Diversity is no longer about being politically correct – it is commonly gauged according to demographics such as race, ethnicity, gender, sexual orientation, socio-economic status, age, religion and cultural background.

However, there is also cognitive diversity (referring to differences in people’s worldviews, work and learning styles, and the wide variety of ways in which people solve problems and make decisions). Diversity can also be organizational (management status, responsibilities, seniority or pay).

An increasing global economic environment that is ever-changing, has made it even more important for organisations to embrace diversity to maintain competitive edge. Diversity without inclusion practices however may do more harm than good.

So, what are the distinctions, how does one leverage diversity, and how does leading inclusively help you achieve business objectives?

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