To create an equitable and inclusive workplace environment, organizations have implemented diversity training for their employees. In some instances, diversity training has been hindered by creating diversity resistance and backlash in the workplace. This essay will explore diversity training and how HRD has responded to diversity resistance and backlash because of diversity training. A call for empirical research using Claretha Hughes’s diversity intelligence framework is proposed as a potential solution to bring about organizational change to ultimately create equitable and inclusive practices in the workplace.
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