Diversity - The quality or state of having many different forms, types, ideas, etc. Inclusion - The act of including (compare membership) Diversity also means to create inclusion — creating an atmosphere in which all people feel valued, respected and have the same opportunities as others. Thus, you might say that diversity is creating opportunity, value, and respect for all, while inclusion is ensuring they actually feel it.

1. Leadership for
Diversity and Inclusion
(Definition of Terms, Leading for and with
Diversity, Actions to Achieve a Diverse
Leadership)
MARIVER C.
MANGULABNAN
MAED-Educational Management
May 2019
Educational Leadership (Educ
212)

2. DIVERSI
TY
The quality or state of having
many different forms, types,
ideas, etc.

3. INCLUSI
ON
The act of including (compare
membership)

4. Diversity also means to
create inclusion — creating
an atmosphere in which all
people feel valued,
respected and have the
same opportunities as
others.
Thus, you might say that
diversity is creating
opportunity, value, and
respect for all, while

5. Diversity is about
empowering people. It
makes an organization
effective by capitalizing on
all of the strengths of each
employee.
Diversity is understanding,
valuing, and using the
differences in every person.

6. Leading for
Diversity
vs.
Leading with
Diversity

7. a Diverse
Leadership
Training
is the acquisition of
technology that permits
employees to perform their
present job to standards. It
improves human performance
on the job the employee is

8. Education
is training people to do a
different job. Unlike training,
which can be fully evaluated
immediately upon the learners
returning to work, education
can only be completely
evaluated when the learners
move on to their future jobs.
We can test them on what they
learned while in training, but

9. Development
Development is training people
to acquire new horizons,
technologies, or viewpoints. It
enables leaders to guide their
organizations onto new
expectations by being proactive
rather than reactive. It enables
workers to create better
products, faster services, and
more competitive organizations.

10. 7 Steps to
Effective
Diversity
Management
-Julie Kampf (2011)

11. Define your terms. Everyone
has a different idea about
what diversity means. Beyond
race and gender, it can also
include but is not limited to
considerations of age,
ethnicity, religion, sexual
orientation, mental and
physical capabilities, gender
identity, family status,
language, opinions and

12. Be realistic. When setting
goals, involve everyone who
has a responsibility for
diversity, from the CEO on
down, as buy-in is critical. But
also manage their
expectations. Diversity
management is complex and
not every company will
advance at the same pace.
Build in metrics. Diversity

13. Assemble your
resources. You can’t achieve
your goals as a company if
you don’t have the right
human or fiscal resources in
place. Just by saying you want
to become a diverse
organization doesn’t
guarantee that you will get
there.

14. Set up a system. Talent
acquisition is about attracting
the best talent from a pool of
outstanding individuals of
diverse backgrounds. Once
you’ve attracted the talent,
you must enable them to
become part of the
established culture of your
organization.

15. Educate. Everyone needs to
be trained. Managers must be
educated about the benefits of
diversity and the processes
necessary to achieve it.
Employees must be given the
coaching, mentoring and skills
they need. Without training,
you risk losing your best talent
to your competitors.

16. Demonstrate Administration
support. Employees take
their cues from the top, so
your most senior executive
must be able to articulate the
business case for diversity.

17. Thank
you! 