I have had many fortunate experiences in my youth and have been exposed to diversity throughout my life. I am therefore, rather ashamed of the members of my race that are incredibly ignorant to racism. Racism is prevalent in modern Canadian society and creates many barriers for minorities. Whites often fail to recognize and/or choose to ignore these barriers. There are also members of society that fear what is not familiar to them. I too am guilty for critically thinking about a response to someone of a different race for fear of being politically incorrect or disrespectful. Many of these behaviours are simply attributed to how one was raised and the ideals of their family or biases we may not realize we possess. It is incredibly important for individuals to educate themselves so that they may embrace diversity and allow an increased sense of comfort for all individuals involved in a group setting.
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Therefore, in this paper I will discuss how normalization and fear of racism, specifically by whites, needs to be addressed through effective leadership as these views negate diversity efforts by: discounting the significance of white privilege, instilling fear of working with/offending others, and allowing for an acceptance of cultural stereotypes. It is important that leaders recognize how they view individuals as well as how others view them (Noels, 2016). Even I am guilty for grouping like individuals and operating under the assumption that they are all the same within these borders. Leaders need to be able to see the potential and unique qualities in individuals instead of categorizing them under a general assumption of skill or competencies. In addition, the module mentioned that we want to see our group in a positive light, which is apparent in white culture (Noels, 2016). We like to see ourselves as supreme and incapable of doing wrong. In addition, “You don 't realize how ignorant you are until someone else points it out.” (Moore, 2016). Moreover, the influence of white dominance has affected minorities. Our actions of racism and assimilation seen as acceptable acts have caused Aboriginal groups to doubt the merits of their culture and stereotype themselves. We have made people feel that to be successful and to break cultural norms, they must separate their culture from their lifestyles (James., 2013). Lastly, I want to address the negative leadership style of President Elect Donald Trump. Instead of changing attitudes towards racism, Trump is working to further normalize racism by refusing entry into the United States any individuals that come from a terrorist country. I find it mind-boggling Trump could profile countries based on terrorism, as acts of terrorism can happen anywhere in the world. Leaders should be addressing the positives so that we can encourage diversity within organizations. Allowing for a space that everyone feels comfortable will not come easily, but is attainable. Dr. Marvin Washington exemplifies this ideal, stating, “You won’t break down barriers by walking on eggshells.” (Washington, 2016). I believe that an environment of inclusion can be created where individuals can converse freely about organization goals and issues without fear of offending others. In addition, being aware of stereotyping can have positive implications when leaders incorporate racial diversity, the more they unconsciously decrease “the other-race effect”, where
Therefore, in this paper I will discuss how normalization and fear of racism, specifically by whites, needs to be addressed through effective leadership as these views negate diversity efforts by: discounting the significance of white privilege, instilling fear of working with/offending others, and allowing for an acceptance of cultural stereotypes. It is important that leaders recognize how they view individuals as well as how others view them (Noels, 2016). Even I am guilty for grouping like individuals and operating under the assumption that they are all the same within these borders. Leaders need to be able to see the potential and unique qualities in individuals instead of categorizing them under a general assumption of skill or competencies. In addition, the module mentioned that we want to see our group in a positive light, which is apparent in white culture (Noels, 2016). We like to see ourselves as supreme and incapable of doing wrong. In addition, “You don 't realize how ignorant you are until someone else points it out.” (Moore, 2016). Moreover, the influence of white dominance has affected minorities. Our actions of racism and assimilation seen as acceptable acts have caused Aboriginal groups to doubt the merits of their culture and stereotype themselves. We have made people feel that to be successful and to break cultural norms, they must separate their culture from their lifestyles (James., 2013). Lastly, I want to address the negative leadership style of President Elect Donald Trump. Instead of changing attitudes towards racism, Trump is working to further normalize racism by refusing entry into the United States any individuals that come from a terrorist country. I find it mind-boggling Trump could profile countries based on terrorism, as acts of terrorism can happen anywhere in the world. Leaders should be addressing the positives so that we can encourage diversity within organizations. Allowing for a space that everyone feels comfortable will not come easily, but is attainable. Dr. Marvin Washington exemplifies this ideal, stating, “You won’t break down barriers by walking on eggshells.” (Washington, 2016). I believe that an environment of inclusion can be created where individuals can converse freely about organization goals and issues without fear of offending others. In addition, being aware of stereotyping can have positive implications when leaders incorporate racial diversity, the more they unconsciously decrease “the other-race effect”, where