Diversity, inclusion, and belonging have a symbiotic but a complicated relationship in America. The foundation of this complication is due in part to the social order in which whites are the dominant group in every major sector of society while nonwhites, particularly African Americans, are at the bottom. This social order is also mirrored in organizational structures in which whites, in positions of leadership, project their culture of dominance within the organization. This has a profound effect on nonwhites, especially upon African Americans within the structure, who may feel that they must be inauthentic while associated with the organization and/or entity to survive. This study explores these dynamics by critically interrogating how leadership plays a role not only in organizations and institutions, but also in politics, activism, and society at large. What is gleaned from this analysis is that diversity, inclusion, and belonging will not require an undertaking of special programs and initiatives if white people and organizations transform their ideology on the function of nonwhites, in particular in the context of this study of African Americans, in society at large as well as within organizations.

在美国，多样性，包容性和归属感是共生的，但关系复杂。这种复杂性的基础部分是由于社会秩序，在这种社会秩序中，白人是社会各主要部门的主导群体，而非白人，尤其是非洲裔美国人则处于最底层。这种社会秩序也反映在组织结构中，在这些组织中，担任领导职务的白人在组织内部投射了自己的主导文化。这对非白人尤其是结构内的非裔美国人产生了深远的影响，他们可能会感到他们在与组织和/或实体建立联系时必须是虚伪的才能生存。这项研究通过批判性地质疑领导力如何在组织和机构中以及在政治，行动主义，和整个社会。该分析得出的结论是，如果白人和组织将其意识形态转变为非白人的功能，特别是在本非裔美国人研究的背景下，多样性，包容性和归属感就不需要进行特殊的计划和倡议。在整个社会以及在组织内部。