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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.