CIPM calls for stronger CEO-HR partnership to drive inclusive workplaces

The Chartered Institute of Personnel Management of Nigeria (CIPM) has called on organisational leaders to move diversity and inclusion beyond policy statements and embed them as measurable drivers of innovation, productivity, and sustainable business growth.

The call was made at the 2026 CEO/CHRO/HRD Forum organised by the Institute under the theme, “Refocusing Diversity and Inclusion in the Organisation: The CEO and HR’s Perspectives.” The event brought together Chief Executive Officers, Human Resource Officers, and other senior business leaders to examine the role of leadership in building inclusive and high-performing organisations.

In his opening remarks, Mallam Ahmed Ladan Gobir, the President and Chairman of the Governing Council of CIPM, stated that organisational transformation begins with leadership decisions, stressing that innovation, diversity, and inclusion cannot thrive without the commitment of those at the helm of organisations.

He noted that meaningful organisational change starts at the leadership table and that leaders must model the behaviours and culture they seek to promote.

Mallam Gobir observed that organisations with diverse leadership teams consistently make better decisions, drive innovation, and achieve stronger business outcomes because diversity is fundamentally about perspective and the ability to harness different ideas and experiences.

He further emphasised that diversity and inclusion should never come at the expense of competence, maintaining that merit must remain the foundation upon which inclusive workplaces are built. According to him, organisations become stronger, more innovative, and more sustainable when diversity and excellence work together.

Delivering the goodwill message of
Babajide Sanwo-Olu, Lagos State Governor, Sunkanmi Olasunkanmi Oyegbola, the Permanent Secretary, Public Service Office, urged organisations to evaluate diversity and inclusion through tangible outcomes rather than the existence of policies or committees.

She noted that businesses that deliberately expand opportunities and remove barriers consistently outperform those that do not.

In his keynote presentation, Roger Philippe Adou, Managing Director of FrieslandCampina WAMCO Nigeria Plc, described diversity and inclusion as a business imperative supported by clear policies, accountability, and leadership commitment.

He said diverse and inclusive teams deliver superior innovation and decision-making because they bring different perspectives to the table.

According to Adou, organisations must move beyond representation to ensuring that diverse voices have real influence on decisions.

He explained that FrieslandCampina WAMCO deliberately promotes gender balance, regional representation, and psychological safety, enabling employees to contribute freely and helping the organisation make better business decisions across Nigeria’s diverse markets.

Also speaking, Funke Adepoju, Director-General of the Administrative Staff College of Nigeria (ASCON), challenged organisations to shift their focus from representation to genuine inclusion and belonging. She argued that inclusion must become part of organisational culture and performance measurement systems rather than remaining a symbolic initiative.

Adepoju maintained that merit and inclusion are complementary rather than competing objectives, urging organisations to “widen the gate and raise the floor” by investing in talent development and creating opportunities for a broader range of people to excel.
The event also highlighted the strategic partnership between chief executives and HR leaders in shaping organisational culture, developing talent, and building future-ready workplaces.

The forum concluded with a renewed call for organisations to move beyond diversity as a compliance requirement and embrace inclusion as a strategic driver of innovation, employee engagement, and sustainable business performance.

Participants were encouraged to translate the insights from the forum into concrete workplace actions capable of delivering measurable organisational impact.