Empowerment through diversity and inclusion - building managers' leadership competency at Scandic Hotels
Iivonen, Elina (2019)
Iivonen, Elina
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2019052211380
https://urn.fi/URN:NBN:fi:amk-2019052211380
Tiivistelmä
The purpose of this study is to define how managers’ empowering diversity and inclusion leadership practices can be strengthened in an organizational context and what are critical elements of a successful leadership development program. The main objective of this study is to develop diversity and inclusion leadership practices to target company Scandic Hotels.
The theoretical framework is based on international leadership development practices, linking empowerment and diversity and inclusion objectives to leadership development activities. Elements of learning theory are also presented. The development program design presented workshop as a form of operational development.
The empirical research for this study was conducted as a survey for Department Managers and Duty Managers of Scandic Simonkenttä, and Department Managers of Hotel Seurahuone Helsinki, in the Spring of 2019. The research included design and delivery of a pilot program on diversity and inclusion leadership development. The data was collected and analysed using quantitative methods. The evaluation of the program success based mainly on stakeholder participation, feedback and utilizing the research results.
The findings indicated that multiple diversity and inclusion leadership functions could be improved. The results suggested that diversity and inclusion leadership practices are not communicated to managers efficiently and openly enough by the organization, and that deeper understanding on the managers part on the topic was needed.
The areas in need of most development were recognizing and challenging bias, setting up diversity and inclusion objectives individually and within teams, and asking for feedback on the impact of one’s leadership style. It was also found that areas where managers were performing just okay were adapting to different communication styles, discussing employees’ motivational factors in order to support them better and favouring connections within their own departments.
Leadership development program was designed based on the research findings. Deeper introduction to diversity and inclusion practices was provided, and new ideas and tools developed during the pilot program to help managers perform better in their jobs. The utilized survey questionnaire was also added by the Scandic Hotels HR-department as voluntary leadership development material for managers, regarding anti-discrimination.
The theoretical framework is based on international leadership development practices, linking empowerment and diversity and inclusion objectives to leadership development activities. Elements of learning theory are also presented. The development program design presented workshop as a form of operational development.
The empirical research for this study was conducted as a survey for Department Managers and Duty Managers of Scandic Simonkenttä, and Department Managers of Hotel Seurahuone Helsinki, in the Spring of 2019. The research included design and delivery of a pilot program on diversity and inclusion leadership development. The data was collected and analysed using quantitative methods. The evaluation of the program success based mainly on stakeholder participation, feedback and utilizing the research results.
The findings indicated that multiple diversity and inclusion leadership functions could be improved. The results suggested that diversity and inclusion leadership practices are not communicated to managers efficiently and openly enough by the organization, and that deeper understanding on the managers part on the topic was needed.
The areas in need of most development were recognizing and challenging bias, setting up diversity and inclusion objectives individually and within teams, and asking for feedback on the impact of one’s leadership style. It was also found that areas where managers were performing just okay were adapting to different communication styles, discussing employees’ motivational factors in order to support them better and favouring connections within their own departments.
Leadership development program was designed based on the research findings. Deeper introduction to diversity and inclusion practices was provided, and new ideas and tools developed during the pilot program to help managers perform better in their jobs. The utilized survey questionnaire was also added by the Scandic Hotels HR-department as voluntary leadership development material for managers, regarding anti-discrimination.