Relatively few studies have explored domestic violence from a multiplicity of African American perspectives, experiences, and socio-demographic backgrounds within rural African American communities. Community-based participatory action research methods were used to explore domestic violence perceptions of African Americans with heterogeneous backgrounds and experiences of violence. Ten focus groups were held throughout the community with 52 diverse women ( n = 33) and men ( n = 19) living in the northwest region of Arkansas. Demographic data were collected from 47 women ( n = 28) and men ( n = 19) participating in focus groups regarding their perceptions and experiences of domestic violence, media messages, help-seeking behaviors, and services. Data were analyzed using grounded theory methods. Three major themes emerged, including (a) a heightened awareness of race, gender, and class differences; (b) imbalanced and mixed messages from media; and (c) multi-systemic dynamics influencing abusive behavior and relationships. Results indicate that study participants' perspectives and experiences with domestic violence reflect a complex interrelated gamut of societal, community, familial, and individual dynamics. Participant recommendations related to interpersonal dynamics, media messages, and societal influences are reported with implications for practice, policy, and future research.
The Problem. As there is diversity in many workplaces, diversity intelligence (DQ) needs to be integrated alongside intellectual, emotional, and cultural intelligences to be effective. DQ requires leaders to have knowledge to understand protected class employees and the legal mandates and executive orders established to protect those employees from discriminatory practices at work. Irrespective of the billions of dollars invested in diversity or antidiscriminatory practices training, many protected class workers remain underutilized or marginalized due to leaders' unfamiliarity with these groups of workers and/or incompetence to harness their talents to achieve organizational goals. DQ deficiencies trigger some leaders to apply passive-aggressive behaviors as a coping mechanism. These passive-aggressive behaviors can lead to a toxic and hostile work environment as evidenced through high attrition, unrealized productivity, feelings of frustration, fear, disappointment, resentment, among other adverse responses from both leaders and employees. The Solution. To efficiently and effectively integrate protected class employees to contribute at their optimum levels, leaders need to possess DQ. Leaders in this study need to be educated or reeducated so that they understand who protected class employees are in the workplace. The Stakeholders. Implications for human resource development professionals and researchers are offered. Opportunities for workplace leaders and protected class employees are presented.
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