Why This Matters:
​My capstone intervention, addressing the resurgence of overt white supremacy through the dismantling of DEI initiatives under the Trump administration, is deeply rooted in the goals of promoting equity, challenging institutionalized racism, and fostering inclusive organizational environments. The urgency and intersectional nature of this issue cannot be overstated.
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Drawing upon insights from World Studies, Organizational Development, and Psychology, this project illuminates the interconnected ways racial oppression is structurally embedded and how it impacts various marginalized identities simultaneously. Critical Race Theory is also used herein to explicitly challenge the illusion of meritocracy, illustrating that biases are deeply embedded within organizational structures, while OD emphasizes the practical necessity of systemic reforms and inclusive dialogues to dismantle these inequities. African American Studies underscores historical literacy and solidarity as key strategies for sustained resistance.
So Intersectionality?
The intersectional approach of this intervention underscores that fighting white supremacy and institutional racism is not merely a social responsibility—it's a strategic imperative. By integrating multiple perspectives, this project does not merely add disciplines but synthesizes them to address the complexities and nuances of systemic inequality effectively. Intersectionality reminds us that racism operates alongside sexism, homophobia, classism, and other forms of oppression, demanding solutions that are holistic and inclusive.
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The intervention's significance lies in its dual aim: to provide immediate, actionable strategies that individual hiring managers can implement and to inspire broader structural change within organizations, even in the face of federal pushback against DEI. This approach empowers individuals to become agents of change, fostering equity despite systemic adversity.
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Ultimately, this project is timely and critical because the stakes could not be higher. The current political and social climate represents a pivotal moment for equity and justice. Silence or passive compliance in the face of explicit federal white supremacy is no longer an option. By actively engaging stakeholders—HR leaders, DEI practitioners, educators, and organizational decision-makers—this intervention seeks to equip them not only with the knowledge but also with the courage to enact meaningful, sustainable change.
About the Author
My name is Alston Rousseau.
My journey in higher education has been sporadic. I began in the fall of 2007 at Christopher Newport University, then transitioned to VCU in the spring of 2009 until 2011, when I deployed with the US Army to support Operation New Dawn in Iraq.
Since 2013, I have been advancing my career in Information Technology, starting with ACUITUS. Through various professional roles, I have developed a strong ability to drive holistic and sustainable change by leveraging my extensive experience in the field and my passion for shaping and growing diverse talent.
I returned to VCU once again in the Fall of 2024. I am a DevOps consultant, an Army veteran, and a lifelong learner. My dedication to personal and professional growth is evident in my pursuit of a Bachelor of Interdisciplinary Studies (B.I.S.) in Multiculturalism in Organizational Development at Virginia Commonwealth University.