INCLUSIVE LEADERSHIP THROUGH A FEMINIST LENS FEMINIST LEADERSHIP L.E.A.P. Conference
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1 INCLUSIVE LEADERSHIP THROUGH A FEMINIST LENS FEMINIST LEADERSHIP 2012 L.E.A.P. Conference
2 Background & Introductions Introductions Basis for workshop Our structure in the Women s Center Challenges Observations Heroic, individualistic, hierarchical leadership practices are prevalent and repeated Gender roles are prescribed and followed
3 Quick Introductions 1. Name & Department 2. What sparked your interest in this session?
4 Assumptions & Disclaimers Leadership and feminism are both highly personal as well as emotionally charged topics Practicing self care, recognizing the importance of voice The personal IS political, risk & confidentiality Feminist leadership is more than leadership style based on female socialization Yet there are differences between men and women based on sex (biology) and gender (social construction) While we ll refer to women in leadership in several of my examples, we believe that men can also be profeminist and lead with feminist goals in mind Beware of the gender binary and stereotypes
5 Differentiating Feminine from Feminist What are stereotypical gender roles? Feminine Masculine Gender role expectations spill over onto leadership roles and produce important consequences (Eagly, 1995) Albino (1999) notes leadership styles usually associated with women are often employed by effective leaders of either gender. A leadership style that confirms to the way women are expected to behave, whether attributed to nature, socialization, or gender role, is not the same thing as a style that is feminist.
6 Differentiating Feminine from Feminist Feminine: Defined by behaviors presumed to characterize women Fails to make salient women s lesser power as compared to men Fails to acknowledge heterogeneity Feminist: Defined by a set of assumptions and values Pays attention to empirically validated historical and contemporary circumstances and power inequities Despite differences among feminist theories, there are central points of agreement.
7 Definitions Definitions of Feminism vary widely and can be intensely personal Our Definition: Feminism is a social movement whose goal has been, and continues to be, women s social, legal, political, economic, and cultural equality. Feminism is the movement to end sexist oppression.
8 The Feminist Lens Described by Barton (2006) as: A political and a social way of thinking A radar or set of antennae Used to identify issues of oppression at a personal, group, or institutional level
9 Am I a Feminist? It s a question I ve dodged many times. This avoidance only adds to the reasons I should become more aware. I know the stereotype that goes along with the feminist label. I m not an extreme person, but I realize that gender seems to play an unnecessary role in too many facets of my life. It angers and then confuses me when I think of this and all the cues that are so ingrained into our culture for me to notice. From Gmelch Gender on Campus
10 Why Feminist Leadership? General agreement that women historically have more barriers to becoming leaders then men do. (Eagly & Johnannsen-Schmidt, 2001) However, much of existing leadership literature has been created by men and studied men in leadership roles
11 The Power of Connecting Leadership to Feminism Leaders can promote social change Feminism is a social movement that has social change as its goal Feminists recognize and respect multiple communities (remedies should reflect realities of intersectionality) Positional leadership opens the potential for women to act on feminist goals
12 Principles of Feminist Leadership Fairness, Justice, Equity Feminist leadership is about social justice, about advocating for women and others who are marginalized, and about attending to injustices (Barton, 2006) Community Development & Collaboration hooks (1994) everyone s presence and participation must be valued Shared Power, Empowerment Authenticity
13 Authenticity Authentic leaders know who they are, what they believe and value, and act upon those values and beliefs while transparently interacting with others (Avolio, Gardner, Walumbwa, Luthans, & May, 2004, p. 803) Bennis (1997) pointed out that the best leaders have worked hard to know and understand themselves and their strengths, what they believe, and what they care about.
14 Dyad Sharing 1. What differences have you observed in the leadership styles of men and women? 2. Is there such a thing as good feminist leadership or is it just good leadership? 3. How is implementing feminist leadership possible in a traditional hierarchy (top-down structure)?
15 The Revolution in Leadership Research Then The Historical Structure of Leadership Research Now A World Anew in Leadership Research Focus on Leaders Non-Hierarchical Study Leaders as Individuals Process-Centered Collective Examine Power & Hierarchy Context-Bound Mutual Power & Influence Search for Universal Characteristics
16 Relational Leadership Leadership is a relational and ethical process of people together attempting to accomplish positive change. Komives, Lucas, McMahon (2006) Komives S. R., Lucas, N., & McMahon, T. (2006) Exploring Leadership : For College Students Who Want to Make a Difference
17 Social Change Model Komives S. R. & Wagner, W. (2009). Leadership for a Better World: Understanding the Social Change Model of Leadership Development
18 Exercise Values Clarification To be a feminist is to value As members of this equality-seeking organization, we value Guidelines: - One concept per post-it note
19 Feminist Principles for Groups Accountability Advocacy Challenge and Conflict Choice Consultation Diversity Education and Mentoring Equality and Inclusion Evaluation Joy and Celebration Leadership Power Sharing Safety PACSW (
20 Feminist Leadership Group Assessment PACSW, 2003
21 Discussion & Final Thoughts
22 Sources Cited Albino (1999) Leading and following in higher education Barton (2006) Feminist Leadership: Building Nurturing Academic Communities Bennis (1997) Managing People is like herding cats Chin, Lott, Rice & Sanchez-Hucles (2007) Women and Leadership: Transforming Visions and Diverse Voices Eagly, Karau, Makhijani (1995) Gender and the Effectiveness of Leaders: A Meta-Analysis hooks (1994) Teaching to Transgress Gmelch (1998) Gender on Campus Komives, Lucas, McMahon (2006) Exploring Leadership: For College Students Who Want to Make a Difference (2nd ed.) Provincial Advisory Council on the Status of Women (PACSW) Feminism: Our Basis of Unity
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