š„ Videos that Hit Deep
The first video, The Unequal Opportunity RaceĀ¹, was powerful. Itās a metaphorical track race that visually shows how systemic racism creates obstacles for some and unfair advantages for others. What stuck with me most was how history isn’t just “in the past”āit’s built into systems that still operate today. Access, privilege, and discrimination aren’t just emotional topics; theyāre structural.
In contrast, the Robin DiAngelo interviewĀ² introduced the idea of white fragilityāthat discomfort or defensiveness white people often feel when race conversations come up. DiAngelo argues this fragility blocks real learning and change. And you know what? It made me realize how often these conversations get derailed by defensiveness instead of genuine curiosity.
š§ Emotional Intelligence (EQ) in Leadership
The articles by Heering & WotenĀ³ and Hyter & Tapiaā“ reminded me that being āsmartā isnāt just about IQāEQ (emotional intelligence) plays a huge role in leadership and inclusion. Itās about self-awareness, empathy, and emotional regulation. According to Hyter & Tapia, yesāyou can teach EQ, but it requires practice, commitment, and humility.
Leaders who can tune into others’ feelings create safer, more inclusive environments. Heering & Woten highlight how nurses and healthcare professionals use EQ to handle diverse patientsāit’s not about being perfect, it’s about being present.
š¬ Relationship Building: The Human Glue
The Indeed articleāµ on relationship-building skills emphasized empathy, trust, and communication. These arenāt just āsoft skillsāātheyāre essential to navigating a diverse workplace. When you take the time to build trust, youāre not just making friends at workāyouāre laying the groundwork for collaboration, psychological safety, and long-term success.
š” Academic Insights on Inclusion
Jaiswal & Dyaramā¶ explored how perceived diversity affects employee well-being. What they found was striking: knowledge diversity (different backgrounds, skills, etc.) boosts well-being only when inclusion is present. Meanwhile, surface-level diversity (race, age, etc.) can hurt well-being if inclusion is lacking. In other words: diversity alone isn’t enoughāpeople need to feel valued.
Teike & Sneedā· approached inclusion through the lens of invitational communication. Their Art of Invitation model teaches people to relate as equals, to pause before reacting, and to open space for others. Itās such a simple idea, but it transforms how we build and repair relationshipsāat work, at home, and in our communities.
š A Country Backtracking? Trumpās Anti-DE&I Policies
While weāre learning all these progressive, powerful ways to lead inclusively, things feelā¦ off politically. Former President Trump has pushed hard against DE&I policies, particularly in education and federal agencies. Some examples:
- In September 2020, Trump signed an executive order banning federal agencies and contractors from using training materials that referenced concepts like white privilege or systemic racismāø.
- He promoted what he called āpatriotic educationā, aiming to rewrite how American history is taught to avoid ādivisiveā topicsāessentially censoring honest conversations about raceā¹.
- During his presidency, he routinely criticized DE&I programs as “Marxist” or “anti-American,” framing inclusion efforts as political indoctrinationĀ¹ā°.
- Even now, with Trump gearing up for another run, his allies have introduced anti-DEI legislation across multiple states, trying to ban such programs in universities, schools, and government institutionsĀ¹Ā¹.
Itās frustrating to see this backlash happening while Iām learning about how vital inclusion is to human dignity, team performance, and even health.
š§ Final Thoughts from Scarlette Febles
Week 9 has me thinking a lot about how the micro (emotional intelligence, trust, relationships) connects with the macro (racism, policy, systems). Inclusion isnāt just about hiring more people of color or celebrating cultural daysāitās about building systems that recognize, respect, and invite difference.
As someone learning and growing in this space, I canāt ignore the gap between what weāre studying and whatās happening nationally. But maybe the change starts right hereāwith knowledge, empathy, and the courage to lead differently.
Until next time,
š¬ Scarlette
š Footnotes
The Chronicle of Higher Education. (2023). Tracking the Anti-DEI Legislation in the States. https://www.chronicle.com/article/see-where-anti-dei-bills-are-being-pushed
African American Policy Forum. (2015, January 13). The Unequal Opportunity Race. YouTube. https://www.youtube.com/watch?v=cBmMZFMPf18
DiAngelo, R. (2020, June 18). Robin DiAngelo on white fragility. YouTube. https://www.youtube.com/watch?v=DQzyCbIuIII
Heering, H., & Woten, M. (2018). Leadership and emotional intelligence. CINAHL Nursing Guide.
Hyter, M. C., & Tapia, A. (2015). Can you teach emotional intelligence? Chief Learning Officer, 14(1), 34ā37.
Indeed. (2022, August 8). Relationship building skills: Definitions and examples. https://www.indeed.com/career-advice/career-development/relationship-building-skills
Jaiswal, A., & Dyaram, L. (2020). Perceived diversity and employee well-being: Mediating role of inclusion. Personnel Review, 49(5), 1121ā1139.
Teike, D., & Sneed, K. J. (2018). Building and restoring relationships using the art of invitation: An exploratory phenomenological study. Social Work & Christianity, 45(4), 3ā21.
The White House. (2020). Executive Order 13950 on Combating Race and Sex Stereotyping.
Goldberg, M. (2020, September 22). Trumpās āPatriotic Educationā Is a Dangerous Agenda. The New York Times.
BBC News. (2020, September 5). Trump attacks critical race theory training. https://www.bbc.com/news/world-us-canada-54050073
Scarlette Febles 
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