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Team Diversity and Inclusion in Defence and Security

International Perspectives

&lt;p&gt;1. Introduction to Team Diversity and Inclusion in Defence and Security.- 2.&amp;nbsp;Diversity for Diversity’s Sake? Diversity and Military Efficiency within Western Armies: A Systematic Literature Review.- 3. Gender Diversity.- 4. Redefining the Warrior Archetype: How Creating a Contemporary Warrior Identity Can Lead to Greater Team Diversity and Inclusion in Defence Teams.- 5. Racial, Religious and Ethnic Minorities in the Military Context: Challenges and Best Practices for Building Team Cohesion.- 6. Connecting Culture and Service:&amp;nbsp; How Acknowledging Individual Human Experiences and Identity Builds Connectedness and Shapes a Culture of Inclusion.- 7. The Intersectionality of Gender, Race, and Ethnicity in Shaping Cultural and Social Identities in Multinational Team Environments.- 8. Managing Diversity in the Bulgarian Armed Forces: Challenges and Opportunities.- 9. Team Diversity and Inclusion Measurement Model in Defence.- 10. Leadership and Team Effectiveness in the Royal Netherlands Armed Forces (Defence Expert Centre on Leadership, Subject Matter Experts).- 11. Developing a Continuous Improvement Model to Support the Development of Inclusive Organizational Cultures.- 12. Evidence-based Diversity in the Military Context.- 13. Innovative Approaches to Understanding Diversity and Inclusion in Defence Environments.- 14. Future Insights on Team Diversity and Inclusion in Defence and Security.&lt;/p&gt;


Diversity, equity, and inclusion are the mainstays of a thriving organization—one that values differences of perspectives, encourages collaboration, and fosters innovation. But what can leaders do to safeguard these benefits when DEI faces intense political backlash and unprecedented corporate scrutiny?Across sectors and regions, organizations face relentless legal, political, investor, and employee pressure to reassess what they have built. Some dismantled. Some adapted. A select few didn't just hold the line—they strengthened.The DEI Reset
 answers the question every leader is now asking: what kind of DEI architecture is resilient—and what kind is not?
 Drawing on the first independent, rule-governed primary research at this scale—tracking 171 organizations and 551 documented actions coded from primary business reporting rather than self-reported surveys—this book demonstrates that public positioning does not determine resilience. What matters is architecture: whether DEI is built as external compliance or as an integrated organizational capability designed to hold.For leaders building resilience beyond the political cycle, the book provides a disciplined, data-backed enterprise blueprint. At its core is the DEI Resilience Enterprise Architecture, driven by a powerful multiplicative formula:DP = D × IL × E × PThis proprietary system reveals how four critical capabilities—Diversity of Perspectives, Inclusive Leadership, Equity with Meritocracy, and Purpose captured in a Strategic Narrative —multiply each other's impact to support Diversity Performance. When activated by leadership and sustained through corporate governance, accountability, and compensation, this system creates a measurable framework built for long-term corporate survival.Kay Formanek combines enterprise practice, global research, and architectural maturity analysis to give leaders and boards a structured method to diagnose where their current DEI strategy is exposed, what to reinforce, and how to build an enterprise designed for lasting resilience. For policy makers and scholars, this groundbreaking dataset and empirical methodology offer a rigorous, objective foundation to evaluate institutional equity and shape evidence-based governance standards.Kay Formanek
 is Founder and CEO of Diversity and Performance BV and a faculty member at TIAS School for Business and Society. Over a 25-year career at two global professional services firms, she has advised organizations on leadership, transformation, and diversity strategy. She is the author of 
 Beyond D&amp;I: Leading Diversity with Purpose and Inclusiveness
 (Palgrave Macmillan, 2021), recognised as a considerable contribution to DEI scholarship and practice.

Diversity, equity, and inclusion are the mainstays of a thriving organization—one that values differences of perspectives, encourages collaboration, and fosters innovation. But what can leaders do to safeguard these benefits when DEI faces intense political backlash and unprecedented corporate scrutiny?Across sectors and regions, organizations face relentless legal, political, investor, and employee pressure to reassess what they have built. Some dismantled. Some adapted. A select few didn't just hold the line—they strengthened.The DEI Reset
 answers the question every leader is now asking: what kind of DEI architecture is resilient—and what kind is not?
 Drawing on the first independent, rule-governed primary research at this scale—tracking 171 organizations and 551 documented actions coded from primary business reporting rather than self-reported surveys—this book demonstrates that public positioning does not determine resilience. What matters is architecture: whether DEI is built as external compliance or as an integrated organizational capability designed to hold.For leaders building resilience beyond the political cycle, the book provides a disciplined, data-backed enterprise blueprint. At its core is the DEI Resilience Enterprise Architecture, driven by a powerful multiplicative formula:DP = D × IL × E × PThis proprietary system reveals how four critical capabilities—Diversity of Perspectives, Inclusive Leadership, Equity with Meritocracy, and Purpose captured in a Strategic Narrative —multiply each other's impact to support Diversity Performance. When activated by leadership and sustained through corporate governance, accountability, and compensation, this system creates a measurable framework built for long-term corporate survival.Kay Formanek combines enterprise practice, global research, and architectural maturity analysis to give leaders and boards a structured method to diagnose where their current DEI strategy is exposed, what to reinforce, and how to build an enterprise designed for lasting resilience. For policy makers and scholars, this groundbreaking dataset and empirical methodology offer a rigorous, objective foundation to evaluate institutional equity and shape evidence-based governance standards.

The Leadership Guide to Building Resilience Through Diversity

The DEI Reset

Sustainable Development Goals Series

As economies navigate challenges and opportunities in an increasingly globalized and interconnected world, the concept of financial resilience has gained prominence. Women play a crucial role in driving economic development yet often face unique challenges and barriers in accessing financial resources and opportunities.
This second volume focuses on climate resilience, global economic stability, gender-based challenges, and regional perspectives. Through a collection of chapters, it analyzes current trends, challenges, best practices, and innovative solutions for enhancing financial resilience and promoting women's economic empowerment globally, and will be of interest to both development finance and gender equality scholars, practitioners, and policymakers.
Amna Javed is Senior Lecturer in the Graduate School of Knowledge Science, Japan Advanced Institute of Science and Technology (JAIST), Japan.
Firdous Ahmad Malik is Assistant Professor of Economics at the University of People, Department of Management, USA.
Hebatallah Adam&nbsp;is Full Professor of Economics at the School of Business at Horizon University College, UAE, and is the founder of the Global South Research Foundation (GSRF) and the Africa Dialogue Forum (ADF), both dedicated to advancing research, policy, and cooperation across the Global South.

Insights and Strategies for Women's Financial Resilience

Gender and Global Economic Stability, Volume II

Burnout rising. Systems cracking. Talent leaving. The solution: design for human dignity and full-person diversity—with this award-winning guide. The Canary Code reorganizes work for thriving—starting with those first impacted by faulty systems, like canaries first sensing toxic air in coal mines. Neurodivergent talent (members of ADHD, autism, Tourette’s syndrome, and learning-differences communities, and others who think and experience life differently) offer unique skills and exceptional work ethics, yet face employment barriers. Their unique abilities and perspectives are excluded, and their canary warnings about bullying, broken workflows, or ethical drift are ignored. This practical guide helps CEOs, managers, HR leaders, and changemakers improve work for all. Drawing on science and lived experience, 2025 Thinkers50 Talent Award winner and internationally renowned management expert Ludmila Praslova shows how embracing neurodiversity creates healthier, more innovative systems. A neurodivergent organizational psychologist with over twenty-five years of global practice and research on inclusive organizations, she offers the following: <ul><li>A holistic framework of human differences (social, cognitive, emotional, physical)</li><li>An intersectional, whole-person approach to neuroinclusion</li><li>Dignity-based talent practices, from hiring to leadership development</li><li>Global perspectives celebrating diverse neurodivergent voices</li><li>Actionable strategies for change at any organizational level</li></ul> Blending lived experience, academic rigor, and accessible writing, this groundbreaking work exemplifies neuroinclusion. It clearly indicates academic, applied, and personal content, supporting an individualized reader experience.

Burnout rising. Systems cracking. Talent leaving. The solution: design for human dignity and full-person diversity—with this award-winning guide. The Canary Code reorganizes work for thriving—starting with those first impacted by faulty systems, like canaries first sensing toxic air in coal mines. Neurodivergent talent (members of ADHD, autism, Tourette’s syndrome, and learning-differences communities, and others who think and experience life differently) offer unique skills and exceptional work ethics, yet face employment barriers. Their unique abilities and perspectives are excluded, and their canary warnings about bullying, broken workflows, or ethical drift are ignored. This practical guide helps CEOs, managers, HR leaders, and changemakers improve work for all. Drawing on science and lived experience, 2025 Thinkers50 Talent Award winner and internationally renowned management expert Ludmila Praslova shows how embracing neurodiversity creates healthier, more innovative systems. A neurodivergent organizational psychologist with over twenty-five years of global practice and research on inclusive organizations, she offers the following: <ul><li>A holistic framework of human differences (social, cognitive, emotional, physical)</li><li>An intersectional, whole-person approach to neuroinclusion</li><li>Dignity-based talent practices, from hiring to leadership development</li><li>Global perspectives celebrating diverse neurodivergent voices</li><li>Actionable strategies for change at any organizational level</li></ul> Blending lived experience, academic rigor, and accessible writing, this groundbreaking work exemplifies neuroinclusion. It clearly indicates academic, applied, and personal content, supporting an individualized reader experience.

A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work

The Canary Code

Diversity Studies schärfen den Blick für interdependente Differenzen wie Gender, Race, Class und weitere Identitätskategorien. Sprache, Literatur und Medien haben einen bisher kaum beachteten Anteil an der Produktion, aber auch der kritischen Reflexion sozio-kultureller Vielfalt. Die Beiträger*innen sensibilisieren für deren Wahrnehmung, indem sie einen Diskussionsrahmen abstecken, der Voraussetzungen, Dynamik und Effekte von Diversität analytisch miteinander in Beziehung setzt. Neben einer systematischen Einführung eröffnen sie außerdem theoretische und methodologische Zugänge zu exemplarischen Forschungsfragen - von historischen Themen bis hin zur aktuellen Vermittlungspraxis.

Eine Einführung

Kulturwissenschaftliche Diversity Studies

Public finance is often considered a discipline where numbers, efficiency, and productivity talk. And while gender budgeting, a field of public financial management (PFM), has gained increasing attention in recent years, the personal stories of the women driving this work have remained largely invisible. This is the first book to share unprecedented insider narratives from the women shaping public finance and public policy.It brings together the stories and conversations of 22 professional women from around the globe who are all working in the fields of PFM and gender budgeting, a space largely dominated by men. These authentic first-person accounts provide rare insights into both the barriers and breakthroughs experienced by women in a field traditionally dominated by technical discourse and masculine perspectives. It demonstrates how women's presence at decision-making tables directly opens the discussions on inclusive, sustainable, and effective public finance outcomes. It provides:<ul> <li>Authentic insights into gender representation in PFM and how it can be advanced within the structures of public finance-from ministries of finance to donor agencies and civil society.</li> <li>Encouragement and strategic guidance in navigating leadership, reform fatigue, and institutional resistance, particularly women and underrepresented groups.</li> <li>A storytelling approach, helping readers to relate to this largely technical area.</li> <li>Concrete examples of successful reform and personal stories of resilience, valuable for professionals creating capacity-building programs, applying change management, or shaping institutional culture.</li> </ul>This important book is for public finance professionals, civil servants, economists, gender policy advisors, donor agency staff, civil society organizations, and graduate students in gender studies, public policy, governance, and development programs, providing both inspiration and practical pathways for creating more equitable financial systems worldwide.

Stories of Gender in Budgeting

Women in Public Finance

Reframing the cultural narrative of Asian American motherhood--through these mothers' own voices and experiences.The high stakes of motherhood today go beyond who qualifies as a good or bad mother, to who belongs and who is other. For Asian American mothers, these judgments have often been shaped by the enduring stereotype of the strict, academically driven "tiger mother."In Not Tiger Moms, Miliann Kang explores the racist, xenophobic roots of this trope and how it undermines Asian American mothers, silencing their voices and inhibiting their connections to their children, to each other, and to other mothers, including their own. Through deeply personal and candid interviews, Asian American mothers who were born or grew up predominantly in the United States share stories that upend perceptions of them as both model minority reproducers and foreign threats. Instead, they chart new pathways to and through motherhood, imagining more expansive possibilities not only for Asian American mothers, but for all mothers.

Reimagining Asian American Motherhood

Not Tiger Moms

Care - Forschung und Praxis

Familie, Sorge und Recht konstituieren ein komplexes Verhältnis. Recht ermöglicht und beschränkt Familien- und Sorgebeziehungen, es öffnet und schließt alltägliche Handlungsspielräume, es verspricht Lösungen für soziale Probleme und mobilisiert soziale Kräfte - nicht zuletzt für juristische Transformationen. Die Beitragenden loten die Widerspenstigkeiten aus, die diesem Verhältnis und dessen Analyse innewohnen. Mit empirischen und theoretischen Perspektiven aus Soziologie, Europäischer Ethnologie, Kulturwissenschaften, Sozialer Arbeit und Rechtswissenschaften beleuchten sie Forschungsgegenstände und Praxisfelder wie Co-Parenting und queere Lebensweisen, sexualisierte Gewalt, Scheidung und Vormundschaft.

Familie, Sorge und Recht konstituieren ein komplexes Verhältnis. Recht ermöglicht und beschränkt Familien- und Sorgebeziehungen, es öffnet und schließt alltägliche Handlungsspielräume, es verspricht Lösungen für soziale Probleme und mobilisiert soziale Kräfte – nicht zuletzt für juristische Transformationen. Die Beitragenden loten die Widerspenstigkeiten aus, die diesem Verhältnis und dessen Analyse innewohnen. Mit empirischen und theoretischen Perspektiven aus Soziologie, Europäischer Ethnologie, Kulturwissenschaften, Sozialer Arbeit und Rechtswissenschaften beleuchten sie Forschungsgegenstände und Praxisfelder wie Co-Parenting und queere Lebensweisen, sexualisierte Gewalt, Scheidung und Vormundschaft.

Theoretische und empirische Verhältnisbestimmungen

Familie, Sorge und Recht

The acclaimed Top 10 Sunday Times bestseller on our search for love 'Uncommonly wise and honest. Love in Exile flooded me with a sense of continuity and hope. A masterpiece, from start to finish' - Maggie Nelson Shon Faye grew up quietly obsessed with the feeling that love was not for her. Not just romantic love: the secret fear of her own unworthiness penetrated every aspect and corner of her life. It was a fear that would erupt in destructive, counterfeit versions of the real love she craved: addictions and short-lived romances that were either euphoric and fantastical, or excruciatingly painful and unhinged, often both. Faye's experience of the world as a trans woman, who grew up visibly queer, exacerbated her fears. But, as she confronted her damaging ideas about love and lovelessness, she came to realize that this sense of exclusion is symptomatic of a much larger problem in our culture. Love, she argues, is as much a collective question as a personal one. Yet our collective ideals of love have developed in a society which is itself profoundly sick and loveless; in which consumer capitalism sells us ever new, engrossing fantasies of becoming more loved or lovable. In this highly politicized terrain, boundaries are purposefully drawn to keep some in and to keep others out. Those who exist outside them are ignored, denigrated, exiled. In Love in Exile, Shon Faye shows love is much greater than the narrow ideals we have been taught to crave so desperately that we are willing to bend and break ourselves to fit them. Wise, funny, unsparing, and suffused with a radical clarity, this is a book of and for our times: for seeing and knowing love, in whatever form it takes, is the meaning of life itself.

Love in Exile

Develop high-performing leadership teams that drive collaboration, resilience and sustainable business results. Leadership Team Coaching by Peter Hawkins is a practical guide for team coaches, senior leaders, HR professionals and organizational development specialists responsible for improving team effectiveness in complex and fast-changing environments. Fully updated for the fifth edition, this book provides a comprehensive framework for coaching leadership teams across industries, functions and organizational structures. Covering executive and non-executive boards, hybrid and virtual teams, project groups and account teams, it combines proven coaching models with practical tools for building stronger collaboration, accountability and alignment. You'll learn how to: - Apply effective frameworks and techniques for leadership team coaching - Strengthen collaboration across hybrid and international teams - Embed inclusive leadership practices into team development - Navigate the impact of AI on coaching and team dynamics - Build team cultures that improve performance and long-term effectiveness With updated research, global insights and actionable guidance, Leadership Team Coaching helps organizations unlock collective potential, strengthen leadership capability and deliver measurable results through more connected and effective teams. Themes include: leadership coaching, team effectiveness, hybrid teams, executive development, inclusive leadership, organizational performance

Developing Collective Transformational Leadership

Leadership Team Coaching

Bloomsbury Spectres, Hauntings and Horrors

Exploring current debates in creative writing about the borders between fiction and creative nonfiction, this collection of essays draws on concepts of the uncanny and hauntology to challenge, subvert and transgress the boundary between forms. Hauntology, as originally defined by Derrida, challenges the certainties of ontology, in a similar way to debates about truth in creative nonfiction; by bringing together authors that undermine the fiction/nonfiction binary, Haunted Writing considers the ways in which real events and experiences haunt writers as they craft their work. Offering insight into how the past - both personal and historical - is experienced and understood in the present, this book includes writing from a diverse group of established and emerging authors who situate their work on genre boundaries and discuss their own creative practice to show how their writing 'haunts' real events. With essays covering a range of ideas from subjectivity, intersectionality and challenging dominant versions of history, to braiding personal and researched stories, playfulness, experimentation and creating stories from archival documents, this beautifully written collection intervenes in contemporary discussions in creative writing and culture surrounding ownership, appropriation and ethics. Bringing a fresh voice and new perspectives to ever-present questions within creative writing, Haunted Writing uncovers how the past is a spectre that disrupts contemporary writing.

Storytelling from the Borders of Fiction and Nonfiction

Haunted Writing

'Absolutely obsessed. Savage, strange and spicy' Lucy Rose, author of Lamb Can 'no' be a declaration of love? What happens when love is savage, dangerous and all-consuming? In this gorgeous and unsettling collection, women navigate the complexities and cruelties of desire across time and place, from a medieval convent to a Victorian parlour to a 1990s high school. Intensely atmospheric, surprising and darkly funny, No &amp; Other Stories is a richly flavoured feast from a brilliant writer in full command of the form. 'Unsettling and addictive, glistening with transgressive thrills and erotic appetites' Daily Mail 'Gleefully depraved, gloriously queer and thrillingly bold' Leon Craig, author of Parallel Hells 'A dark delight, steeped in blood red honey' Heather Parry, author of Orpheus Builds A Girl 'A gothic homage to the visceral, haunting, unnerving nature of human connection' Alice Slater, author of Death of a Bookseller 'Full of strange beauty and shining humour' Stylist 'No one writes about the horrific and the erotic, and the tangled up intersections of both, like Kirsty Logan' Anna Bogutskaya, author of Feeding The Monster 'Darkly graceful, innovative, sexy and funny. Kirsty Logan is a jewel' Camilla Grudova, author of The Doll's Alphabet 'Crackling with smarts, marvellously formally varied, deliciously strange' Laird Hunt, author of Zorrie

No & Other Love Stories

Build a resilient culture of belonging and embed DEI into long-term business performance. Belonging at Work by Asif Sadiq is a strategic guide for business leaders, senior HR professionals and DEI practitioners navigating resistance, fatigue and misinformation around diversity, equity and inclusion. It shows how to reframe DEI as a business-critical priority, address concerns with clarity and create practical strategies that strengthen trust, engagement and organizational resilience. With practical guidance on data, technology, intersectionality and the employee lifecycle, this book helps leaders create sustainable programs that build trust, accountability and measurable impact. You'll learn how to: - Address DEI resistance with confidence - Navigate difficult conversations constructively - Embed inclusion across the employee lifecycle - Use data and technology to measure impact - Build sustainable DEI programs that last With clear strategies for resilience and measurable progress, Belonging at Work helps organizations create inclusive cultures that strengthen trust, performance and long-term belonging. Themes include: DEI strategy, inclusive leadership, workplace belonging, organizational culture, employee lifecycle, diversity data

Navigating DEI Challenges and Embedding Inclusion in your Organization

Belonging at Work

Team Diversity and Inclusion in Defence and Security

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