At a predominantly white institution (PWI) like Penn State, navigating inclusivity is an ongoing issue that needs to be consistently re-evaluated. There is constant room for growth and improvement, and leaders of the University and large organizations must commit to a continuous learning process. Every year, we should be striving to create an inclusive environment for all students. One of the biggest ways we can do this is through vast representation in large student-run organizations.
With over 40,000 students at University Park, finding your place can be scary and confusing. Joining an organization is one of the best ways to meet like-minded people and find a community. As a tour guide, I know firsthand that Penn State prides itself on having a student organization for everyone. However, some of the biggest and most popular organizations may not feel like a safe space for minority students. There is a lack of representation in organizations like THON, Homecoming, and the Panhellenic Council. With inclusive leadership, this gap can be bridged.
Inclusive leadership addresses the challenges of creating a safe work environment for everyone (Northouse, 2021). This necessitates valuing different backgrounds and creating a space for people to share dissenting opinions. An inclusive leadership setting creates a more cohesive work environment and promotes better morale for the team because people feel valued and heard. Northouse argues that there must be policies in place to promote inclusivity in the workspace (2021). Organizations must clearly outline their plans for creating an inclusive environment and how they will grow their diversity, equity, and inclusion (DEI) efforts.
I have seen many examples of inclusive leadership within large organizations at Penn State that are striving to increase DEI efforts. Within THON, we have a DEI Focus Group with captains who are committed to thinking about the ways that we have not reached different populations. This group then works on initiatives to outreach and increase inclusion. One instance of an initiative taken is enhancing language access for our families and volunteers who do not speak English as their first language. This year, the DEI team worked on implementing subtitles used on all of our Pre-THON events, like the 5k and Family Carnival. While we still have a long way to go to improve these processes, we took a large step in being more inclusive towards the different populations that we serve.
The key to inclusive leadership is a leader who understands that they do not know everything. A leader admitting when they mess up and being committed to growth is crucial. Inclusive leadership is a necessity in creating a diverse workplace that values every member of the organization.
References:
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). Thousand Oaks, CA: Sage Publications.
Hi Kristen,
I was intrigued by your blog about inclusivity which I think isn’t spoken much about, however is a highly critical topic in the progress of our society in general. It was interesting to hear about Penn States allowed a DEI perspective for a college event. I had never heard such a thing as a DEI Focus group which I think is a great idea! As a World Campus student, far away from State College and University Park, you really don’t hear much about these types of initiatives which I feel is unfortunate. That being said I think Penn State needs to work on the DEI of online students. We really do feel a disconnection from our college just because we attend virtually.
It is also unfortunate there is a negative political narrative around DEI that has created fear among educational institutions. Even the mention of the words “Diversity, Equity Inclusion” seems to make people shiver or sweat. Northouse writes ethnocentrism and prejudice are what inhibit cultural awareness which creates a barrier for leaders to create a DEI environment with an organization (Northouse 2021, pg. 464). Have you observed this at Penn State or any other organizations? Was the DEI focus group only for the THON event or only school events? Do you think this may open the door to wider acceptance of DEI awareness and training?
Northouse, P. G. (2021). Leadership: Theory and Practice, (9th ed.). SAGE Publications, Inc. (US).
Kristen, your post provides a thoughtful exploration of the challenges and opportunities of navigating inclusivity within large organizations. Your emphasis on the need for leaders to commit to a continuous learning process resonates strongly with the concept of transformational leadership discussed by Northouse (2021). Transformational leaders inspire and motivate their followers to exceed their own self-interests for the good of the organization, which aligns with your point about creating an inclusive environment for all students.
Your mention of the DEI Focus Group within THON is a great example of how organizations can actively work towards increasing diversity, equity, and inclusion. It’s interesting to see how they are taking practical steps, such as enhancing language access, to be more inclusive. This aligns with the lesson’s emphasis on the importance of implementing policies that promote inclusivity in the workspace.
I’m curious about your thoughts on how these efforts can be sustained in the long term. How can organizations ensure that these initiatives are not just one-off efforts, but part of a continuous commitment to inclusivity? Also, how can organizations measure the effectiveness of these initiatives and use this information to further improve their DEI efforts?
References:
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). Thousand Oaks, CA: Sage Publications.