Twenty-Second International Conference on Environmental, Cultural, Economic & Social Sustainability

Abstract

With global interconnectedness comes the need to understand each other’s uniqueness and our roles as members of the worldwide community. Therefore, organizations must be strategic, focused, and consistently support their staff while meeting the needs of their community. Creating a workforce that cares for racially diverse populations is a fundamental goal for any professional organization seeking to promote healing and unity. Leaders need to be strategic and vigilant by constantly finding solutions to problems that have not yet been addressed. A leader must understand the change process in an institutional setting to implement changes successfully. As the leader moves forward with any new effort, they must be confident in their positionality and that there is a sufficient level of trust among the staff to proceed; this is particularly true of any action regarding diversity, equity, and inclusion (DEI). An elevated level of trust is necessary not because of the desired outcome of such an effort but because of the deep and personal connections that staff members may encounter throughout any change process focused on DEI. Facilitating an organization’s culture shift entails deep reflection regarding individuals’ perceptions, values, and beliefs. The leader must recognize the highly individual nature of this change to ensure that the overall organization’s goals remain intact and attainable. Leaders who understand that change is a process and that achieving racial equity and social justice requires a deeper level of patience to see results can navigate the process while overseeing innovation and organizational growth (Fullan, pp. 40-41).