Jean Lau Chin

Women and leadership: Transforming visions and diverse voices.

This volume: *Examines models of feminist leadership, feminist influences on leadership styles and agendas, and the diversity of theoretical and ethnic perspectives of feminist leaders *Addresses how diverse women lead, how feminist principles contribute to leadership, the influence of ethnic groups and the barriers that women face as leaders *Transforms existing models of leadership by incorporating gender issues *Looks to the future of feminist leadership and identifies what must be done to train and mentor the next generation of feminist leaders

Introduction to the special issue on diversity and leadership.

Theories of leadership have neglected diversity issues. As the population within the United States and in countries throughout the world becomes increasingly diverse, the contexts in which leadership occurs within institutions and communities will also become increasingly diverse. Attention to diversity is not simply about representation of leaders from diverse groups in the ranks of leadership. Attention to diversity means paradigm shifts in our theories of leadership so as to make them inclusive; it means incorporating explanations of how dimensions of diversity shape our understanding of leadership. It means paying attention to the perceptions and expectations of diverse leaders by diverse followers and to how bias influences the exercise of leadership. Although leadership theories have evolved and reflect changing social contexts, they remain silent on issues of equity, diversity, and social justice. Theories of leadership need to be expanded to incorporate diversity if they are to be relevant for the 21st century amidst new social contexts, emerging global concerns, and changing population demographics.

Relationships among Asian American women

This work explores the relationships that American Asian women form with each other. Contributors address the sociocultural, political, historical and familial contexts that contribute to the development of these relationships.

Are memberships in race, ethnicity, and gender categories merely surface characteristics?

Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes.

Multicultural Feminist Therapy: Theory in Context

SUMMARY Psychological theory needs to be representative of the full range of human experience by being based in the experience of all groups of people. The women honored in this chapter, Jean Lau Chin, Lillian Comas-Diaz, Oliva Espin, Beverly Greene, and Monica McGoldrick, are all feminist therapists, researchers, scholars, clinicians and writers who have directed some substantial portion of their professional attention toward understanding the critical nature of minority and dominant group status on the development of psychological and feminist therapy theory. Together, their professional contributions and personal stories provide a powerful understanding of the nature of the intersection of race, culture

Assessment of Cultural Competence in Mental Health Systems of Care for Asian Americans

There has been a growing emphasis on mental health services being culturally competent especially when working with diverse populations. How do we assess whether or not a system of care is culturally competent? How do we know when systems achieve cultural competency? When are these services adequate for an Asian American population? The focus of this chapter will address assessment of cultural competence within mental health systems of care as a quality of care issue and discuss guidelines for culturally competence when working with Asian American populations.