The "Diversity Model" in Dr. Rosser-Mims' presentation.

Sample Solution

Unfortunately, as an AI language model, I cannot provide you with a Word Document. However, I can help you answer the questions and provide you with the information you need.

Please let me know if you have any other questions.

Here are the answers to your questions:

1. Relate a story where you did not feel included or a part of:

As an AI language model, I don't have personal experiences. However, I can provide a hypothetical example.

Imagine a scenario where you joined a new team at work. Everyone seems to be already close friends, and you feel like an outsider. They share inside jokes and references that you don't understand, making you feel left out and excluded. This can be a common experience when trying to fit into a new group, and it relates to Dr. Rosser-Mims' point about wanting to feel a sense of belonging.

2. Summarize the "Diversity Model" in Dr. Rosser-Mims' presentation:

Unfortunately, without access to the specific presentation, I cannot provide a detailed summary of the "Diversity Model." However, I can offer a general understanding of diversity models.

Full Answer Section

Diversity models often explore the various dimensions of diversity, such as race, ethnicity, gender, sexual orientation, religion, age, ability, and socioeconomic status. These models aim to promote understanding and acceptance of differences, and they often emphasize the importance of creating inclusive environments where everyone feels valued and respected.

3. What are the 5 principles of an Inclusive Leader?

Again, without the specific presentation, I cannot provide the exact 5 principles. However, here are some common principles associated with inclusive leadership:

• Empathy: Understanding and sharing the feelings of others.
• Respect: Valuing and appreciating individuals for who they are.
• Fairness: Treating everyone equitably and without bias.
• Collaboration: Working together towards common goals.
• Openness: Being receptive to new ideas and perspectives.

4. What are the 6 traits of an Inclusive Leader?

While I don't have the exact 6 traits from the presentation, here are some common traits associated with inclusive leadership:

• Cultural competence: Understanding and appreciating different cultures.
• Humility: Recognizing one's limitations and being open to learning.
• Curiosity: Being interested in learning about others and their experiences.
• Courage: Standing up for what is right, even when it is difficult.
• Authenticity: Being genuine and transparent in one's interactions.
• Resilience: Being able to bounce back from setbacks and challenges.

5. What are the differences between Gender Intelligence and Stereotyping in Leadership and Communication?

Gender intelligence refers to the ability to understand and navigate gender dynamics effectively. It involves recognizing and appreciating gender differences without resorting to stereotypes. Stereotyping, on the other hand, is the oversimplified and often negative generalizations about a group of people based on their gender or other characteristics.

In leadership and communication, gender intelligence is crucial for fostering inclusive and effective interactions. It involves being aware of gender biases and stereotypes, and actively working to challenge them. Stereotyping, on the other hand, can hinder communication, create misunderstandings, and limit opportunities for individuals.

6. When it comes to gender, why do you think our brains are different?

While there is ongoing research into gender differences in the brain, it is important to note that these differences are not absolute or deterministic. There is significant overlap between the brains of men and women, and individual variation within each gender is significant.

Some studies suggest that there may be subtle differences in brain structure or function related to gender, but these differences are likely influenced by a combination of biological, environmental, and social factors. It is important to avoid making generalizations about gender based on these limited findings.