**2. Inclusion models for schools with changing student demographics**

In response to the changing demographics, there have been solutions, which appear piecemeal and segregated. Schools in efforts to respond to demographic change in the organization have largely turned to diversity management strategies. These efforts have focused on educating a workforce about culture, promoting family friendly policies, and recruiting a diverse workforce [10]. In some situations, diversity management strategies have actually created more tensions, because people form opinions about diverse employees [11]. Diversity management involves educating the workforce about the importance of diversity and attempts to minimize disruptions to the organization [12]

Due to the challenges in implementing diversity management strategies, it has been argued that these efforts should be broader and more inclusive [11]. Thus, inclusion models should stress varying aspects of inequities from an organizational lens. In the following paragraphs, various models of inclusion are presented. Each model is unique. One inclusion model involves the identification of school disparities using an equity audit. Another inclusion model believes it is important for the leader to be culturally competent and be kept accountable for addressing inequities in schools.

For instance, Theoharis' and Scanlan's [13] school inclusion model illustrates that by examining school inequities, there will be improved school outcomes. Hayes, Bartle, and Major [14] believe inclusion should be a "climate of opportunity" where equal opportunity, justice, and climate are defined by people's perception of fairness. Another model is Sabharwal's [12] Organizational Inclusive Behavior (OIB). The OIB model focuses on multiple aspects of diversity and the importance of inclusive

#### *School Improvement Inclusion Model for Schools with Changing Demographics: The Impact... DOI: http://dx.doi.org/10.5772/intechopen.113114*

dimensions of performance and leadership. It is believed this model leads to greater inclusion among individuals and focuses more on performance and the important role the leader plays in creating an inclusive environment.

Other school inclusion models focus on equity audits, which function as inventories of school-level data to spot inequities. Audits produce valuable information to measure the degree of fairness and equity in schools for students and employees [15]. These audits examine inequities at the classroom level. (i.e., children of color). Items included within an equity audit might field questions related to giftedness and race, discipline and special education for children of color, sexual orientation, and religion.

Ferdman's [16] inclusion model is different, as it believes the leader should hold people responsible to insure that organizational policies are fair and equitable. This model centers on the establishment of norms where the group defines what inclusion should look like. Ferdman [16] believes group efforts are pivotal to insure people are accepted and valued. Thus, the group and individuals can seek others' opinions and collectively reach consensus.

As an extension of diversity management, Booysen [17] believes inclusive leadership should be an extension of diversity management. Consequently, inclusive leadership encompasses more than equity, social justice, and fairness. This type of leadership reveals members of an inclusive organization should be empowered to make decisions to benefit everyone. Leadership has increasingly been included in inclusion models. Gallegos [18] believes leadership theories need to focus on equity, diversity, and social justice. His framework calls for leaders to be more responsive to their followers. Leaders must devoid themselves of possible bias and stereotype beliefs which will influence actions. The differences across these variations on inclusion are mostly subtle, but it is clear each promotes a unique view and approach.

The inclusion model proposed in this chapter has been applied in demographically diverse schools. This model emphasizes the importance of analyzing school data, increasing parent engagement, and improving college and career readiness. It also suggests creating culturally competent leadership strategies to support their demographically diverse students. As student demographics increase over time, there is a critical need to examine how schools construct inclusive school environments.
