Chapter 11: Organizational Sense Making: Leadership Development Practices for More Equitable Organizations

Continued civil and racial unrest in the United States surfaces the inadequacy of equity and inclusion approaches within society (Bohonos & Sisco, 2021; Clayton, 2021; Deitch et al., 2003; Navarro & Steele, 2021; Steele et al., 2021). This is evident in numerous reports of systemic inequitable treatment of People of Color (Bohonos & Sisco, 2021). Additionally, consumers and employees demand a shift in corporate responsibilities and priorities in this space (Thompson, 2021). In response to increased concerns over the lack of racial equity and inclusion efforts, organizations seek solutions to demonstrate their commitment to doing better in this area beyond public statements (Cumberland et al., 2020). As leadership educators demonstrate their practice and intertwine a more equitable and inclusive higher education and organizations, they lean on resources that equip them to facilitate and cultivate spaces that create the conditions for meaningful change (Chunoo et al., 2019). We suggest leadership educators address issues of inclusion and racial equity in their efforts to shift toward actions that support anti-racist practices. Anti-racist behaviors move from talk to action, leading others to take a stance on practices and policies that impact systemic racism (Kendi, 2019). Therefore, we call on leadership educators to influence communities and integrate anti-racist education that affects individuals, teams, and organizational learning.