{"id":457,"date":"2018-11-18T18:35:05","date_gmt":"2018-11-19T02:35:05","guid":{"rendered":"https:\/\/create.twu.ca\/monicagrace\/?p=457"},"modified":"2018-11-18T18:39:48","modified_gmt":"2018-11-19T02:39:48","slug":"activity-2-unit-8","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/monicagrace\/2018\/11\/18\/activity-2-unit-8\/","title":{"rendered":"Activity 2-Unit 8"},"content":{"rendered":"<p>In taking the &#8220;Gender-Leader Implicit Association&#8221; test in Northouse Chapter 15 and reading through the Catalyst (2016) report for inclusion ideas I recognized that my profession of campus chaplaincy tends to be &#8220;female-dominated.&#8221; This is reflected\u00a0<span style=\"color: #ff0000\"><span style=\"color: #000000\">in the<\/span>\u00a0<\/span>greater amount of women on my staff team in comparison to men. Currently on the team I co-lead, we have 7 women and 2 men.<\/p>\n<p>My &#8220;Gender-Leader Implicit Association&#8221; test score was negative, showing that I do not automatically associate favouring males in leadership. This is probably due to being a women who is particularly passionate about developing women in leadership, as well as being in a female-dominated team and profession. In the past, I likely would have been more towards a positive score, due to how I grew up, what I saw in church and society, and what I believed about myself as a woman.<\/p>\n<p>Since my work place is evidently female-dominated, we tend to have a good culture of fostering recognition and a sense of belonging for women. However, there are some areas that could be further improved that the Catalyst report mentioned regarding how employees experience feeling<em> included\u00a0<\/em>(Nugent et al., 2016, p. 2). Nugent et al. (2016) state when employees feel <em>included<\/em> when they experience, &#8220;A sense of uniqueness&#8211; that they are recognized and valued for their specific attributes and contributions&#8221; (p. 2).\u00a0 One way this could be done in my workplace is the following:<\/p>\n<ul>\n<li><b>Being intentional about publicly recognizing individuals for who they are, their unique gifting\/skills, their accomplishments and a job well done.<\/b><\/li>\n<\/ul>\n<p>My team is encouraging to some degree, but I have observed that encouragement does not come as naturally. I would like to create a &#8220;culture of encouragement&#8221; to help both the female and male team members feel unique, recognized and valued for who they are and their accomplishments\/contributions to our team and ministry (Nugent et al., 2016, p. 2).<\/p>\n<p>Nugent et al. (2016), in the Catalyst report mention another important element for inclusion to be experienced which is, &#8220;A sense of belonging&#8211;that they are welcomed and valued as part of their workgroups and among their colleagues&#8221; (p. 2). I see this applying in regards to the part-time moms on my team, as they sometimes struggle with feeling like a part of the team. One way I could apply this is:<\/p>\n<ul>\n<li><b>Intentionally assisting the part-time moms on my team more by hearing out their needs and helping them keep a healthy involvement on the team.<\/b><\/li>\n<\/ul>\n<p>The struggle with this I have found, is sometimes &#8220;over-accommodation&#8221; for the moms with kids leads to them being distant from the team and not really being or feeling involved. I want to find a way that is still accommodating for the moms, but does not take-away from team-dynamic and their sense of belonging. I want the part-time moms on our team to feel welcomed and valued on the team, as well as contributing and participating (Nugent et al., 2016, p. 2). I think this will ultimately help them feel more <em>included<\/em>\u00a0(Nugent et al., 2016, p. 2).<\/p>\n<p>Additionally, I have learned from supervising a mom coming back from maternity leave, how helpful it was to be very clear on what my expectations for her were, due to her reduced work hours, situations of day-care drop-off times, evening event conflicts, etc. I was very impressed and appreciated how this staff member told me directly that she felt that I was expecting the same things of her as the rest of the team.<\/p>\n<p>I think she mostly felt this because a lot of the communication happened in the team setting and I lacked implicitly stating that for her, certain situations were &#8220;optional.&#8221; She found herself feeling stressed, thinking that I expected the same things from her as the other full-time staff. I learned from this and having this clarifying conversation one-on-one was very helpful. Since then, I have been careful to clearly state my expectations of her specifically.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center\"><strong>References<\/strong><\/p>\n<p>Northouse, P.G. (2018). <em>Leadership: theory and practice<\/em> (8th ed.). Thousand Oaks: Sage Publications.<\/p>\n<p>Nugent, J., Pollack, A. &amp; Travis, D. (2016). The day to day experiences of workplace inclusion and exclusion. Retrieved from http:\/\/www.catalyst.org\/system\/files\/the_day_to_day_experiences_of_workplace_inclusion_and_exclusion.pdf<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In taking the &#8220;Gender-Leader Implicit Association&#8221; test in Northouse Chapter 15 and reading through the Catalyst (2016) report for inclusion ideas I recognized that my profession of campus chaplaincy tends to be &#8220;female-dominated.&#8221; This is reflected\u00a0in the\u00a0greater amount of women on my staff team in comparison to men. Currently on the team I co-lead, we [&hellip;]<\/p>\n","protected":false},"author":445,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,20],"tags":[],"class_list":["post-457","post","type-post","status-publish","format-standard","hentry","category-ldrs500","category-unit-8","post-preview"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/posts\/457","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/users\/445"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/comments?post=457"}],"version-history":[{"count":7,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/posts\/457\/revisions"}],"predecessor-version":[{"id":465,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/posts\/457\/revisions\/465"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/media?parent=457"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/categories?post=457"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/monicagrace\/wp-json\/wp\/v2\/tags?post=457"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}