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    Taylor Chofay-Statement of Inclusive Leadership 1

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    As an inclusive leader, the author strives to make everyone feel welcomed, valued and accepted regardless of their background. They will challenge themselves and others to share different cultures and beliefs in order to break down barriers and increase knowledge of diversity. Having grown up in a predominantly white town with little exposure to diversity, the author feels it is important to continue educating themselves on issues related to diversity and inclusion. They will incorporate diversity workshops and encourage respectful cultural discussions in their leadership approach.

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    Taylor Chofay-Statement of Inclusive Leadership 1

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    As an inclusive leader, the author strives to make everyone feel welcomed, valued and accepted regardless of their background. They will challenge themselves and others to share different cultures and beliefs in order to break down barriers and increase knowledge of diversity. Having grown up in a predominantly white town with little exposure to diversity, the author feels it is important to continue educating themselves on issues related to diversity and inclusion. They will incorporate diversity workshops and encourage respectful cultural discussions in their leadership approach.

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    As an inclusive leader, the author strives to make everyone feel welcomed, valued and accepted regardless of their background. They will challenge themselves and others to share different cultures and beliefs in order to break down barriers and increase knowledge of diversity. Having grown up in a predominantly white town with little exposure to diversity, the author feels it is important to continue educating themselves on issues related to diversity and inclusion. They will incorporate diversity workshops and encourage respectful cultural discussions in their leadership approach.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    45 views2 pages

    Taylor Chofay-Statement of Inclusive Leadership 1

    Uploaded by

    api-509101863
    As an inclusive leader, the author strives to make everyone feel welcomed, valued and accepted regardless of their background. They will challenge themselves and others to share different cultures and beliefs in order to break down barriers and increase knowledge of diversity. Having grown up in a predominantly white town with little exposure to diversity, the author feels it is important to continue educating themselves on issues related to diversity and inclusion. They will incorporate diversity workshops and encourage respectful cultural discussions in their leadership approach.

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    1 Chofay

    Taylor Chofay
    Alison Jackson Frasier
    HDF-190 Inclusive Leadership Statement
    28 October 2020

    Statement of Inclusive Leadership:


    As an inclusive leader, I strive each and every day to make everyone, no matter their race,
    gender, sexual identity/orientation, age, education status, etc., welcomed, valued, and accepted. I
    will challenge myself and others to uphold this standard of inclusivity at all times in life. I will
    actively challenge myself and others to share their backgrounds, cultures, beliefs, and values in
    order to break marginalized barriers and strengthen everyone’s overall knowledge of diversity. I
    want to make everyone feel comfortable in their own space and confident to be their true selves.
    I am aware that the world and individuals are constantly changing, so I will stay informed on the
    latest terminology, social beliefs, and context in order to be respectful and inclusive.

    As noted in the “Multicultural Organizational Consultation: A Social Justice Perspective”


    reading, the United States is the most culturally diverse nation in the world yet organizations still
    remain prejudiced and small-minded (Sue, 2008). Growing up in Rhode Island, more
    specifically, a small predominately-white town called Narragansett, I was not exposed to much
    diversity growing up. In my high school, we had a diversity score of 0.19​ which is even lower
    than the state's average of .60 ​(​Narragansett High School Profile, 2020-2021). Not once were
    students exposed to a diversity lesson or have any clubs/organizations that represented diverse or
    marginalized groups. Transitioning to college, a much more diverse environment, I felt that I was
    uninformed about different cultures/beliefs. I never want to be disrespectful towards any group
    or individual, so I made it my mission to educate myself on matters surrounding diversity. Going
    forward with my leadership style, I will include diversity workshops and encourage respectful
    cultural dialogue when facilitating. In Kolb’s Model of learning styles, he identifies that
    individuals' experiences, observation, conceptualization, and experimentation shape the way one
    learns. With this being said, everyone comes from different backgrounds and has unique life
    experiences that shape their opinions and beliefs. On the matter of diversity, I believe it is
    important to recognize that everyone is entitled to their own opinion, however many of those
    opinions/beliefs can be altered as new experiences and learning opportunities arise.​ Engaging
    and experiencing cultural differences can be seen in The Developmental Model of Intercultural
    Sensitivity, which encompasses six positions of increasing sensitivity to cultural difference.
    Based on past experiences, individuals have one position that is predominant and can be altered
    as one becomes more ethnorelative (Bennett, 2008). This directly affects my leadership style
    because as an inclusive leader, I want to be able to have clear intercultural communication with
    every individual I encounter and encourage my peers to have the same.
    2 Chofay

    References

    Bennett, M. J. (2018, September 3). ​DMIS Model​. IDRInstitute.

    https://www.idrinstitute.org/dmis/

    Narragansett High School Profile (2020-21) | Narragansett, RI​. (2020, October 22). Public

    School Review.

    https://www.publicschoolreview.com/narragansett-high-school-profile#:%7E:text=The%

    20diversity%20score%20of%20Narragansett,flat%20over%20five%20school%20years​.

    Sue, D. W. (2008). Multicultural organizational consultation: A social justice perspective.

    Consulting Psychology Journal: Practice and Research, 60(2), 157–169.

    https://doi.org/10.1037/0736-9735.60.2.157

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