestreaming

Answer 1

the pro-white and male bias in leadership

Question 2

impacts of more women in leadership

Answer 2

More women in leadership has been associated with higher levels of innovation, the promotion of more women employees, and a reduction in stereotyping

Question 3

impacts of greater demographic diversity

Answer 3

Greater demographic diversity is connected to better decision-making in terms of corporate social responsibility

Question 4

the challenges of representing

Answer 4

• The lived experience of representing comes with a range of challenges
• The work of increasing representation often falls on minority leaders
• This produces physical and mental harm and results in discriminatory outcomes

Question 5

who dominates in the corporate sector?

Answer 5

White males

Question 6

stereotypes and workplace behaviour

Answer 6

• Gendered stereotypes of leadership in the media have a profound impact on how women are expected to behave in the workplace
• There are parallel dynamics for people of colour

Question 7

women in the workforce during times of crisis

Answer 7

Women are more likely to experience pressure to withdraw from the workforce such as during COVID-19

Question 8

data on the representation of racialized people

Answer 8

There is limited global data on the representation of racialized people because of different definitions, reporting requirements, and legislative frameworks

Question 9

barriers of racialized people vs. women in Canada

Answer 9

In the Canadian context, racialized people face more barriers than women

Question 10

intersectionality and leadership

Answer 10

We must recognize intersectionality within any determinant of leadership representation

Question 11

heterogeneity of identification terms

Answer 11

Analytic categories like “women” are heterogeneous in terms of identity characteristics and lived experiences

Question 12

gender and racial pay gap

Answer 12

Women executives earn 56% less than men executives, but racialized women earn 32% less than white women

Question 13

profile of women vs. men executives

Answer 13

Women executives tend to be younger than male executives and are less likely to be in a relationship, have children, or hold the top position

Question 14

what questions does representation raise?

Answer 14

questions about identity construction and disclosure

Question 15

two key effects of representation

Answer 15

• The potential to erode stereotypes and mental models of who can lead
• The power to shape the aspirations of young people and those in more junior positions

Question 16

representation and economic prosperity

Answer 16

• Representation is tied to economic prosperity
• The pay gap still exists and is greater for racialized women

Question 17

impacts of diverse corporate leadership

Answer 17

• Companies with diverse leadership outperform others in their industries by 30% in terms of profitability
• Representation is associated with reduced groupthink
• Diversity in leadership can help broaden talent pools and overcome skill gaps in an increasingly volatile economy
• There are reputational and legal risks for organizations that do not sufficiently address DEI

Question 18

The threefold burden of token status:

Answer 18

• Women experience heightened visibility that creates performance pressures not experienced by men
• They are often isolated by the majority who exaggerate their differences as they enter leadership
• They simultaneously face expectations to act within pre-defined gender roles

Question 19

Kanter’s antidote to token dynamics

Answer 19

greater representation and ultimately gender parity

Question 20

leadership vs. having a voice

Answer 20

Attaining positional leadership doesn’t guarantee that minorities will have a voice

Question 21

the Margaret Thatcher effect

Answer 21

there is no guarantee that those in positions of power will represent the interests of groups with whom they share an identity

Question 22

perception of men vs. women on gender-related barriers

Answer 22

Most women report experiencing gender-related barriers, but most men disagree with this perception

Question 23

who takes the lead on addressing gender bias?

Answer 23

women

Question 24

how do women in leadership overcome or deal with prejudice?

Answer 24

they use strategies such as mentoring, education, coaching, networking, and self-promotion

Question 25

7 emergent themes that corporate leaders interviewed by Roberts & Brown revealed

Answer 25

• discrimination
• harassment
• organization climate
• well-being
• disruption
• empowerment
• leading

Question 26

discrimination in Roberts & Brown’s study

Answer 26

discrimination occurred in 75% of data sources

Question 27

harassment in Roberts & Brown’s study

Answer 27

harassment, including bullying and violence, occurred in 63% of data sources

Question 28

organization climate in Roberts & Brown’s study

Answer 28

organizational climate, including the “old boy’s club”, special interest groups, diversity, and identity occurred in 88% of data sources

Question 29

how does organization climate emerge?

Answer 29

from social information processes

Question 30

well-being in Roberts & Brown’s study

Answer 30

• Well-being, made up of stress, family conflict, and expectations of society was brought up in 3% of data sources
• Although most women ignore gender bias, it may take a toll on their well-being

Question 31

disruption in Roberts & Brown’s study

Answer 31

disruption, including role-challenged leaving, target, and exclusion from decision-making occurred in 88% of cases

Question 32

empowerment

Answer 32

a meaningful shift in the experience of power attained through an individual’s interactions in the social world that build confidence, connections, and consciousness of authenticity in an individual

Question 33

empowerment in Roberts & Brown’s study

Answer 33

Included efficacy, entrepreneurship, skill building, knowledge building, a mentor relationship, networking, and relationship building, which occurred in 100% of data sources

Question 34

leading in Roberts & Brown’s study

Answer 34

made up of purposeful goals, support systems, inclusion, advocacy for change, CEO experience, impression, management and governance, which occurred in 100% of data sources

Question 35

how did women in leadership describe their experiences?

Answer 35

based on men’s behaviour of discrimination and harassment toward them

Question 36

how did women create change within themselves?

Answer 36

using empowerment

Question 37

limitations of Roberts and Brown’s study

Answer 37

• The methodology was beyond the researcher’s control
• The data sources were unique experiences
• Potential for researcher bias