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Launching Diversity-Intelligent Strategies in Organizations: A Leadership Development Perspective

Launching Diversity-Intelligent Strategies in Organizations: A Leadership Development Perspective

Claretha Hughes
Copyright: © 2021 |Pages: 38
ISBN13: 9781799847458|ISBN10: 1799847454|ISBN13 Softcover: 9781799854920|EISBN13: 9781799847465
DOI: 10.4018/978-1-7998-4745-8.ch001
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MLA

Hughes, Claretha. "Launching Diversity-Intelligent Strategies in Organizations: A Leadership Development Perspective." Implementation Strategies for Improving Diversity in Organizations, edited by Claretha Hughes, IGI Global, 2021, pp. 1-38. https://doi.org/10.4018/978-1-7998-4745-8.ch001

APA

Hughes, C. (2021). Launching Diversity-Intelligent Strategies in Organizations: A Leadership Development Perspective. In C. Hughes (Ed.), Implementation Strategies for Improving Diversity in Organizations (pp. 1-38). IGI Global. https://doi.org/10.4018/978-1-7998-4745-8.ch001

Chicago

Hughes, Claretha. "Launching Diversity-Intelligent Strategies in Organizations: A Leadership Development Perspective." In Implementation Strategies for Improving Diversity in Organizations, edited by Claretha Hughes, 1-38. Hershey, PA: IGI Global, 2021. https://doi.org/10.4018/978-1-7998-4745-8.ch001

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Abstract

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

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