INL-5000: Developing Competencies for Global Inclusive Leadership

Diversity, Equity, and Inclusion. (2021). Salem Press Encyclopedia.
This is the research starter for Diversity, Equity, and Inclusion according to the Salem Press Encyclopedia

Citing Articles and Similar Resources. (n.d.) Academic Writer.
This informative tutorial video covers how to properly cite resources in your writing project.

Parker, D. C. & Conversano, P. (2021). Narratives of systemic barriers and accessibility: Poverty, equity, diversity, inclusion, and the call for a post-pandemic new normal. Frontiers in Education, 6.
This article discusses barriers that existed within school systems prior to the pandemic and how they became magnified during the pandemic and the impact this has had on students and teachers. As a result, there has been a call for systemic reform in education so that there is more equity and inclusion.

Wright-Mair, R., Kluch, Y., Swim, N., & Turick, R. (2021). Driving systemic change: Examining perceptions of high-impact practices for advancing diversity, equity, and inclusion in intercollegiate athletics. Journal of Issues in Intercollegiate Athletics, 599–625.
In this article Diversity Equity and Inclusion (DEI) professionals in NCAA intercollegiate athletics were interviewed to determine which practices would be considered high end and contribute the most to DEI advancement and can inform what changes need to be made in policies and procedures in intercollegiate athletic departments.

Taylor, C. (2017). From systemic exclusion to systemic inclusion: A critical look at museums. Journal of Museum Education, 42(2), 155–162.
Using museums as an example, Taylor looks at the definition and importance of inclusion. Organizational theory is used as a means to better understand how organizational practices can include and prioritize inclusion and a systems approach is introduced as a way to create a more inclusive staff.

Understanding organizational barriers to a more inclusive workplace. (2020). McKinsey Insights, N.PAG.
This is a report outlining the results of a June 2020 global survey conducted by McKinsey to look at what individuals defined as organizational barriers and how organizations could become more inclusive.

Grindstaff, L. (2022). Barriers to inclusion: Social roots and current concerns. In L. Bisson, L. Grindstaff, L. Brazil-Cruz, & S. Barbu (Eds), Uprooting bias in the academy: Lessons from the field. (p.20). Springer.
Chapter 2 discusses socio-cultural and cognitive factors which are seen as barriers to attaining a diverse and inclusive academic community. It looks at barriers such as stereotyping, and implicit bias and how they contribute to exclusion and limited opportunities.

Gartner, J. (2020, March 6) Diversity and inclusion: systemic inequality and the issue of ‘covering’. HR Zone.
A brief article on how to overcome systemic inequality by allowing individuals to be their authentic selves at work.

Terry, J. (2019). Diversity, inclusion, and the bottom line: an interview with JON TERRY of PwC. The RMA Journal, 102(4), 44.
In this interview with Jon Terry, PWC's Global Financial Services People and Organization Leader, he shares why and how institutions should address diversity and inclusion in the workplace.

Dixon-Fyle, S., Dolan, K., Hunt, V., & Prince, S. (2020). Diversity wins: How inclusion matters. McKinseyInsights, 1-56.
This report is the third in a series that McKinsey did on diversity. This particular report investigated the business case for inclusion and this report is cited quite frequently.

Ely, R. J., & Thomas, D. A. (2020). Getting serious about diversity: Enough Already with the business case. Harvard Business Review, 98(6), 114–122.
This article shares that looking at the economic payoff of diversity and inclusion is not enough and that organizations also need to look at changing their corporate culture and power structure.

Good for the Bottom Line: A Review of the Business Case for Diversity and Inclusion: Hearing before the Subcommittee on Diversity and Inclusion of the Committee on Financial Services, U.S. House of Representatives. (2019). Good for the Bottom Line: A Review of the Business Case for Diversity and Inclusion: Hearing before the Subcommittee on Diversity and Inclusion of the Committee on Financial Services, U.S. House of Representatives, I-88.
The witnesses who testified in this hearing provide some good foundational statistics for the business case for diversity and inclusion.

Levine, S. (2020, January 15). Diversity confirmed to boost innovation and financial results. Forbes.
Stuart Levine, a thought leader for Forbes, talks about how diversity adds to the innovative and financial capacity of organizations.

Banham, R. (2018).The benefits of diversity & inclusion initiatives. Risk Management, 65(6), 30–35.
This resource looks at the benefits that diversity and inclusion can provide by offering different perspectives that can add to an organization’s innovation and business opportunities.

Adrogue, S. (2021). The business case for diversity, equity, and inclusion: Why it matters in the boardroom, the courtroom, and every room. Texas Bar Journal, 84(7), 586–587.
This opinion article speaks about the benefits of diversity as well as the need and importance for leaders to step up and embrace it.

Why diversity, equity, and inclusion matter for nonprofits. (n.d.). National Council of Nonprofits.
This website provides a good overview of the importance of diversity and inclusion for non-profit organizations as well as some links for specific resources related to nonprofits.

Qi, L., Liu, B., Wei, X., & Hu, Y. (2019). Impact of inclusive leadership on employee innovative behavior: Perceived organizational support as a mediator. PLoS ONE, 14(2), 1–14.
This article shares the results of a study that looked at the relationship between inclusive leadership and employee innovative behavior.