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Upholding Diversity, Equity, and Inclusion in The Community Center

Name

Institution
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Upholding Diversity, Equity, and Inclusion in the Community Center

Introduction

To be long-lasting, effective leadership must be constantly improved. The goal of this

campaign is to promote inclusion, diversity, and equality. Leaders have a hard time upholding

the highest standards of conduct when there are race-based hierarchies in place. A community's

economic, political and social health is all impacted by diversity because of its impact on

organizational performance. The institutional and community management act to eradicate

inequality and demonstrate that social justice-minded leaders have an essential impact despite

policies in education, organizational cultures, and structural structures. There are disparities in all

leadership sectors, including educational leadership and community service delivery.

It's not uncommon for leaders to strive for equality among their followers. Still, equity is

a highly subjective concept that requires historical justice, cultural beliefs, and the ability to work

cooperatively. Fairness requires that all parties involved, not just those directly affected,

understand and accept equity. There are many ways to interpret diversity, as evidenced by

students' academic performance on basic skills tests, as can be seen. While terms like 'ethnicity,'

which have historically been associated with violent symbolic labor, may seem new and

innocent, using them to explain achievement gaps between different student groups on

standardized tests may not be as harmless as using terms like race. A thorough examination of

fundamental issues of diversity is required before any implicit biases can be found.

Traditionally, leadership has been seen as a service that should be provided to all

organization members equally. It's easy to see how this principle of servant leadership is applied

in politics when looking at preelection strategies. A leader must ensure that Diversity, equity,
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and inclusion is fully enhanced as defined by this leadership definition to be deserving of the

position.

The Community Center and Educational Leadership of Diversity, Equity, And

Inclusion Jeopardy

Learning new things is best done with the help of experience. To find out where I lacked

diversity, equity, and inclusion as a leader, I had to put my leadership skills to use both in school

and the community. There is a lack of diversity because leaders have stereotyped personalities,

and it is easier to believe what we have heard before because there is no study to back up the

existing half-baked facts. This is best described as the dangers of only telling one story at a time.

One-Sided Stories and Ignorance

When one side of the story is not challenged, inclusive leadership suffers. Find out all the

facts from unbiased sources before making any assumptions and gather as much information as

you can. One's denial of one's own biases is a second roadblock in the way of inclusive

leadership. This denial is usually caused by a lack of empathy and humility for others. Citing

Wilkinson and Pickett's (2009) work on the emergence of a "new sociology of inequality,"

Armour, J. D. (2000) asserts that the fundamental question to be investigated is "why equality

matters? ". Smyth, Down, and McInerney (2010) make a similar argument that inequality causes

the social distance to grow. Homicide and crime rates are higher when people feel superior or

inferior to others. In situations where people are humiliated or diminished in the eyes of others,

social anxiety increases (Smyth, 2012, p. 10). If your employees see and appreciate your

humility, they will be more willing to provide you with feedback to help you decide on your next

course of action. We can better appreciate diversity and encourage justice in the distribution of
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leadership destinies by becoming more aware of others, showing them that you care, and

working together effectively.

Racism and Language In The Leadership Of Community Centers And Educational

It is a moral imperative for all change agents to realize that our perspectives are biased

owing to poor training and mentorship that leads us to see things one way (Armour, 2000, p. 56).

In locations where racism is prominent, only one race is considered an identity, such as the

'inferior' race. Racists believe they are entitled to special treatment based on their race, yet this is

nonsensical. This prejudice exists due to "conducive" racism in their society. Leaders who are

backward and provide nothing fresh lack the intellectual ability or confidence to perform the

necessary investigation.

In the delivery of public services, ignoring ethnic diversity is particularly damaging.

Instead of a majority of black voters, the Republican Party has a majority of white voters. But

this is still going on, even though these policies will disproportionately benefit republicans.

Politically understanding social movements The US Social Forums are increasingly organized by

immigrant rights and poor people's marches. Race can harm government service delivery,

leading to leadership incompetence and strained political relations (Holst, 2011, p. 124). Also,

language employed inside businesses and educational institutions can influence the promotion of

diverse leadership. They are supporting one side with language damages the dignity and ability

of the opposing side to function. Organizations should employ a common language that everyone

understands to make everyone feel appreciated.

Upholding Diversity, Equity, and Inclusion in the Community Center

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For this part, you need to know what it means to be a leader in terms of equity and

inclusion for all people (Hoffman & Mitchell, 2016, p. 284). According to what has already been

said, to grasp this concept, one must be open-minded and visionary, with no regard to race or

ethnicity, or gender. Some people will try to limit the efforts of the modern leadership structure

until these three essential pillars have been implemented because those biases still bind them.

You must have the strength, solidity, and willingness to put in the work when things aren't going

your way to bring about greater diversity, equity, and inclusion.

Deploying Of Tactful Strategies

Proper preparation is required before bringing up this issue to avoid it being swept under

the rug. Failing to promote diversity in leadership can be cultural in and of itself; it should be

made crystal clear. We are dealing with a generational issue here rather than a personal one with

a single individual. As a result, changing attitudes toward racial discrimination is complicated,

especially within ethnic communities. Racial discrimination must be combated the same way we

would go to war with an elusive adversary that can take on various forms and degrees of

sophistication.

The Power of Psychological War

We may avoid the harmful effects of a physical fight by using psychological warfare to

erase diversity and inclusion from our leadership triangle. The psychological war should be won

with precise step-by-step instructions. If diversity has been abused in the past, it's most likely due

to old misunderstandings that let racists get away with their crimes. To correct this scenario, you

must proceed with prudence. The myth that Africans couldn't function effectively in positions of

responsibility was passed down through the centuries. Pure Africans promoted to administrative
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or political posts shattered this idea. They outperformed their whiter counterpart on several

occasions. They cannot be fooled into believing that Africans are inferior due to their poor

performance.

Laying Facts Bare For Self-Examination

To pursue this three-point plan, we must accept the facts as they are. To have a fruitful

negotiation, both parties must accept their biases. New research shows that historically

underrepresented populations are more prone to bias. Women of color’s authenticity are often

compromised to obtain leadership positions. So it aids racists while undermining anti-diversity

efforts in leadership fields.

Dei is at war. Those in charge of dissemination should have power. Changes in leadership

practices for fairness and diversity, according to Jane Wilkinson (2008), risk upsetting the status

quo and provoking resentment. This does not explain why leadership literature usually ignores

the consequences of diversity in leadership composition and practice. To exist, we are all

interdependent, regardless of skin color. This is true for the economic, workforce, and even

natural reasons. No matter how you slice it, we are all connected to nature. So we'll have to put

up with one other's flaws sooner rather than later.

Equity in Culture And Work Pay

The gender and ethnicity gap in leadership can be closed by achieving equity while

celebrating culture. Fair means that all events should be given the same amount of attention and

consideration. To foster trusting school environments, educational leaders play an essential role.

Although numerous characteristics define trust, honesty and openness are two of the most

important. It is imperative that principals are open and honest (have integrity) to effectively
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address the issues that hinder student success (Zack, 2009, p. 54). This is particularly important

when dealing with race, ethnicity, and class issues in schools and social places like community

centers. Leadership practice must be guided by social justice and equity by being familiar with

and identifying with the culture of others; we make them feel respected and show our affection in

every case; (Rivera-McCutchen & Watson, 2014, p. 118). Ethnic, cultural, religious, and racial

holidays should all be celebrated equally. Paying employees reasonably can be critical in

ensuring equity and inclusion. Discrimination in the workplace has been justified or rejected

mainly because of how employers treat their employees. A disparity in income among those in

the same Job Group may serve as a deterrent for some, mainly employed by the same company.

Companies and organizations with a diverse workforce should use extreme caution when

managing compensation so that no loopholes are created that could lead to diversity, equity, and

inclusion failing.

In summary, good leadership is based on diversity, equity, and inclusion. Diversity,

equity, and inclusion is a model of optimal leadership and a modernized community. It takes

bravery and stepping out of harmful cultural conventions. Section two indicates that moving

away from racial, discriminatory, and exclusionary leadership is not easy. It needs men and

women of character, with a vision beyond the immediate. Not only is a leader dishonest to the

natural language of leadership, but it also contributes to the global conservative culture crisis.
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References

Armour, J. D. (2016). Negrophobia and reasonable racism: The hidden costs of being black in America.

NYU Press.

DeMatthews, D. (2015). Making sense of social justice leadership: A case study of a principal’s

experiences to create a more inclusive school. Leadership and Policy in Schools, 14(2), 139-

166. https://doi.org/10.1080/15700763.2014.997939

Hoffman, G. D., & Mitchell, T. D. (2016). Making diversity “everyone’s business”: A discourse analysis of

institutional responses to student activism for equity and inclusion. Journal of Diversity in

Higher Education, 9(3), 277-289. https://doi.org/10.1037/dhe0000037

Holst, J. D. (2011). Frameworks for understanding the politics of social movements. Studies in the

Education of Adults, 43(2), 117-127. https://doi.org/10.1080/02660830.2011.11661608

Rivera-McCutchen, R. L., & Watson, T. N. (2014). Leadership for social justice. Journal of Cases in

Educational Leadership, 17(4), 54-65. https://doi.org/10.1177/1555458914549663

Scanlon, T. (2018). Why does inequality matter? Oxford University Press.

Smyth, J. (2012). The socially just school and critical pedagogies in communities put are at a

disadvantage. Critical Studies in Education, 53(1), 9-

18. https://doi.org/10.1080/17508487.2012.635671

Wilkinson, J. (2008). Good intentions are not enough: A critical examination of diversity and educational

leadership scholarship. Journal of Educational Administration and History, 40(2), 101-

112. https://doi.org/10.1080/00220620802210855

Zack, N. (2019). Race and racial discrimination. Oxford Handbooks

Online. https://doi.org/10.1093/oxfordhb/9780199284238.003.0011