Employing Postcolonial Theory As A Framework For Creating A More Inclusive Workplace

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Mia Amato Caliendo
The George Washington University

Keywords

Postcolonial Theory, Diversity, Inclusion, Leadership, Humanistic Leadership, Meaning-Making

Abstract

The business case for diversity rhetoric is commonplace in 2019, suggesting a profit for ensuring equal opportunity in the workplace. Organizations across a multitude of industries as well as academia have invested incredible resources to develop this concept. This article reviews postcolonial theory from multiple perspectives and uses postcolonial theory themes as a framework to explore the reasons why inclusion and diversity business strategies and programs are not seeing the progress originally anticipated. Considering the use of the social justice discourse, themes of postcolonial theory, and humanistic leadership practices, suggestions and recommendations for creating a more inclusive workplace are outlined. Postcolonial Theory

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Published
Jun 1, 2020

Article Details

How to Cite
Caliendo, M. A. (2020). Employing Postcolonial Theory As A Framework For Creating A More Inclusive Workplace. Journal of Diversity Management (JDM), 15(1), 1–12. Retrieved from https://clutejournals.com/index.php/JDM/article/view/10365
Issue
Vol. 15 No. 1 (2020)
Section
Articles
Author Biography

Mia Amato Caliendo, The George Washington University

Mia Amato Caliendo, originally from St. Maarten, currently resides in Miami, FL. Caliendo completed her undergraduate degree in Electronic Media and Criminology in 2010 at the University of Miami. She then worked for Apple for eight years in a retail leadership capacity. In 2017, she worked with the Inclusion and Diversity team at Apple on the Apple HBCU Scholars Program in an interim capacity. Subsequently, she returned to academia to study organizational leadership and learning at George Washington University. Her Master’s degree in Education and Human Development created a platform for her to research and explore ways of creating a more inclusive workplace. She has since returned to Apple as a Global Project Manager and has also co-founded the Humanizing Initiative with partners from GWU. This paper is a product of her independent study under Shaista E. Khilji, a professor of Human and Organizational Learning and International Affairs at GWU. Khilji contributed positively to the development of this paper even after the independent study was compete, and encouraged Caliendo to seek publishing. All errors are Caliendo’s. E-mail: mia.amato@me.com