Conclusion: Diversity Intelligence as a Core of Diversity Training and Leadership Development

Abstract

Problem: Leadership development is a core part of training, education, and career management strategies in organizations. Yet, leaders are not translating what they learn about protected class employees during leadership development initiatives back to the workplace. Solution: Diversity intelligence should be added to organizational diversity and leadership development training and education initiatives. With DQ as a core of the training and education initiatives, leaders may acquire the needed ability to translate what they learn to actual practice. A conceptual model for DQ as a core of leadership development and typology of leaders with low and high DQ are provided. They will be able to better lead their protected class followers because they will know who they are and how to enhance their performance. Stakeholders: Workplace leaders, diversity trainers, educators, and career management professionals are provided ideas for enhancing their diversity improvement efforts. Implications for Human Resource Development professionals and researchers are also offered.