Problem: The slides first examine the debate over the biological meaning of race, emphasizing that genetic variation does not map neatly onto fixed racial categories, while also explaining why racial classifications persist as powerful social realities that shape opportunity and belonging (Lewis et al., 2023). The presentation then shows how automatic stereotyping can substitute for structural explanations of group differences, creating self-reinforcing cycles of bias in hiring, evaluation, and promotion (Blaine & Brenchley, 2021). Next, it connects racism to social stigma by highlighting how historical and institutional hierarchies attach negative meanings to racialized identities, which become embedded in everyday interactions and organizational norms (Skinner-Dorkenoo et al., 2023). The final section examines common conversational patterns, including avoidance, defensiveness, and "progress" narratives, that can exacerbate feelings of alienation. It offers evidence-based strategies for leaders to facilitate productive, impact-focused dialogue on race and racism in ways that improve psychological safety and sustain equity-driven culture change (Kraus et al., 2022; TEDx Talks, 2011). Overall, the deck integrates theory, systems thinking, and actionable practices to support inclusive leadership. Need Assignment Help?