DISCUSS
Review your colleagues’ posts, listen, and share with them in a video, audio, or written response on:
* How do their reflections resonate with you? Do you also share their discoveries from the past eight weeks?
* What recommendations can you offer to help them solidify and support their learning in their professional or personal life?
* Reflecting on the Luke 10 passage, how can you also encourage your colleague to an inclusive leaders within their workplace?
Post substantive responses to your colleagues. Responses could include suggestions for further resources, questions of clarification, or providing context and insight. Avoid simple posts of agreement, if you agree, explain why, and then thoughtfully further the conversation.
Requirements
* Response to peers:
* Word count: 150 minimum
* Respond to more than the minimum of two peers (see discussion rubrics in the syllabus for details)
response 1
Hello class and Professor. Happy week 8! I actually cannot believe we are at the end. This has been a great journey of learning and understanding on DEI and Belonging.
For the past 8 weeks, I went from not fully understanding what Diversity, Equity, and Inclusion in the workplace should look like. The readings of DEI have helped to a better understanding of the importance of DEI inside of an organization. Starting with what Diversity is. “Diversity is not just a thing to do, it is a mindset and approach that unites ethical management and high performance (Palin Press Book)”. This mindset can be used in our personal life and not only in the workplace. I can say I have grown to have a clearer understanding of Diversity, and I want to be a supportive employee that is involved in my organization who will make an impact with communications and accountability in all areas.
I learned that when companies create their mission statements for their organization it must meet the needs of people of every race, culture and ethnicity. Organizations must have the right leaders in position to create a culture of inclusion that will support continued professional development for all employees. As a leader I can implement this in my professional life for the benefit of my organization and co teachers. Understanding that people want to be treated with respect and be given the opportunity to give feedback whether positive or negative. “Moreover, culturally competent leaders can make each member of the team feel included and provide a sense of belonging (Palin Press Book)”
In Luke 10, I can identify with the Samaritan. Being a good Samaritan is loving your neighbors and anyone that is in need. This passage encourages me to not be afraid to step up and step out to become a good leader. Being a leader that is respectful to others and not controlling. A leader that shows others they matter, when they feel left out. Get to know the person who feels like an outsider at the company. Make them feel included like Jesus would have done. I have learned putting aside my own personal biases to provide a need while working with others regardless of the difference in culture, or ethnicity and acknowledging one’s personal truth in any situation.
It has been a pleasure working with each of you and reading your posts each week. I pray for a continued successful academic journey to all. God bless.
References
Palin Press Books (n.d) Chapter 1: Introducing Workplace Diversity.
Response 2
Hi class,
Over the past eight weeks, our journey through DEI and Belonging has been challenging and transformative. We have explored the critical reasons behind these concepts and examined their importance in creating successful organizations. As we consider the “Why?” questions, it becomes clear that DEI is not merely a business strategy but a moral imperative, a call to serve the marginalized and overlooked.
The question of why we should care for underrepresented employees or those who feel like outsiders leads us to reflect on our values. Why extend our resources—time, money, relationships—to these individuals? The passage from Luke 10:25-37, the story of the Good Samaritan, provides a decisive answer. In it, we see an example of God’s love in action: the Samaritan, an outsider himself, demonstrates compassion for the injured man when others pass by. This passage teaches us that our responsibility as leaders is not to ignore the needs of those different from us actively but to engage and support them (Snodgrass, 2018).
Over the last eight weeks, I’ve grown in understanding what fostering inclusion truly means. One of my key takeaways is the necessity of empathy and intentionality in leadership. It’s not enough to recognize diversity; we must also create an environment where every voice is heard, valued, and empowered (Shore et al., 2018). This means taking concrete steps—whether through mentorship programs, equitable hiring practices, or offering a platform for marginalized voices.
I’ve also been challenged to examine my biases and privileges, learning that true belonging is more than policies—it’s about relationships. In the Luke 10 passage, I identify most with the Samaritan. Like him, I am called to step outside my comfort zone, recognize others’ pain, and offer support. As an inclusive leader, this passage encourages me to be proactive in fostering a workplace where every person feels they belong and has the opportunity to thrive. This awareness will guide my professional and personal life, shaping how I lead and engage with others (Nembhard & Edmondson, 2006).
References
Nembhard, I. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness on performance improvement in health care teams. Journal of Organizational Behavior, 27(7), 941-966. https://doi.org/10.1002/job.413
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189. https://doi.org/10.1016/j.hrmr.2017.07.003
Snodgrass, K. (2018). Stories with intent: A comprehensive guide to the parables of Jesus. Wm. B. Eerdmans Publishing Co.
Response 3
Good morning class,
Over the last eight weeks, my understanding of a leader’s role in bringing diversity to the workplace was deepened. It truly is our responsibility to practice continuous quality assessment and improvement (Bearman, n.d.). Considering the whole picture, how easy is it for people of all races, genders, ages, and abilities to access and understand our agency? Where there are barriers, what steps can be taken to reduce or eliminate them? Do staff and customers feel connected and valued? Are there any groups underrepresented that we need to accommodate for? I think by embedding this analysis into the culture, leaders change the “checking the box” mentality and begin to exhibit a true desire to improve equity and inclusion. This is no easy task, especially if there is opposition or an imbalance of accepting the importance of this work. Leaders committed to DEI have to start by educating their peers and committing to staying the course.
The Parable of the Good Samaritan (New International Version, 2011) teaches a valuable lesson in caring for each other. The Samaritan was an outsider and the people who walked by showed no compassion for him, a beaten and bloody man with no strength. The one who finally responded was a cultural adversary of the man (although I’m still not sure how they could distinguish the difference between residents of the two cities). It was thought to be unclean to touch him, but he lifted him up, put him on his donkey, took him to a hotel, and paid to have him cared for.
I want to think that I relate most to the Good Samaritan. I have an innate desire to care for people – not superficially, but truly care for their whole selves. As a leader, I want to make sure that my people feel supported, valued, and heard. I strive to provide the right tools and the autonomy for staff to get things done, but also the time and energy it takes to coach and mentor them so they can grow in the organization.
References:
Bearman, A. (nd). Creating a diverse and inclusive organizational culture. https://pressbooks.palni.org/diorgculture/
New International Version. (2011). Biblica, Inc.