{"title":"Role of line managers in promoting DEI in higher education institution: an autoethnographic case study","authors":"N. Garg","doi":"10.1108/ijem-03-2024-0158","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>The purpose of this study is to analyse the role of line management in promoting Diversity, Equity and Inclusion (DEI) in Higher Education Institutions (HEIs). Transformational leadership (TL) promotes DEI, and autocratic leadership curbs it.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>The research approach is deductive from existing literature followed by auto ethnographic case study.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>The finding of this study is how the autocracy of a line manager can kill the enthusiasm of a team member. Cascuta theory, which has been introduced as a parasitic form of management in paper, will come into existence when a less qualified and closed mindset is supervising a highly qualified and performing team.</p><!--/ Abstract__block -->\n<h3>Research limitations/implications</h3>\n<p>The research limitations included inadequate autoethnographic case studies on similar circumstances. Also, the literature is divisive over the topic of DEI. On paper, policies are very strong; however, the implementation is not so good in many academic departments at many universities. Here, the whole HEIs is not to blame. Rather, the line manager has a bigger role in acknowledging or rejecting DEI. This research has many implications for studying the Cascuta phenomenon amongst DEI students, DEI staff.</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>The DEI colleagues in some academic departments of many universities in the UK are facing affinity biases. This study could be used to identify and remove the roadblocks in acknowledging the role of DEI in the UK HEIs. These remedies, though, might only be cosmetic. Persons who encourage affinity biases may also be the ones carrying out DEI programmes (Sodhi, 2024). Second, instead of taking concrete action to solve urgent social issues in the workplace, institutions may view DEI activities as regulatory mandates.</p><!--/ Abstract__block -->\n<h3>Social implications</h3>\n<p>Regional committees could be a good alternative to explore the success of implementing DEI on a wider scale. The members could be from HEIs, who are renowned for their DEI policy implementation. Their implementation process, roadblocks, and wider benefits could be studied on a wider scale. The DEI people should be able to contribute to society with ownership. If they are contributing to the economy, education, or health care, they are an asset and not a burden on society. If HEI is not recognising DEI now, they may find their way out to a more acceptable place.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This is a novel study to explore the role of line leadership in promoting DEI in HEI using the deductive method, supported with an autoethnographic case study.</p><!--/ Abstract__block -->","PeriodicalId":47666,"journal":{"name":"International Journal of Educational Management","volume":null,"pages":null},"PeriodicalIF":2.4000,"publicationDate":"2024-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Educational Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ijem-03-2024-0158","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Purpose
The purpose of this study is to analyse the role of line management in promoting Diversity, Equity and Inclusion (DEI) in Higher Education Institutions (HEIs). Transformational leadership (TL) promotes DEI, and autocratic leadership curbs it.
Design/methodology/approach
The research approach is deductive from existing literature followed by auto ethnographic case study.
Findings
The finding of this study is how the autocracy of a line manager can kill the enthusiasm of a team member. Cascuta theory, which has been introduced as a parasitic form of management in paper, will come into existence when a less qualified and closed mindset is supervising a highly qualified and performing team.
Research limitations/implications
The research limitations included inadequate autoethnographic case studies on similar circumstances. Also, the literature is divisive over the topic of DEI. On paper, policies are very strong; however, the implementation is not so good in many academic departments at many universities. Here, the whole HEIs is not to blame. Rather, the line manager has a bigger role in acknowledging or rejecting DEI. This research has many implications for studying the Cascuta phenomenon amongst DEI students, DEI staff.
Practical implications
The DEI colleagues in some academic departments of many universities in the UK are facing affinity biases. This study could be used to identify and remove the roadblocks in acknowledging the role of DEI in the UK HEIs. These remedies, though, might only be cosmetic. Persons who encourage affinity biases may also be the ones carrying out DEI programmes (Sodhi, 2024). Second, instead of taking concrete action to solve urgent social issues in the workplace, institutions may view DEI activities as regulatory mandates.
Social implications
Regional committees could be a good alternative to explore the success of implementing DEI on a wider scale. The members could be from HEIs, who are renowned for their DEI policy implementation. Their implementation process, roadblocks, and wider benefits could be studied on a wider scale. The DEI people should be able to contribute to society with ownership. If they are contributing to the economy, education, or health care, they are an asset and not a burden on society. If HEI is not recognising DEI now, they may find their way out to a more acceptable place.
Originality/value
This is a novel study to explore the role of line leadership in promoting DEI in HEI using the deductive method, supported with an autoethnographic case study.
目的本研究旨在分析直线管理层在促进高等教育机构(HEIs)多样性、公平性和包容性(DEI)方面的作用。研究结果本研究的发现是直线经理的专制如何扼杀团队成员的热情。研究局限性/启示研究局限性包括对类似情况的自我人种学案例研究不足。此外,文献中关于 DEI 的论述众说纷纭。从纸面上看,政策非常有力,但在许多大学的许多学术部门中,执行情况并不理想。这不能怪整个高等院校。相反,部门经理在承认或拒绝 DEI 方面发挥着更大的作用。这项研究对研究 DEI 学生、DEI 员工中的卡斯库塔现象有很多启示。实践意义英国许多大学的一些学术部门的 DEI 同事正面临着亲和偏见。这项研究可用于识别和消除英国高校在承认 DEI 的作用方面存在的障碍。不过,这些补救措施可能只是表面文章。助长亲缘偏见的人也可能是实施 DEI 计划的人(Sodhi,2024 年)。其次,各院校可能不会采取具体行动来解决工作场所中的紧迫社会问题,而是将 DEI 活动视为监管任务。委员会的成员可以来自在实施 DEI 政策方面享有盛誉的高等院校。可以在更大范围内研究他们的实施过程、障碍和更广泛的效益。DEI 人员应该能够以主人翁的姿态为社会做出贡献。如果他们对经济、教育或医疗做出了贡献,他们就是社会的财富,而不是社会的负担。如果高等院校现在不承认 DEI,他们可能会找到自己的出路,到一个更容易接受的地方。原创性/价值这是一项新颖的研究,它采用演绎法,并辅以自述式案例研究,探讨了直线领导在促进高等院校 DEI 中的作用。
期刊介绍:
The International Journal of Educational Management (IJEM) provides those interested in the effective management of the educational process with a broad overview of developments and best practice in the field, with particular reference to how new ideas can be applied worldwide. As the whole structure and philosophy of education goes through a sea-change, and as budgets are cut, educational managers need to keep abreast of new developments in order to maximize their resources and determine the most appropriate management strategy for their institution. The journal explores research in the following areas: -Innovation in educational management across the spectrum -The development of educational delivery mechanisms -Creation of an environment in which the management of resources provides the most efficient outputs -Sharing of new initiatives, with an international application The International Journal of Educational Management addresses the increasingly complex role of the educational manager, offering international perspectives on common problems and providing a forum for the sharing of ideas, information and expertise.