What Does It Take to Lead With Courage and Connection in a Climate of Fear?

This question lingered in my mind and heart as I listened to a district leader share the pain and challenges he faces leading a diverse school community in northeastern Massachusetts. His district, nestled in a picturesque suburb with green pastures and affluence, also welcomes students who endure long bus rides from Boston and Cambridge, seeking opportunities to thrive.

This leader, a queer man of color whom I deeply admire, shared how his district conducted an equity audit—a courageous step to confront disparities and foster inclusivity. The findings revealed stark racial divides, staff apathy, and widespread resistance to addressing white supremacy, bias, and racism. Despite a community that claimed to value inclusion, the reality was far more fragmented.

The challenge wasn’t just the data—it was the fear it uncovered. Many resisted these conversations out of a desire to avoid labels like “racist” or “biased.” For this leader, presenting the equity audit results was a “gut punch,” exposing how far the community was from its aspirations. Yet, the resistance wasn’t unique to his district—it reflected a broader national trend.

In today’s political climate, shaped by policies like Project 2025, efforts to suppress diversity, equity, inclusion, and belonging (DEIB) work have created an environment of fear for educators. States like Florida have taken steps to penalize teachers for fostering inclusive classrooms, threatening licenses and livelihoods. This isn’t just a policy issue—it’s a moral one, and neutrality in such a climate is not an option when students’ humanity is at stake.

Why We Need Coalitions, Courage, and Connection

Research from EdWeek, the Wallace Foundation, and other education organizations highlights the increasing challenges faced by leaders advocating for marginalized voices. Project 2025, for instance, proposes dismantling the Department of Education and eliminating DEIB programs, emboldening resistance to equity initiatives across the country. This climate demands that leaders act with intentionality, resilience, and collective support.

Leaders of color, particularly those navigating both systemic inequities and the intersections of their identities, face unique pressures. They must ensure that students come to school each day feeling seen and valued, that staff remain committed and supported, and that inclusive practices persist—even when met with resistance or threats.

The Heartwork Framework: A Practical Path Forward

To support leaders in these efforts, I developed the Heartwork Framework, a guide to fostering belonging in schools and districts. This framework helps communities navigate the complexities of DEIB work, offering:

1. Self-Assessment Tools: Individual and community-wide reflections on biases, practices, and systemic issues.
2. If-Then Scenarios: Practical strategies for common challenges, such as:
   • If your community resists DEIB initiatives, then leverage storytelling to humanize data and build empathy.
   • If fear of backlash stifles progress, then focus on forming coalitions of committed allies.
3. Actionable Strategies: Steps to embed belonging into the curriculum, pedagogy, and school culture sustainably.

The Heartwork Framework recognizes that each school and district is unique. It invites leaders to approach this work with empathy, courage, and strategic intentionality, turning values into action.

What Can Leaders Do?

As leaders face these challenges, there are tangible steps they can take to foster belonging, even in an anti-DEIB climate:

1. Start with Data and Stories
   Combine quantitative data with personal narratives to humanize the issues. For instance, sharing student testimonials alongside discipline disparities can make the data more relatable and impactful (Education Week, 2023).

2. Address Fear with Courage
   Model vulnerability by acknowledging your own biases and creating safe spaces for open dialogue. Courage begets courage, and your example can inspire others to engage.

3. Focus on Connection Over Correction
   Shift the narrative from pointing out flaws to building shared understanding. Highlight how inclusion strengthens the entire community, not just specific groups.

4. Build Coalitions, Not Consensus
   Focus on creating a network of allies committed to change rather than seeking unanimous agreement. Coalitions can drive momentum and provide mutual support.

5. Center Marginalized Voices
   Prioritize the experiences of students, staff, and families from marginalized groups. Their perspectives should inform decisions and actions at every level (Wallace Foundation, 2023).

6. Foster Belonging for All
   Demonstrate that inclusive practices benefit everyone. Highlight how a sense of belonging contributes to academic success, emotional well-being, and community cohesion (Brookings Institution, 2023).

Stories as Bridges to Belonging

During our conversation, my colleague described the moment he shared the equity audit findings. He spoke of how the data illuminated systemic inequities but failed to move hearts in isolation. It was when he began sharing students’ stories—of exclusion, bias, and resilience—that people began to listen differently.

This reinforced a key lesson: data can inform, but stories can transform. Sharing narratives from marginalized voices builds empathy and creates the emotional connection needed to drive change. Whether it’s a trans student explaining the importance of pronouns or a Black family recounting their child’s experience of racial bias, these stories remind us of the humanity at the heart of this work.

A Compelling Call to Action

As I reflect on this conversation, I’m left with one final challenge for district and school leaders: How will you ensure your schools are spaces where every student and educator feels a sense of belonging, regardless of the political climate?

The work of creating belonging is not easy, but it is necessary. By embracing courage, building coalitions, and fostering connection, we can counter the fear and resistance that threaten our schools. The Heartwork Framework is one tool to guide this journey, but the real power lies in our collective commitment to action.

For leaders like my colleague—and for people like you and me—this work is deeply personal. As queer men of color, we understand the transformative power of belonging. It is the difference between surviving and thriving. And we owe it to our students, staff, and communities to ensure that everyone in our schools has the chance to thrive.

Together, we can create the schools our students deserve. Let’s begin.

References

• Brookings Institution. (2023). Project 2025 and education: A lot of bad ideas, some more actionable than others. Retrieved from https://www.brookings.edu
• Education Week. (2023). To end discipline disparities affecting students of color, challenge the status quo. Retrieved from https://www.edweek.org
• The Wallace Foundation. (2023). Supporting school leaders of color. Retrieved from https://www.wallacefoundation.org