Launching Diversity-Intelligent Strategies in Organizations

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.

Tackling colourism through storytelling in an online course for public health professionals

“…In addition, colourism contributes to social inequities based on a stratification of skin shade, whereby fair skin is granted greater social and cultural capital (Agrawal and Sharma, 2017). For instance, an analysis of an Indian government scholarship programme that aimed to train economically disadvantaged women for jobs such as flight attendants and sales associates found that women with darker skin shades were denied employment more often than those with lighter skin shade despite equivalent general competency (Hughes, 2020). In addition, skin shade trumped traits of general competency and physical attractiveness among Indian women who were presented with profiles of potential male-identifying spouses and asked to rate them (Nagar, 2018).…”