Please use this identifier to cite or link to this item: https://hdl.handle.net/1959.11/22478
Title: Promoting Healthy Leader-Follower Dynamics to Enhance Workplace Equality
Contributor(s): Rindfleish, Jennifer  (author)
Publication Date: 2018
DOI: 10.1007/978-3-319-60666-8_8
Handle Link: https://hdl.handle.net/1959.11/22478
Abstract: For five decades literature and research has exposed the entrenched and enduring factors that reproduce inequality in workplaces and offered effective methods to address it. However, inequality in pay status and opportunity continues, most noticeably for the targeted equity groups of women, people from non-English-speaking backgrounds, people with disabilities and people with LGBT orientations. The complex structural factors that reproduce inequality in organizations are so entrenched that they have formed 'inequality regimes' (Acker, Gend Soc 20(4): 441-464, 2006) that are highly resistant to change. Leaders can negotiate and change these gendered spaces for the better, and a healthy leader-follower dynamic is part of that solution. More leaders need to have transformational leadership qualities in order to challenge stereotypical biases against women, the practice of 'homo-sociability' in management and the structures that reproduce 'inequality regimes' within organizations. Progress toward equity has stalled since the 1990s due to the strengthening of perceptual biases against women, the lack of government programs to address gender inequity and the practice of devolving responsibility for Equal Employment Opportunity programs to a 'managing diversity' process within human resources departments. Leaders and followers can either participate in the continuation of inequality by allowing inequality regimes to continue or work for change by adopting a more inclusive and transformational leadership style and implementing the recommendations for change to improve equity. The chapter will discuss the characteristics of a healthy leader-follower dynamic that is open and authentic and focuses on merit, fairness and transparency in order to foster and enhance workplace equality. Recommendations for a 'Charter for Equity' that leaders can follow to bring about workplace equality will also be discussed.
Publication Type: Book Chapter
Source of Publication: Inclusive Leadership : Negotiating Gendered Spaces, p. 179-202
Publisher: Palgrave Macmillan
Place of Publication: Cham, Switzerland
ISBN: 9783319606651
9783319606668
Field of Research (FOR): 150313 Quality Management
150302 Business Information Systems
150307 Innovation and Technology Management
HERDC Category Description: B1 Chapter in a Scholarly Book
Series Name: Palgrave Studies in Leadership and Followership
Statistics to Oct 2018: Visitors: 10
Views: 18
Downloads: 0
Appears in Collections:Book Chapter
UNE Business School

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