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This study aims to examine the impact of inclusive leadership on employee voice behavior. We also examine the mediating role of perceived inclusion in this research.

Data were collected from 403 employees working in Information Technology (IT) companies located in the Delhi-National Capital Region (NCR), one of the major hubs of IT companies in India. Structural Equation Modeling was conducted to test the study’s hypotheses.

Study results showed that inclusive leadership positively affects employee voice behavior. Further, we found that perceived inclusion mediates the relationship between inclusive leadership and employee voice behavior.

Invoking Brewer’s Optimal Distinctiveness Theory, this study is the first study to examine the role of perceived inclusion as a key mediator in the relationship between inclusive leadership and employee voice behavior. The study not only contributes theoretically to extant literature but also practically by providing insights in a three-fold manner i.e., implications for leaders, managers, and employees. Practical implications highlight the critical role of perceived inclusion in translating the impact of inclusive leadership effectively on employee voice behaviors.

Although existing literature abounds with actual diversity research, there is scant work on perceived diversity. This research aims to investigate the impact of employees' perception of workplace diversity on job satisfaction and turnover intentions. Further, the research analyses the gender-moderating effect between the hypothesized connection.

Current research work uses a structural equation modeling (SEM) approach to analyze the hypothesized connection with 222 full-time employees working in the Indian service sector.

Study results showed that employees' perception of workplace diversity has a significant negative impact on job satisfaction, while having a significant positive effect on employees' turnover intentions. Moreover, employees' perception of workplace diversity does not vary across gender.

Though research work on perceived diversity is scant and growing at a slow pace, the current study adds to the diversity studies by assessing diversity through employees' perceptions instead of gleaning the actual diversity index.