In the past several weeks we’ve seen a level of peaceful protest activity not experienced throughout the United States since the civil rights movement in the sixties. Individuals from all walks of life, different age groups, races, genders, and ethnicities have joined together to raise their voices against all forms of racism.

As a result of the protests, many organizations have publicly pledged to uphold the founding principles outlined in the Declaration of Independence. Thomas Jefferson penned the following words:

We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.

Although Jefferson wrote “all men are created equal,” structural racism permeates many aspects of our lives.

The Civil Rights movement resulted in significant changes in laws that previously treated Black people as second-class citizens. However, it only addressed the surface of the problem. Structural racism is reflected not only in our policies and procedures but in our daily actions and choices.

Leaders must go beyond the surface to affect meaningful change. Before we can discuss how to affect change, we must first understand what is structural racism?

According to the Aspen Institute, structural racism is “A system in which public policies, institutional practices, cultural representations, and other norms work in various, often reinforcing ways to perpetuate racial group inequity.”

Racial group inequity is a disparity in opportunity and treatment that occurs as a result of someone’s race.

dictionary.com

Now that we have a working definition, we can move forward.

So, how should leaders address the impact of structural racism? It starts with recognizing the need for change.

Here are six ideas that can help you recognize the need for change and begin to address the inequities in your organization:

  1. Name the issues: You cannot change what you are not willing to name.
  2. Respect the journey of others: Remember, everyone has their own unique story.
  3. Create space for dialogue: Intentionally create opportunities for individuals to connect and share.
  4. Take action: Now is the time to begin the process of changing behavior.
  5. Review practices and policies: Use the lens of social justice to review your decisions making process.
  6. Set goals and pathways to effect change: Accountability drives change.

Change doesn’t happen overnight, but it does begin with one step.

Rick Warren reminds us, “We are products of our past, but we don’t have to be prisoners of it.” As the leader, you set the vision for your organization. So, stay hopeful and take the step!

Are you going beyond the surface to affect change?

#YourLeadershipGuide
Kim


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    About the author

    I'm Kim, your Educational Leadership Guide. I equip educational leaders with research-based and experientially learned educational leadership principles and best practices to promote student success.


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