In what appears to be Nigeria’s most dramatic “return on investment” complaint yet, a man on Thursday stormed the All Progressives Congress (APC) national secretariat in Abuja with a message as blunt as it was unsettling: reward me or kill me. The protest, captured in a now-viral video, shows the visibly distressed man holding a placard and demanding recognition for what he described as his personal sacrifices during the party’s 2023 campaign. According to him, loyalty was not just emotional, it was financial, physical, and, ultimately, total. In a country where political support often comes with expectations, some spoken, many implied the man’s outcry reads like a tragic audit of misplaced trust. His claim that he sold his house to fund campaign efforts has not been independently verified, but the symbolism is hard to ignore: a citizen liquidating stability in exchange for promised political dividends. Observers at the scene watched as the protester oscillated between anger and ...
Oriontimes News Desk| March 9, 2026
In a bold call to action ahead of International Women's Day on the 8th of March, Peggy Grueninger, renowned executive coach and intercultural strategist for multinational companies, declares: "Inclusion is not a human resource checkbox, it's the CEO's growth engine." Grueninger's new insights challenge leaders to reframe diversity not as compliance, but as a proven driver of innovation, revenue, and resilience.
Too often, executives delegate diversity to HR teams, missing its strategic power. "Diversity without inclusion is a diverse team that's still playing small," says Grueninger, who has guided C-suite leaders at Fortune 500 firms to unlock 20-30% gains in performance through inclusive cultures. Research backs this - McKinsey reports companies in the top quartile for gender diversity on executive teams are 25% more likely to outperform peers. Yet, 70% of CEOs admit they undervalue inclusion's ROI, per Deloitte.
Grueninger's message is clear and encouraging, CEOs, own this. Start by modelling vulnerability, share your own growth edges in team meetings. Embed inclusion in strategy sessions, not annual trainings. For employees, this means your voices matter; speak up, ally across differences, and co-create belonging. "When leaders lead with heart and data, everyone thrives," Grueninger adds softly. "Imagine boardrooms where women's ideas spark breakthroughs, not just nod along."
This March, as the world celebrates women's achievements, Grueninger urges executives to go beyond symbols. "International Women's Day is not a one-day event - it's a launchpad for CEOs to audit, are my top roles reflecting the talent pool? Is psychological safety fuelling innovation?" Her coaching framework, tested across health, finance, and science sectors, equips leaders with practical tools, inclusive hiring audits, bias-busting rituals, and metrics tying diversity to KPIs like customer acquisition and retention.
"Employees, you're not sidelined, you're the heartbeat," Grueninger encourages. "Flag exclusion; your insights drive change." Boldly, she warns, static diversity strategies risk stagnation in a global market demanding agility. Softly, she promises, inclusive growth feels expansive, rewarding every layer of the organisation.
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CEOs, the choice is yours: lead inclusion as your ultimate growth strategy, or watch competitors surge ahead. Employees, rise as allies, your encouragement amplifies the change. Together, this March and beyond, build organisations where diversity and inclusion does not just exist, but ignites unstoppable progress. The future of business belongs to the inclusive.
About Peggy Grueninger
Peggy Grueninger is an executive coach and intercultural strategist specialising in diversity and inclusion for multinational leaders. Her approach blends bold strategy with empathetic guidance, delivering measurable business results - https://www.peggygrueninger.com/
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