In looking at the future of diversity management, one should note that diversity management does not happen in the same way in different places, rather, it should be seen as a shared responsibility to achieve system change.

There is need to conduct Internal Intersectionality Impact Assessments (IIIA) for many organisations to understand patterns of preference and prejudice that exist through the intersection of interpersonal differences.

Sexual minorities who feel accepted in the work community have greater organisational commitment.

It was very interesting to note that religion and spirituality are directly related to work.

It is important to note that not all disabilities are physically visible, however, there should be specific KPIs to monitor the support of Supervisors for the disabled persons working under them.

Making the employees believe that the diversity-management program is fair and equitable is a huge task.

It is interesting to identify increased performance and satisfied customers to successful integration of diversity in the workplace.

Even though the multilevel framework is very appreciable, it will take longer to achieve because of its cost to the government and the organizations concerned.

In other to achieve a multicultural organization, organizations must be deliberate in creating an inclusive equitable culture to emphasize the unique importance of diversity.

The impact of leadership and diversity in an organisation is multifaceted and it is important to note that both managers and leaders have different focus and expectations in diversity management of any organization.