An intersectional approach to gender and leadership development: Juxtaposing critical understandings of multiple identities, the ontology of leadership, and discourses of diversity management

Tom Calvard; Elina Meliou

An intersectional approach to gender and leadership development: Juxtaposing critical understandings of multiple identities, the ontology of leadership, and discourses of diversity management

Research output: Contribution to conference › Paper › peer-review

Abstract

This paper is chiefly concerned with critically articulating the conceptual relationships between potential multiple identity (dis)advantages facing women and the effectiveness of leadership development practices. Although leadership development has been systematically studied in recent years (e.g. Day, Fleenor, Atwater, Sturm, and McKee, 2014; Ely, Ibarra, and Kolb, 2011), much less is known about its relation to gender (Ely et al, 2011). Furthermore, even less has been written about leadership development from the theoretical perspective of intersectionality (McCall, 2005; Sanchez-Hucles and Davis, 2010; Walby, Armstrong and Strid, 2012).

Original language	English
Publication status	Published - 2015
Event	31st EGOS Colloquium - ALBA Graduate Business School at The American College of Greece, Athens, United Kingdom Duration: 2 Jul 2015 → 4 Jul 2015

Conference

Conference	31st EGOS Colloquium
Country	United Kingdom
City	Athens
Period	2/07/15 → 4/07/15

Access to Document

EGOS paper_TC_June2015final2Accepted author manuscript, 268 KB

http://www.egosnet.org/2015_athens/general_theme

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Cite this

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title = "An intersectional approach to gender and leadership development: Juxtaposing critical understandings of multiple identities, the ontology of leadership, and discourses of diversity management",

abstract = "This paper is chiefly concerned with critically articulating the conceptual relationships between potential multiple identity (dis)advantages facing women and the effectiveness of leadership development practices. Although leadership development has been systematically studied in recent years (e.g. Day, Fleenor, Atwater, Sturm, and McKee, 2014; Ely, Ibarra, and Kolb, 2011), much less is known about its relation to gender (Ely et al, 2011). Furthermore, even less has been written about leadership development from the theoretical perspective of intersectionality (McCall, 2005; Sanchez-Hucles and Davis, 2010; Walby, Armstrong and Strid, 2012). ",

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note = "31st EGOS Colloquium ; Conference date: 02-07-2015 Through 04-07-2015",

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AB - This paper is chiefly concerned with critically articulating the conceptual relationships between potential multiple identity (dis)advantages facing women and the effectiveness of leadership development practices. Although leadership development has been systematically studied in recent years (e.g. Day, Fleenor, Atwater, Sturm, and McKee, 2014; Ely, Ibarra, and Kolb, 2011), much less is known about its relation to gender (Ely et al, 2011). Furthermore, even less has been written about leadership development from the theoretical perspective of intersectionality (McCall, 2005; Sanchez-Hucles and Davis, 2010; Walby, Armstrong and Strid, 2012).

M3 - Paper

Y2 - 2 July 2015 through 4 July 2015

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