Directions In this journal submission, you will reflect on the identities you shared in this module's discussion and how implicit or unconscious bias may show up in your dominant identities. You

will also explore the core principles of social justice. Specifically, you must address the following: 1. Describe your most dominant social identities. 2. Describe implicit bias represented within your most dominant identities. A. How does implicit bias show up in your most dominant identities? 3. Identify the core principles of social justice. 4. Describe how implicit bias impacts your understanding of the core principles of social justice. A. How might implicit bias impact your understanding of social justice in personal settings? B. How might implicit bias impact your understanding of social justice in professional settings? What to Submit Submit your journal as a 1-page Microsoft Word document with 12-point Times New Roman font, double spacing, and one-inch margins. No sources are required. If sources are used, be sure to include an attribution (or citation) to the resource in APA style. While you will not be graded on the quality of your citations in this assignment, you may receive guidance from your instructor on how to properly cite sources./nEffective leaders build organizational cultures where employees can thrive, customers/clients experience excellence in service, and contributions can be made to the betterment of society. Because leadership is manifested through the active pursuit of learning, leaders typically pursue these goals by attending seminars, enlisting the support of a coach, and reading the latest books. However, an often-missing piece of one's leadership development is the cultivation of the skills needed to advance the principles of diversity, equity, and inclusion. There is a dearth of research on this topic and limited examples of evidence-based practices. By default, diversity and inclusion have been made into a buzzwords and catchy slogans. They are viewed as being only in the purview of a "Diversity and Inclusion Committee" and the responsibility of the "Chief Diversity Officer." In fact, today's diversity and inclusion work requires organizational mission alignment, clear vision integration, strategic planning, commitment, accountability, and resource allocation that involves the entire team. The key leader of each respective organization, however, remains the main conductor on this journey. This is of critical importance because this work should be integrated throughout the entire organization, from human resources to client management. Diversity tends to be defined simply as a conglomeration of people from different backgrounds. Or it is a declaration manifested by stating "you are welcome" through policy statements and colorful posters. This circular reasoning fosters logical fallacies: You should feel welcomed because "I" (the organization leader) say "you are welcome." For many organizations, diversity and inclusion may begin simply with representation, by bringing a woman's or maybe a person of color's perspective to the table. Often, this is seen as the first step in creating a melting-pot recipe of ideas, thoughts, and perspectives. Cultural assimilation is the broth and diverse individuals are the ingredients. Simmer on low for two or three years, and diversity will miraculously emerge. The challenge with cooking stews, however, is that the flavors are all absorbed into the broth, which means each employee is not valued for his or her unique contributions and individual attributes. Is this diversity? Another metaphor is the mixed salad, with each person representing a distinct vegetable, be it a crisp carrot, a vibrant beet, or lush romaine lettuce. Then, the magic occurs when the salad is doused with a dressing and all flavors become one-ranch, French, or a light balsamic vinaigrette. Once again, the dressing of choice masks the complexity and the very essence of diversity and inclusion. This still leaves us begging the question: Is this diversity? And where is the inclusion?/nUnconscious bias can be challenged through a process of critical reflection. This starts by looking introspectively. I refer to this as the process of putting up a mirror to see yourself clearer. Tools such as the IAT and the Intercultural Development Inventory (IDI) can aid you on this journey of self-discovery. Introspection should also include hunting hegemonic assumptions. As defined by Italian political economist Antonio Gramsci, hegemony is a "process whereby ideas, structures, and actions that benefit a small minority in power are viewed by the majority of people as wholly natural, preordained, and working for their own good" (cited in Stephen Brookfield, Becoming a Critically Reflective Teacher, Second Edition, 2017). Hegemonic assumptions are assumptions that we think are in our own best interests but that actually work against us in the long run, according to leadership scholar Dr. Stephen Brookfield (ld.). This keeps our imagination bound in terms of this is the way things are versus this is the way things could be. Applying these concepts to diversity and inclusion, the workplace could and should be a place where individuals can unveil their gifts and talents in meaningful and productive ways without the impediments manifested through biases and stereotypes. WHAT ARE MICROAGRESSIONS? A micro aggression can be manifested in a myriad of subtle ways and is pervasive in nature. According to Dr. Derald Wing Sue, "microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership" (Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation, 2010). Dictionary.com defines microaggression as: "a subtle but offensive comment or action directed at a minority or other nondominant group that is often unintentional or unconsciously reinforces a stereotype." Microaggressions can be manifested through remarks that are perceived to be sexist, racist, odious, or offensive to a marginalized social group. These negative remarks can have a profoundly negative effect by diminishing the value and humanity of an individual and/or group. In the workplace, this can negatively impact work performance and team dynamics. Microaggressions also can have a detrimental impact on customers and clients, hence dwindling the potential of successful customer service and engagement. HOW TO ADDRESS MICROAGGRESSIONS Addressing microaggressions requires a multifaceted approach. Leaders can initiate this process by: challenging the microaggression when it occurs; reframing the narrative by embracing differences as an asset and strength; creating opportunities for a robust exchange of ideas - a foundation for innovation; and/n