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A leader who actively participates in embracing diversity is what we mean when we talk about being diversity conscious as leaders. Leaders that are sensitive to diversity take the components that go into diversity into consideration, and they do so with an open mind. The concept of diversity spans a wide range of categories, including age, ethnicity, gender, religion, ability, and so on. Groschl states in his book published in 2011 titled "Diversity in the Workplace" that "Today, most areas and countries in the world are witnessing increasingly diversified populations and labour markets" (Groschl, 2011, page 3). Because of the growing diversity of the labour market, it is essential for the success of professionals and organisations that leaders have a solid understanding of diversity. In years gone by, there was less diversity in the workforce, and as a consequence, there was less of a demand for leaders with experience in diversity consciousness. In addition, the study of variety consciousness is still in its early stages, and as a result, it is still in the process of being created. "In recent years, diversity has emerged as a topic of widespread interest. Beginning in the 1980s, diversity work has been carried out by the Fortune 500 companies, government agencies at all levels, and large and small non-profit groups alike (Ingram, 2001, p. 2). The times in the United States have changed, and with them, the cultural landscape of the country. This has made it necessary to have a diverse consciousness, particularly with regard to organisational leadership. A consciousness of diversity is not only required for success in the increasingly diversified workforce that we have here in the United States, but it is also necessary for success when the United States conducts business in other countries. Businesses in the United States are well aware of the global economy and the opportunities for growth and profit that it presents in other countries. There are several examples of times when American organisations have failed to be aware of these cultural differences, which has affected their bottom line and caused them to miss out on potential commercial possibilities. As an illustration, one can say, "We cannot afford to make mistakes as Chevrolet did when it first tried to sell the Chevy Nova in Spanish-speaking countries." "No va" literally translates to "it does not go" in Spanish. It goes without saying that the Nova was never successful in selling in nations where Spanish is the primary language (Ingram, 2001, p. 2). In addition, there is the possibility of discrimination litigation, which can be very expensive for firms if they are successful. James and Wooten wrote about how companies handle discrimination lawsuits in the journal article Diversity Crises: How Firms Manage Them (2006). In the past decade, one of the most distinguishing characteristics of corporate America has been the prevalence of financial crises. Allegations of discrimination in the workplace have reached the level of a crisis, joining other issues such as business scandals, fraudulent accounting, and ethical conundrums. Litigation alleging discrimination now ranks among the most significant challenges that top executives in the United States of America confront today. Due to the fact that the number of discrimination class action lawsuits filed against American firms increased by more than 100 percent in 2003. Because they represent a complaint brought by one or more individuals against a company whose actions have harmed a group or class of people in a similar way, class action lawsuits are of particular concern to organisations because they represent a grievance brought by an individual or individuals against the company. When these kinds of lawsuits are successfully recovered, either through a settlement or a trial, all of the members of the class receive a percentage of the money paid by the entity that committed the offence. (James & Wooten, 2006, p. 1103). Essay writing services of Academic Master is providing help to world wide people in their works for increasing performance.

When everything is taken into account, a lack of diversity consciousness carries with it implications on many levels. These implications may be very costly to American enterprises, not only in terms of loss of revenue but also in terms of legal ramifications. Keeping a good reputation is critical to the long-term success of any company, and in today's rapidly evolving American scene, it is more important than ever to appreciate the myriad ways in which diversity can manifest itself.

Effective communication between people of different cultures is what we mean when we talk about cross-cultural communication. Misplaced emphasis on the development of cross-cultural communication skills can frequently lead to misunderstandings and breakdowns in communication, which in turn can be extremely expensive for enterprises (Bucher, 2015, p. 127). Miscommunications that occur accidentally as a result of the numerous ways in which meaning can be understood can, unintentionally, be taken as being offensive by people of other cultures. "The exchange of knowledge between different cultures has frequently resulted in challenging and complicated communication challenges" (Warren, 2017, p. 1). In a world as diverse and multicultural as ours, I agree that leaders ought to communicate in a way that is inclusive. This is crucial because of the potential repercussions of misinterpretation in cross-cultural communication. Miscommunication in cross-cultural communication has the potential to prove costly, and it also has the ability to undermine the reputation of American businesses. There have been numerous instances over the course of time in which American firms have accidentally insulted other cultures as a result of poor communication. Some examples include the marketing of bacon-flavored Pringles potato chips as part of a Ramadan promotion at a Tesco retail chain in Britain, which was positioned exactly one mile away from one of the most significant mosques in London. (Millward, 2015). Another instance of miscommunication across cultures led to the recall of a line of women's leggings manufactured by Nike. These leggings included a traditional Samoan tattoo known as the pe'a. The use of Samoan decoration that is typically worn only by men and is considered to be reserved for men of status in Samoan culture caused offence to the Samoans (Unknown, 2013).

The ability to understand and interact successfully within the context of another culture is referred to as "cultural intelligence" or "CQ." Van Dyne and Ang published their writings on the topic of cultural intelligence in 2008 under the title Handbook of Cultural Intelligence: Theory, Measurement, and Applications.

The world is full of brilliant people in a wide variety of fields, including mathematicians, pianists, politicians, economists, educators, philosophers, and sports, to name just a few. They are all intelligent; nevertheless, some aspects of their intelligence are the same as one another, while other aspects of their intelligence differ. There are also persons who are exceptionally adept at getting along with others of different cultural backgrounds. These are the kinds of people who have an understanding of other cultures (they have high CQ). (Van Dyne & Ang, 2008, pg. xi)

The capacity to acquire knowledge about and familiarity with another culture can prove extremely useful in reducing the likelihood of conflict and establishing fruitful business ties with people from other cultures. To achieve success both locally and internationally, it is necessary to have cultural intelligence, which essentially incorporates aspects of diversity leadership and cross-cultural communication, in addition to providing additional culturally relevant information. There is no question about the significance that may be placed on cultural awareness and knowing the complexities that are inherent in the cultures of other people for the purpose of bridging the gaps that exist across cultures. There are three aspects that make up cultural intelligence. These are the cognitive, emotional, and behavioural aspects, which can be thought of as the head, the heart, and the body, respectively. These three aspects are what serve as a foundation for the lessons that are covered in emotional intelligence (Mosakowski, 2004, pg. 139). Also in its infancy is the field of study known as cultural intelligence, which didn't even have its first idea conceived of until the year 2002. (Michailova, 2018, pg. 99). One example of Cultural Intelligence in action is the advertising campaign that HSBC Bank has been doing.