Section III: Diverse Feminist Groups

Janis Sanchez-Hucles

Core Questions:

How do unique identities of diversity influence styles of leadership, collaboration, and engagement in difficult dialogues?
What are critical elements in formulating culturally relevant models of Multicultural Feminist Training?
What steps are essential in order to engage in productive difficult dialogues across areas of difference and similarity?

Issues of leadership and collaboration for women can become more complex when considering issues of race, ethnicity, ability status, and sexual orientation. First of all, issues of diversity influence how women choose to be leaders and how they collaborate and these issues also affect how diverse women are perceived. For example, An African American woman may identify with the values of straightforwardness and assertiveness in leadership. An Asian woman may identify with values of respectfulness and unobtrusiveness. However others may perceive the African American woman as intimidating and deem the Asian woman passive.

A second important issue that must be considered is how issues of diversity are important within groups of different women. How sensitive are White Women and women who are lesbian, bisexual, and transgendered to racial, ethnic, and cultural diversity? How sensitive are various racial and ethnic women to issues of disability and sexual orientation? Do women draw artificial parallels or differences within sub groups?

A third issue that has just recently been raised in the psychological literature is the intersection of identities. This shows an important recognition that issues such as styles of leadership, collaboration, and having dialogues are mediated by all the differences within and between women. A woman who is disabled, lesbian, and Native American may experience her reality, be perceived uniquely, and conduct her interactions in ways that are quite different from individuals with other identities.

This section on diverse feminist groups seeks to help broaden the perspectives of traditional feminist models of leadership training. This section will also focus on better understanding the perspectives of diverse women in the areas of leadership, collaboration, and having difficult dialogues within and between groups of women.

Section III Chapters

Training for Diverse Feminist Leadership - Jessica Henderson Daniel & Natalie Porter
Leadership and Collaboration among:
- African American Women - Ruth Hall & BraVada Garrett-Akinsanya
- Asian American Women - Jeanette Hsu & Edna Esnil
- European American Ethnic Minority Women - Judith Worell
- Latina American Women - Lorraine Martinez & Star Vega
- Lesbians - Beverly G. & Nancy B.
- Native American Women - Teresa LaFromboise & Pamela Jumper Thurman
- Women with Disabilities - Martha Banks & Linda Mona
Difficult Dialogues: The Intersection of Identities - Janis Sanchez-Hucles

Discussions
Section I: Leadership : Management || Communication || Models || Outcomes
Section II: Collaboration : Policy || APA || National
Section III: Diverse Groups : Training || Women with Disabilities
African || Asian || European || Latina || Lesbian || Native American

Difficult Dialogues || Strategic Planning || Leading and Following

Article Introductions and Registries:
Section I: Leadership: Management || Communication || Models || Outcomes
Section II: Collaboration : Policy || APA || National || Strategic Planning
Section III: Diversity : Training || Difficult Dialogues || Women with Disabilities
African || Asian || European || Latina || Lesbians || Native American

Home || Introduction || Photos || Tasks and Responsibilities || Cultural Competence

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