Historically, culture prompted exclusionary behaviors in the workplace requiring “the others” in business environments to work harder to prove themselves. Now, with increased awareness of Diversity Equity and Inclusion (DEI) society has new demands for “the others” or those of non-white ethnicity to be visible contributors to work and leadership. The position of a group of women in a peer-to-peer mastermind group is that a diversity of life experiences is more beneficial in today’s DEI business environments, than non-diversity of life experiences. They postulate the “Intersectional Leader” as a leader identity that is beneficial in the workplace.
Organizational Silence: The Motivation, Impact and Danger of Silence
Posted on October 29, 2021 3:45 pm MST, by Joy Taylor
When employees remain silent by saying or doing very little in response to a significant problem within an organization relationships, productivity and culture suffer.
Posted on April 19, 2020 10:55 am MST, by Simone Arnold
This article is responsive to the call for participation to address research/scholarship opportunities: Covid-19 Focused. Specifically, I provide input regarding how organizational cultures and structures have changed during times of crisis.
