Abstract
There are many benefits of examining leadership DEI competencies through a DQ lens. This book demonstrates a strong knowledge of the conceptual forebearers of diversity and provides evidence of the reasons why promoting DQ among workplace leaders is important. Are HRD and HRM professionals, practitioners, and scholars willing to critically examine their record as it relates to the failure of diversity efforts in organizations and educational institutions in the areas of training and development, organization development, employee engagement, and career development since 1964? How do HRD and HRM professionals, practitioners, and scholars explain their willingness to ignore the expertise of true diversity, equity, and inclusion (DEI) experts. Why are they continuing to write about and teach the same content over and over?
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