Leadership Skill Development And Talent Management Strategy

Running head: BUSINESS CAPSTONE
Business Capstone
Name of Student
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Author Note

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Executive Summary
The report further evaluates the impact of leadership on diversity and inclusion associated with
the organizational culture in Uber. A qualitative data analysis has been undertaken to analyze the
data that has been collected from the secondary sources. The data reveals that effective
leadership play a primary role in diversity and inclusion in organizational culture in Uber. Uber
play a key role in creation of the most diverse and inclusive workplace of the planet and for that,
the organization is required to invest on effective leadership. The organizational leaders have the
power to motivate the employees and make them realize the need and effectiveness of diversity
and inclusion in workplace. On basis of the analysis performed, certain recommendations are
made towards the end of the report.

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Table of Contents
Introduction..........................................................................................................................3
Analysis of the Findings......................................................................................................3
Analysis of the Findings from Literature Review...........................................................3
Thematic Analysis...........................................................................................................4
Theme 1: Good Communication Facilitates diversity and Inclusion in workplace.....4
Theme 2: Organizational Leaders are Executioners of Plan.......................................5
Theme 3: Top down support is a significant principle of Leadership.........................6
Theme 4: Leadership has a Positive impact on Workplace Diversity.........................6
Conclusion/Summary of Findings.......................................................................................7
Recommendations................................................................................................................7
References............................................................................................................................9

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Introduction
Leadership is an important aspect of both business management and project management.
The leaders should be responsible enough to understand their role in management of an
organizational business. Since leadership is an important aspect of business management, a
research study is proposed that aims in finding out the role and responsibility of an
organizational leader. Research in this field is a necessity and holds supreme importance mostly
because a leader has the capability of guiding the entire workforce to keep them motivated in
serving a common goal. The undertaken study aims in analyzing the role of leader by
investigating the pertinent aspect of leadership. The research is justified as it focuses on the
impact of leadership in diversity and inclusion in organizational culture linked with Uber. The
undertaken research study has investigated certain key questions, which are the key requirements
of introducing diversity and inclusion in workplace, evaluation of the fundamental principles of a
leader in a good working environment and impact of leadership in introduction of diversity and
inclusion in a workplace. In the following paragraphs, critical analysis of the requirements of
introducing diversity in a workplace are discussed.
Analysis of the Findings
Analysis of the Findings from Literature Review
Diversity in workplace is mostly linked with getting a greater financial return form a
project. The conducted research study has evaluated the need of introducing diversity and
inclusion in workplace. The findings indicate that policy making is one of the most important
need for introducing diversity in an organization (Huges, 2018). However, only policy making
may not be enough to implement diversity and inclusion in a workplace. It is necessary for the

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employees to understand the needs and benefits of implementing diversity and inclusion in a
workplace to support the cause. However, there is no denying the fact that introduction of the
policies would pave a way for the workforce to abide by the guidelines that specifies the need of
retaining diversity management practices for the benefits of the employees. Leadership play a
critical role in guiding the workforce towards implementation of diversity and inclusion in an
organization.
The findings by Taylor, Santiago and Hynes (2019), rightly outlines the need of initiating
workshops for the employees so that they get a detailed understanding of the need of an
organization to introduce diversity at a workplace. The idea of such workshop is to ensure
cultural assimilation among the employees prior to introduction of diversity at workplace.
An organizational leader must possess an effective communication skill to facilitate
effective communication with the employees. The studies conducted by McCallaghan, Jackson
and Heyns (2019), communication by the organizational leaders act as a driving force of
influencing as well as motivating the employees. Therefore, communication can be considered as
a helping hand towards implementation of diversity and inclusion at workplace. This is
particularly because in diverse work environment, positive communication between the leaders
and the employees mostly have a positive outcome as it harnesses an optimistic impact among
the employees of the organization.
Thematic Analysis
Theme 1: Good Communication Facilitates diversity and Inclusion in workplace
The findings from the literature review indicate that one of the essential skills that a
leader should possess is the communication skills which enables a leader to understand the needs

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and the requirements of the team members and further contributes in harnessing an optimistic
impact among the employees.
The need of effective communication is quite significant in Uber (Uber, 2020). The
organization has understood the importance of effective communication in management of
critical business functionalities and in implementation of diversity and inclusion within the
organization. Therefore, the most senior leaders are accountable for all the important works
related to measurement of all the diversity and inclusion goals (Men, 2014). Acceptance of the
diversity and inclusion goals of the organization is considered to be one of the key metrics in
evaluation of job performance and in determination of the executive compensation in Uber.
Theme 2: Organizational Leaders are Executioners of Plan
Organizational leadership is an important consideration as the leaders of an organization
are considered to be the executioners of plans. It is therefore necessary for Uber to understand
the importance of leadership in implementation of diversity and inclusion in a workplace (Uber,
2020). Researches indicate that majority of the innovative companies generally prioritize
accountability and collaboration and diversity in the workplace. Businesses can enjoy success in
a small time yet fail to hold that success without any effective strategy implementation. A proper
plan is therefore necessary for any business organization to ensure effective implementation of
diversity at workplace (Johnson & Hackman, 2018). Researches indicate that it is the role of a
leader to prepare an effective plan and implement that pan. Leaders are the individual who
manage the organizational culture along with the employee engagement levels. Thus, it can be
indicated that proper leadership is expected to have a positive impact on implementation of
diversity and inclusion (Ferdman & Deane, 2014).

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Theme 3: Top down support is a significant principle of Leadership
The top down approach that is undertaken by the leadership teams in management of the
organizational culture proves to be effective in refining the culture associated with the
organizational and market changes. This approach positions the companies for a well sustained
success. Uber is required to learn from the companies such as Google, Zappos, Amazon, Ocean
Spray and others to effectively implement corporate culture in the organization. The leadership
team of Uber has openly admitted that the falters present within their organization can be easily
avoided with the presence of a right organizational culture (Uber, 2020).
Top down support is considered to be a significant leadership principle for following
workplace diversity. In this approach, leaders generally provide the needed guidance to their
employees for maintain a good organizational environment and contribute to maintaining a
strong organizational culture and integrity (Cottrill, Lopez & Hoffman, 2014). Uber aims in
creation of one of the most diverse and inclusive workplace of the planet and for that the support
of effective leadership is of foremost necessity.
Theme 4: Leadership has a Positive impact on Workplace Diversity
Leadership generally has a positive impact on workplace diversity as the leaders are
capable of motivating the existing employees to accept a diverse work culture within the
organization (Gotsis & Grimani, 2016). A significantly large number of actions are required to
be performed by the leaders to implement an effective diversity at workplace (Boekhorst, 2015).
The findings from the literature review indicate that the leaders have the capability of infusing
the minds of the employees with the positive implication of diversity and inclusion in a

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workplace. Leaders can effectively share their personal diversity and inclusion beliefs with their
team to motivate them in accepting the same in their workplace (Randel et al., 2016).
Uber aims in developing the most diverse and inclusive workplace around the globe and
realization of this bold vision of Uber can be possible by investing correctly on effective
leadership within the organization. Effective leadership has the capability of recognizing the
need of a diverse workplace in an organization and Uber is working towards the same.
Therefore, it can be indicated that leadership has a positive impact on the organizational culture
in Uber.
Conclusion/Summary of Findings
The organizational leaders has an important role to play in introducing diversity and
inclusion in a workplace. The undertaken study has provided an in-depth analysis of the diversity
and inclusion practice in a workplace, which can help in guiding the entire workplace to remain
motivated in achieving a common organizational goal. A thematic analysis has been undertaken
based on the collected secondary data. The analysis finds an answer to the identified research
question. The analysis justifies the need of diversity and inclusion in a workplace to ensure
cultural assimilation among the employees. It further contributes to effective implementation of
cultural diversity in the workplace. The analysis section evaluates the importance of top down
support that leaders in an organization offer to the employees and the importance of this
principle in implementation of diversity and inclusion in a workplace. Therefore, it is
recommended to the organizations including Uber to invest on enhancing the leadership practices
within the organization to ensure maximum support from the employees towards implementation
of diversity and inclusion in a workplace.

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Recommendations
On basis of the findings of the report, following recommendations are made-
1. It is recommended to implement a strong policy related to diversity and inclusion at
workplace. It is to be ensured that the policy is strictly followed in the organization.
2. Communication is a key to organizational success and therefore, it is recommended
that an organizational leader engage in effective communication among the project team.
3. It is necessary for the employees to understand the importance of diversity and
inclusion in ensuring organizational success.
The above recommendations are made considering the fact that leadership mostly has a
positive impact on diversity and inclusion in organizational culture.

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References
Boekhorst, J. A. (2015). The role of authentic leadership in fostering workplace inclusion: A
social information processing perspective. Human Resource Management, 54(2), 241-
264.
Cottrill, K., Lopez, P. D., & Hoffman, C. C. (2014). How authentic leadership and inclusion
benefit organizations. Equality, Diversity and Inclusion: An International Journal, 33(3),
275-292.
Ferdman, B. M., & Deane, B. (2014). Diversity at work: The practice of inclusion.
Gotsis, G., & Grimani, K. (2016). Diversity as an aspect of effective leadership: Integrating and
moving forward. Leadership & Organization Development Journal.
Hughes, C. (2018). Conclusion: Diversity intelligence as a core of diversity training and
leadership development. Advances in Developing Human Resources, 20(3), 370-378.
Hughes, C. (2018). The role of HRD in using diversity intelligence to enhance leadership skill
development and talent management strategy. Advances in Developing Human
Resources, 20(3), 259-262.
Johnson, C. E., & Hackman, M. Z. (2018). Leadership: A communication perspective. Waveland
Press.
McCallaghan, S., Jackson, L. T., & Heyns, M. M. (2019). Examining the mediating effect of
diversity climate on the relationship between destructive leadership and employee
attitudes. Journal of Psychology in Africa, 29(6), 563-569.

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Men, L. R. (2014). Why leadership matters to internal communication: Linking transformational
leadership, symmetrical communication, and employee outcomes. Journal of Public
Relations Research, 26(3), 256-279.
Randel, A. E., Dean, M. A., Ehrhart, K. H., Chung, B., & Shore, L. (2016). Leader inclusiveness,
psychological diversity climate, and helping behaviors. Journal of Managerial
Psychology.
Taylor, A., Santiago, F., & Hynes, R. (2019). Relationships among leadership, organizational
culture, and support for innovation. In Effective and Creative Leadership in Diverse
Workforces (pp. 11-42). Palgrave Macmillan, Cham.
Uber (2020). Diversity and Inclusion. Retrieved 14 April 2020, from
https://www.uber.com/in/en/about/diversity/