Practical implications -Argues that, to achieve this organizations have to drive home the message that diversity and inclusion are everyone's business. Social implications -Advances the view that a unified approach to diversity and inclusion, which is embedded in the business ethics of the organization, can have a sustainable positive impact on the health and well-being of individuals, business and society. Originality/value -Considers diversity and inclusion from diverse perspectives and draws conclusions that can help organizations to perform better in these areas. Article type: General reviewKeyword(s): Equal opportunities; Diversity; Inclusion; Organizational performance; Corporate culture Diversity and inclusion in the workplace are increasingly accepted as fundamental business tools in today's organizations. This is because businesses are gradually beginning to recognize that their potential to achieve better results is increased when people from diverse backgrounds and perspectives are included at different levels of the organization, including in the decision-making process. However, many organizations still struggle with how to effectively implement a robust diversity and inclusion agenda and embed it into their business plan. The need for effective engagement

Corporate diversity initiatives have neither yielded higher financial returns for companies nor created significantly greater equity and equality of outcome for socially disadvantaged groups within organisations. There has been a systematic failure of diversity initiatives, as the strategic business importance of diversity has been avoided. Researchers argue that effective diversity management is dependent upon appropriate structures and systems, not upon human resource management training alone. This article discusses the impact of the design, introduction and application of the 'Diversity Quality Cycle'. This model allows for the embedding of the values of equality of opportunity and cultural diversity throughout core business functions, and for positive long-term change. A mixedmethod approach was taken; Participative Action Research is the main methodology employed, within which quantitative data were generated, analysed and interpreted. The main case study organisation is a Further Education College in the West of England.

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