摘要：The constructs of diversity and equality exist in literature, however, it is the purpose of this article to unpack findings from managing diversity, inclusivity and equality issues in the workplace with perspectives from the Zimbabwean labour market. It aims at addressing questions relating to whether there is an equal treatment legislation in Zimbabwe and its content, whether there are public debates about diversity, actors debating, empirical research relating to diversity, inclusivity and equality as well as the relationship between diversity and equal treatment. Empirical evidence exists in the organisational and human resources management research, where there are knowledge gaps relating to limitations of balancing inclusivity, diversity and equality. In terms of research methodology, systematic literature survey method and inductive research approach have been used in the study. Results indicate that inclusivity can be the panacea to the problems of discrimination within the workplace. Further to this, the idea of having team work, participation and cohesiveness is the linchpin to enhancing workplace diversity, equality and inclusivity in Zimbabwean labour market. The research contributes to theory, practice and future research directions in the human resources management field.
