In a world defined by strongly shifting work and demographic patterns, diversity and diverse integration perspectives and points of view on organizations are some of the most crucial interests for organizational leaders (Gold, Holman & Thorpe, 2002). In the recent past, a number of research studies have attempted to fill this gap, especially through the analysis of the existing research methods, the bias involved as well as a number of other aspects that hinder the application of the existing knowledge and research in diversity to enhance organizational leaders’ ability to implement diversity. The purpose of this paper is to develop a comprehensive analysis of the existing research on the issue, with a special focus on selected literature from recent research articles. One of the most important approaches to diversity is the focus on social constructivist theories, which have become important in the last few decades. Some studies have shown that social constructionist perspectives are increasingly becoming influential and applicable in the studies on organizational leadership, especially when management and implementation of diversity are concerned. Recently, a study by Gold and Holman (2001) attempted to take a unique approach to examine the impact6 of social constructivist perspectives on organizational management in regards to the implementation of diversity. The issues of storytelling and analysis of arguments were important approaches examined in the study, with an aim of determining how they mediate the processes of action and learning. According to the study, which took an empirical approach, both storytelling and analysis of arguments are viable and important techniques in creating intelligible solutions, especially when used with others. For instance, Toulmin’s theory of argumentation was found to be important in the evaluation of the personal development module, which may combine storytelling and argument analysis. In addition, several other studies have shown that active learning can improve the ability to develop additional knowledge on how to manage and implement diversity as one of the key aspects of modern business leadership. Coghlan and Pedler (2006) developed a study in which they attempted to address the questions of what the existing research in form of dissertations entails and how this can be supervised and examined. Action learning was shown to be a critical approach to developing a comprehensive understanding of most business issues from a researcher’s perspective. In particular, the study indicates that organizational and participant engagement, action learning and the idea learned from it, the knowledge gained as well as personal and professional learning of the participant is critical to action learning. It indicates that action learning is a critical issue in enhancing the knowledge that organizational leaders gain from studies and kinds of literature available on a given issue, which includes diversity in the workforce. The process of learning and developing research on the perspectives of diversity has also been critically evaluated in recent research, especially in regards to its importance in helping organizational leaders focus on diversity in the workforce. For instance, a study by Holmes (2008) show