Murbruket i mångfaldens mosaik - en fallstudie av framgångsrikt ledarskap i mångfaldsgrupper på Swedbank

Sammanfattning: Successful diversity management has become an increasingly pressing concern for companies and organisations, as the workforce has grown more diverse over the past few decades. Research on whether increased work group diversity has a generally positive or negative impact on results remains inconclusive. It has, however, been established that good diversity management is pivotal in creating conditions for the successful performance of diverse work groups. Although much attention has been directed towards explaining the translation of work group diversity into positive results, less attention has been given to the processes that underlie this translation and the way it is expressed in everyday leadership behaviour. This thesis revolves around a case study, at the Swedish bank Swedbank, which combines qualitative and quantitative elements to explore the successful leadership in nine diverse work groups at the local branch level. Through qualitative interviews with branch managers, a thorough understanding has been achieved for the components that characterise successful leadership in these groups, and how these parts function in a diversity context. The nature of the diversity in the groups and the leadership described by the leaders have been anchored in the group members' opinions through a quantitative survey. The findings of the study are expressed in a six-factor model that characterises the inclusive leadership in the groups by the tangible expression that it takes in the everyday work. The leaders display inclusive behaviour through a coaching and supportive style, with an agile flexibility in adjusting to each groups particular character. This relies on a physical and mental presence in the workplace, an awareness of and strong belief in diversity, and a natural curiosity and interest in the individual group member. These factors promote the leaders' understanding for the employees and the nature of the diversity in the group. Clarity in communication and the handling of conflict mitigates potential insecurities due to differences between group members. Finally, the leaders support an inclusive group culture by showing openness and transparency, while promoting the inclusion of everyone.