When we look at leadership’s position, we see that leadership works for the organization and followers work for the leader. Looking at the United States as an organization, we find an institution, structure, and a system. All of these are in place to make society run smoothly. However, within these confines of the United States’ institution structure, the United States, and the systems that allow the United States to function as a superpower of other countries, we have racism throughout the institution, the structure, and the design. The Cambridge dictionary defines Institutional racism as policies, practices, etc., that are a part of the way an organization works. That results in and supports a continued unfair advantage to some people and unjust or treatment of others based on race. Structural racism defined as laws, rules, or official policies in a society that result in and supports a continued unfair advantage to some people and unfair or harmful treatment of others based on race. We see Systematic racism as policies and practices that exist throughout a whole society or organization. That results in and supports a continued unfair advantage to some people and unfair for others’ harmful treatment based on race.
You may be thinking, what does this have to do with leadership? Leadership is the backbone of all organizations. Over the centuries, people have attempted to define leadership and reading through leadership definitions in Box 1.1, the Evolution of Leadership Definitions (Northouse, 2016). No one has come up with a clear description of leadership. After decades of dissonance, leadership scholars agree on one thing: They can’t develop a standard definition for leadership. Because of such factors as growing global influences and generational differences, the administration will continue to have different meanings. The bottom line is that leadership is a complex concept for which a determined definition may long be in flux (J.C. Rost, 1991). In the case of leadership, leaders will bring their personal history, interests, traits, and motivations to the process of leadership” (PSU W.C 2020, L1).
During the hiring process or appointment of positions, an individual’s leadership philosophies based on their personal history can promote racism and mistreatment of others, resulting in systemic racism. One company in the Pittsburgh area that makes condiments is known for their hiring process. If you’re not related to someone or know someone who works there, you will not be considered for a position! Nepotism doesn’t occur just within this organization but many around the United States.
To get a good look at structural racism, look at the laws governing law enforcement that enforce these laws. Leadership in law enforcement has developed regulations that apply to the majority and rules that use to minorities. These laws are geared towards punishing minorities severely. For example, during the war on drugs, they brought back Rico’s law. The meaning of RICO law, or the “Racketeer Influenced and Corrupt Organizations Act,” is that it is a law that allows authorities to punish offenders engaging in criminal activities, particularly racketeering. For example, RICO law punishes crime bosses who order their subordinates to carry out illegal activities for them (Content Team, 2019). This was an effortless way to get gang members who dealt with low-level drug sales and crimes convicted and sent to prison for a long time due to affiliation even if they didn’t sell drugs or commit crimes.
Another part of structural racism at the hands of leaders or lawmakers was drug possession. When two people from different ethnic groups were caught with a gram of crack cocaine, the punishment is more severe for the minority, although the amounts are the same in a product based was the same chemical make. The above is my opinion based on what I witnessed growing up and how I saw leadership when it involves lawmakers and law enforcement officers.
We can also view this as a situational approach to leadership. This means that the person in charge needs to adapt their behavior depending on what is going on and who is involved (Northouse, 2016). Leaders can adjust based on who’s involved.
White people got higher positions and then hire people like them and not give others a chance. It is the reason why racism still exists (Northouse, 2016). One of the main problems that minorities face is how they are stereotyped by law enforcement. This treatment brings a negative stereotype about law-enforcement and the minorities’ desire to become law enforcement officers. Everyone knows that there are minorities within law enforcement, but they have to choose to be in the in-group or out-group. For the past two weeks, I have been watching television shows that display this; to summarize, a minority officer told the truth about something that happens with the majority officer. This individual is dealing with many threats and violence from all the officers within the in-group. They said that he broke the “code” of being a police officer, and now he’s ostracized by the majority of the police force. This happens from an arbitrary set system is determined by human beliefs such as religion, organizational values, laws, personal philosophies, and so on (PSU WC, 2020, L.13). Within an institution, a structure, or a system, there are written policies, rules, practices, and official policies. Still, there are also unwritten codes, values, procedures, and philosophies within organizations designed for followers to transform their leaders in one day become a leader and meet his followers the same way he or she was taught as a follower. Will racism from a leadership position ever change and be a thing of the past, or will it continue to exist?
References:
Northouse, P. G. (2015). Leadership: Theory and Practice. [MBS Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9781483317540/
Pennsylvania State University (2020). Leadership in work. Module 13: Introduction to Leadership and
Diversity. Retrieved from https://psu.instructure.com/courses/2075467/modules/items/30110534
Pennsylvania State University World Campus (2016). PSYCH 485 Lesson 1: Theories Versus Maxims. Retrieved from https: / / courses.worldcampus. psu.edu/psych281sp1oxo3/ content/lessono2/printlesson
Adapted from Leadership for the Twenty-First Century, by J. C. Rost, 1991, New York: Praeger.
RICO Law – Definition, Examples, Cases, Processes (legaldictionary.net)
April 9, 2019, by Content Team