Leadership identity : insights from women-only leadership development programmes and LGBTQ+ leaders

Sayers-Brown, Robert Matthew (2024) Leadership identity : insights from women-only leadership development programmes and LGBTQ+ leaders. Doctoral thesis, Birkbeck, University of London.

Abstract

Sixty-four percent of UK businesses are taking action to harness the benefits of leadership diversity (The Chartered Institute of Personnel Development, 2022). Leadership development programmes (LDPs) are one such action, aimed at supporting underrepresented groups in their development. However, the evidence informing these programmes is limited (Ely & Meyerson, 2000), potentially eroding organisational investment and hampering the development of those from underrepresented groups. The aim of this thesis is to deepen understanding regarding the leadership development of two of these groups - LGBTQ+ leaders and women leaders. Their journeys to leadership have synergies as they challenge conventional notions of ‘leadership’ (Eagly & Chin, 2010). A review of the literature found no published research on LDPs aimed at LGBTQ+ leaders. While research on women-only LDPs (WLDPs) is more advanced, there has been no previous consolidation of this knowledge. Given the similarity of their respective journeys, important lessons could be extrapolated from WLDP scholarship and potentially applied to LGBTQ+ leaders. To address this aim, two studies were conducted. The first, a systematic literature review (SLR, n = 13), examined how WLDPs contribute to leadership development in women leaders. The results suggest the leaders’ exploration of identity dynamics, and the impact this has on the formation and development of a leadership ‘self’, is a key beneficial component. These findings informed the second study, which explored leadership identity formation and development of LGBTQ+ leaders. Three stages were identified: reconciling responsibilities of both LQBTQ+ membership and leadership, recognising strengths derived from the interaction between their LGBTQ+ and leadership identities; and utilising these strengths, manifesting in certain protagonist identities. Overall, this thesis advances understanding of leadership development for underrepresented groups, exploring the beneficial components of WLDPs and deepening understanding of LGBTQ+ leadership identity development. These findings may help organisations accelerate the representation of diversity in leadership roles.

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