By Dr Steven Glasgow, Deputy Head of Edinburgh Business School and the School of Social Sciences, Heriot-Watt University Dubai
Diversity in the Spotlight: From Progress to Pushback
Diversity has been a controversial topic in the last few years. Legislative and market-driven efforts to increase representation in organisations have brought about more inclusive workplaces and much cultural diversity. However, at times these measures have been met with resistance from other political forces, resulting in cycles of inclusion programmes being introduced, stopped and then reintroduced.
For example, Meta, the parent company of Facebook, Instagram and WhatsApp, made Diversity, Equity and Inclusion (DEI) a key strategic priority in 2019, aiming for half of its workforce to come from underrepresented backgrounds by 2024. As of 2025, this strategy has been abandoned, and inclusion policies and practices largely stopped. Diversity has been given an unfair reputation in recent years, with some conflating policies aimed at increasing representation of people from different backgrounds as preferential treatment for certain groups over others.
Why Diversity Matters for Business Success
Diversity needs not be politicised, with research clear in demonstrating that diversity, when supported and implemented correctly, leads to desirable outcomes such as increased innovation, better decision making, and stronger talent attraction – all contributing to financial performance.
Ethnicity, class, age and gender are all markers of diversity, as people from these divergent backgrounds bring varied cultures, educations and life experiences. These differences influence how problems are solved, or indeed which problems are seen as important to solve. True diversity is not just in demographics but in thought – and it is this diversity of thought that drives creativity and innovation while avoiding the pitfalls of groupthink.
The McKinsey Diversity Matters Even More Report, which examined 1,265 companies across 23 countries, showed that companies in the top quartile for executive team diversity financially outperformed the bottom quartile by 39 per cent.
Why Representation Alone is not Enough
Although it is clear that diverse teams are a source of competitive advantage, simply having representation does not unlock their potential. If individuals do not feel their input is welcomed, then diversity of perspectives can quickly be lost.
Not every leader is comfortable with debate and new ways of thinking. Some prefer to stick to familiar methods and practices. Inclusive leadership, however, is about valuing diversity of thought and embedding it into company culture. This is the key to turning diversity into true competitive advantage.
What Inclusive Leadership Looks Like in Practice
Inclusive leadership creates environments where individuals feel respected, valued and empowered to contribute equally, regardless of their background. Practical strategies include systems for employees to voice opinions without fear, greater consultation on organisational strategy, and piloting alternative approaches.
When leaders embrace inclusivity, they unlock diverse expertise across their teams and ensure that diversity becomes a driver of success, not just a demographic fact.
The Middle East Context: Diversity as a Given
The Middle East offers a unique context for diversity. In the UAE, expats from over 200 nationalities make up around 88 per cent of the population. This creates a scale of diversity of thought and experience rarely found elsewhere.
For businesses, this means access to an incredibly diverse talent pool. Companies in the region can drive innovation, adapt quickly, and make better decisions by minimising blind spots and groupthink. In such a context, where diversity is inevitable, inclusion becomes the differentiator.
Looking Ahead: The Leaders Who Will Thrive
Leaders who recognise the value of inclusive leadership in the Middle East will be best placed to build organisations capable of sustained growth in an increasingly complex and competitive world. Diversity is the raw material, but inclusivity is the craft that shapes it into long-term advantage.
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