1) Where is our systemic framing of race and leadership in the larger systemic context that we are calling for from leadership development programs and our approaches to evaluating them? We are talking about leadership and race in a way that is separated and distinct from other forms of oppression and their impacts on social equity (or inequity). There are important distinctions and I am not advocating for opening up the focus to oppression in general, this happens to often already. However, I would ask how we can be careful to not isolate this issue such that the interconnectedness that forms the system of oppression of which race is a huge factor is reduced to a challenge that we then try to address with recruitment, program design and evaluation strategies alone. How can we continue this work looking through other lenses at the systems impacting social inequity such as class for instance as addressing race alone will not not lead us to a place of social equity?
2) How can we clarify what is meant by shifting the focus from the individual? There is an excellent section in the synthesis now under the heading "Leadership programs can help participants deepen their understanding of structural racism and collectively develop and test strategies for creating racial and social equity." This section describes how this work can be done within in leadership programs and yet the programs are still collections of individuals. The framework about change is shifted not the target audience. The field of indicators is expanded to include community not to exclude individual. How can we speak about this clearly without making it sound like it's indivduals or communities? I've tried to edit toward this clarity but don't think I got there.

Thanks for all this great work!
Elissa

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