How to be an inclusive leader for gender-diverse teams |
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| Institution: | 1. University of Houston-Clear Lake, Department of Psychology, 2700 Bay Area Boulevard, Houston, TX 77058, USA;2. Rice University, Department of Psychological Sciences-MS 25, 6100 Main St, Houston, TX 77005-1827, USA;3. University of Houston, Department of Psychology, 4800 Calhoun Road, Houston, TX, 77204, USA;4. Clemson University, Psychology Department, Brackett Hall, 321 Calhoun Drive, Clemson, SC 29634, USA;5. Leeds School of Business University of Colorado, Boulder, 995 Regent Drive, Boulder, CO 80309, USA;6. Rice University, Department of Psychological Sciences-MS 25, Sewall Hall 429B, 6100 Main St, Houston, TX 77005-1827, USA |
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| Abstract: | Gender inequity is globally present in the labor force and advocating for gender equality is not merely a fairness issue, but a benefit for organizations. In this paper, we identify common challenges for gender-diverse teams (i.e., turnover, discrimination, communication issues, conflict between team members, and low team cohesion). We also discuss the importance of inclusive leadership to overcome these challenges. Correspondingly, we provide practical actions for inclusive leaders to implement on their teams to address issues regarding diversity, and subsequently leverage its benefits. |
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| Keywords: | Inclusive leadership Diversity Gender Teams |
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