Jeff Session: Inadequacy Of Diversity In Federal Justice

DIVERSITY AND LEADERSHIP MEMO
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Introduction.
Leadership and diversity are two topics that have been discussed over a period of time. More particular is the topic of the minority being allowed into leadership and the resultant effects of that. Diversity and leadership do not only mean involving the minority into leadership but also creating an atmosphere in which all people feel valued, respected and with the same opportunities as others.
How Session should try and increase Diversity in Federal Justice.
Jeff Session on the inadequacy of diversity in the US justice department recommends the nomination of a black person into the attorney general position; one of the most influential positions in the US among the 35
U.S attorneys that have been nominated by President Donald Trump. In the Attorney General testimony before the House of Judiciary Committee, the Democrats pressed a Session over the lack of diversity in his top ranks. The session agreed that diversity matters and also acknowledged that he did not know how many special agents were in charge of FBI field offices.
Looking at diversity means that you look at the minorities in the community.
In Jeff Session’s case, the lack of a black nominee in a list of 35 U.S attorneys is an indication of diversity. Different leaders have different views on diversity and deal with it differently. Research shows that the most successful leaders have strength in various emotional intelligence competencies. These include self-awareness, self- regulation, motivation, empathy and social skill. When combining these competencies with the diversity, a leader can make the best decision.
For Jeff Session to be able to increase diversity in the federal justice, he should try and grapple fully with implicit bias. According to research, there is a widespread tendency to harbor an inherent bias against disadvantaged groups. It should thus be acknowledged that this happens and take steps that will help and counteract this
biases.
The application and the interviewing process in the federal justice should be transparent. The candidates should be allowed to know what is expected of them on submission of application. The interview should be kept consistent and not biased. Outlining of the nominating process for all candidates will ensure that each applicant is treated similarly. The session should also make clear the role that will be played by diversity when it comes to the nomination process in state statutes. This will include how diversity will be considered and defined during the nomination process. Clear parameters should be set on how and when diversity can come into play. These means that there should be clarity on the view of diversity.
Leadership and Diversity: How they combine in the workplace.
Leadership and diversity are entwined at a variety of levels and through various reflective differences of the distinct orientation.
Diversity can be viewed as a resource for leadership complexity. One thing that should be understood is that diversity will differ with the definition of a leader. Leadership style is in positions to provide a more satisfactory response to persistent discrimination that is experienced by the socially disadvantaged groups.
Diversity leadership should consider the impact of social identities embedded in organizational identities, the political aspect of leadership, socio-psychological process and the follower perspectives. Leadership commitment to diversity originates in instrumental, normative or the sufficient grounds and informs practices. An organization should exhibit leadership commitment to diversity as a moral issue, communicate diversity issue both internally and externally, develop effective recruitment and retention strategies for diverse potential and current
employees.
Diversity leadership should comprise of strategies intended to incorporate diversity into a proper function of the organization, and enact initiatives generating beneficial organizational outcomes, as well as diversity-related social relationships. Leaders should be able to manage encounters not only between diverse individuals but also between the subgroups which they belong. In order to lead diverse individuals and their subgroups, a leader should promote positive interactions among subgroups with their identities remaining unchallenged. They should also reduce negative and increase positive intergroup attitudes.
Leadership is an integral part of mitigating the expected negative relationship between diversity and outcomes variables like performance. The work environment may also affect the minorities and women negatively. Diversity dimension can enrich leadership effectiveness in a more complicated manner. According to research an increased representation of the minority in a firm leadership system will lead to a decreased performance of the organization up to a critical point. Beyond this point, the leadership levels were positively associated with performance.
Shared leadership occupies a prominent position as an effective way of leading diverse teams. The administration, in this case, adopts a perspective that is primarily viewed as a group quality and not an attribute of a single group member. These are mostly used where there is a diverse group of people and are working together. This leadership is associated with an improved team performance in a more diverse team than in a less diverse team. Shared leadership leads to a better relationship and thus advocates for the positive impact of managerial skill diversity on team performance in the cases in which leadership was shared among group members.
The wide array of issues such as nature of leadership in diverse teams, the determinant of team’s performance, procedures of facilitating team learning, as well as leadership function in both team building and decision making provide the foundation of diversity leadership.
Conclusion.
Diversity is about empowering people. Embracing diversity makes an organization effective by capitalizing on all of the strengths of each employee. Diversity is about understanding, valuing and using the differences in every person. Failure to accept others for whom they are will lead to failure. Embracing diversity will lead to success.