From Representation To Inclusion

What role do men play in women's political representation? When and why do they support more inclusivity for women in office? Given that all political parties today have men in a majority of leadership positions, male gatekeepers play a key part in women's representation. So, how are they responding to the increasing numbers of women who are seeking leadership roles in politics? In The Inclusion Calculation, Melody E. Valdini examines women's inclusion from the perspective of men in power and offers a novel approach to understanding differences in women's descriptive representation. This book argues that men facilitate women's entry into politics when women's presence promises to benefit public perception of a party, and therefore benefit male party leaders. One particularly disturbing implication of this argument is that leaders can increase the number of women in office as a quick and simple substitute for addressing real systemic failures in party organization. Valdini tests her hypotheses by looking at several political contexts around the world: the degree to which parties run more women after a corruption scandal, the number of women who are actually elected at such times, the adoption of gender quotas, and the appointment of women legislators in authoritarian regimes. Her findings suggest that we cannot yet celebrate recent increases in the number of women in office as a sign that we are nearing broad acceptance of gender equality. Further, these findings also suggest that one should question the tendency of scholars and international organizations to use women's presence in office as a measurement of good governance, as well as the tendency to encourage women to simply "lean in" to advance their careers. While it is certainly valuable to encourage women to run for office, it is equally important to understand the motivations of male power-holders. To that end, this book examines how men strategically feminize their political parties or government to retain control, demonstrating that a woman's selection as a candidate often depends on a man's perception of her value.

Disability and Dissensus is an interdisciplinary volume that critically engages with disability representation in contemporary cultures, fostering new understandings of human diversity and contributing to a dissensual ferment of thought in the academia, arts, and activism.

This report represents the findings and recommendations of the Military Leadership Diversity Commission. Congress asked the commission to "conduct a comprehensive evaluation and assessment of policies that provide opportunities for the promotion and advancement of minority members of the armed forces, including minority members who are senior officers." The commission's recommendations support two overriding and related objectives: (1) that the armed forces systematically develop a demographically diverse leadership that reflects the public it serves and the forces it leads and (2) that the services pursue a broader approach to diversity that includes the range of backgrounds, skill sets, and personal attributes that are necessary to enhancing military performance. The commission finds several tacit barriers to advancement throughout a service member's career, such as a lack of clarity regarding promotion opportunities, and also one overt barrier: the policy excluding women from combat. The commission proposes changes which would start at the moment of recruiting, and proposes allowing women to serve in combat.

"Diversity, Inclusion and Representation in Contemporary Dramaturgy offers fresh perspectives on how dramaturgs can support a production beyond rigid disciplinary expectations about what information and ideas are useful and how they should be shared. The sixteen contributors to this volume offer personal windows into dramaturgy practice, encouraging theater practitioners, students, and general theater-lovers to imagine themselves as dramaturgs newly inspired by the encounters and enquiries that are the juice of contemporary theater. Each case study is written by a dramaturg whose body of work explores important issues of race, cultural equity, and culturally-specific practices within a wide range of conventions, venues, and communities. The contributors demonstrate the unique capacity of their craft to straddle the ravine between stage and stalls, intention and impact. By unpacking, in the most up-to-date ways, the central question of "Why this play, at this time, for this audience?," this collection provides valuable insights and dramaturgy tools for scholars and students of Dramaturgy, Directing and Theatre Studies"--

This book analyzes how Latin American countries modified their institutions to promote the inclusion of women, Afrodescendants, and indigenous peoples.

Structured around the Equality Act and written collaboratively, Diverse Educators: A Manifesto aims to capture the collective voice of the teaching community and to showcase the diverse lived experiences of educators.

This report represents the findings and recommendations of the Military Leadership Diversity Commission. Congress asked the commission to "conduct a comprehensive evaluation and assessment of policies that provide opportunities for the promotion and advancement of minority members of the armed forces, including minority members who are senior officers." The commission's recommendations support two overriding and related objectives: (1) that the armed forces systematically develop a demographically diverse leadership that reflects the public it serves and the forces it leads and (2) that the services pursue a broader approach to diversity that includes the range of backgrounds, skill sets, and personal attributes that are necessary to enhancing military performance. The commission finds several tacit barriers to advancement throughout a service member's career, such as a lack of clarity regarding promotion opportunities, and also one overt barrier: the policy excluding women from combat. The commission proposes changes which would start at the moment of recruiting, and proposes allowing women to serve in combat.

One of the most hotly-contested debates in contemporary democracy revolves around issues of political presence, and whether the fair representation of disadvantaged groups requires their presence in elected assemblies. Representation as currently understood derives its legitimacy from a politics of ideas, which considers accountability in relation to declared policies and programmes, and makes it a matter of relative indifference who articulates political preferences or beliefs. But what happens to the meaning of representation and accountability when we make the gender or ethnic composition of elected assemblies an additional area of concern? In this innovative contribution to the theory of representation - which draws on debates about gender quotas in Europe, minority voting rights in the USA, and the multi-layered politics of inclusion in Canada - Anne Phillips argues that the politics of ideas is an inadequate vehicle for dealing with political exclusion. But rejecting any essentialist grounding to group identity or group interest, she also argues against any either/or choice between ideas and political presence. The politics of presence then combines with contemporary explorations of deliberative democracy to establish a different balance between accountability and autonomy. Series description Oxford Political Theory presents the best new work in contemporary political theory. It is intended to be broad in scope, including original contributions to political philosophy, and also work in applied political theory. The series contains work of outstanding quality with no restriction as to approach or subject matter. The series editors are David Miller and Alan Ryan. `the latest, thoughtful contribution in Anne Phillip's ongoing enquiry into issues of equality, gender and democracy...an excellent contribution to democratic theory'. Political Studies

This book provides practical guidance for managers, leaders, diversity officers, educators, and students to achieve the benefits of diversity by focusing on creating meaningful, inclusive interactions. Implementing inclusive interaction practices, along with accountability practices, enhances performance outcomes for the organization and improves equity for members of historically underrepresented and marginalized groups. The book highlights the need to challenge existing approaches that have overemphasized representational—that is, numerical—diversity. For many decades, the focus has been on this important first step of increasing the numbers of underrepresented groups. However, moving beyond representation toward a truly inclusive organizational culture that produces real performance and equity has been elusive. This book moves the focus from achieving numerical diversity to achieving frequent, high-quality, equitable, and productive interactions that enable individuals to leverage their distinctive talents and provides the steps to do so. The benefits of this approach occur at the individual, workgroup, and organizational levels. Real-life examples of good inclusive practices are provided from across the for-profit, nonprofit, and governmental sectors and in various organizational contexts. The book is ideal not only for those charged with diversity, equity, and inclusion efforts in organizations but also for organizational leaders and managers who can create and/or support the implementing of inclusive organizational practices and also for postgraduate and undergraduate students studying human resource management, organizational behavior, management, or diversity, equity, and inclusion.