It is integral to the full range of issues considered at board level. But therein lies the rub. Fundamentally, diversity resides in people and their differences. So strategies, policies, systems, processes – and more importantly, an organisational culture – that embrace diversity are at the core of being Great rather than Good (to paraphrase Jim Collins).
In other words, the business case resides in getting it right for people. Which brings us back to HR.
Diversity should not be owned or led by HR, but HR cannot and should not ever be left out of it.