This study focuses on workplace diversity and inclusion in the Netherlands, and its possible relation to workplace conflicts. Semi-structured interviews were used. Gathered data was analysed by means of template analysis, including "a priori" and "a posteriori" themes and codes. Diversity and inclusion was explored within 14 medium and large sized organisations located in the Netherlands. Many researchers have proven that diversity initiatives are closely related to organisational performance and can enable recognisable competitive advantage. Other critics notice that outcomes of highly diverse workplaces are mixed. Results show that effective diverse workplaces are in need of the right diversity management, and creation of an inclusive environment. Unsuccessful diversity management can lead to a lack of understanding and acknowledgement of others’ differences. Interpersonal conflicts are seen between diverse groups. These relational conflicts are not always clearly related to diverse groups and discrimination. The way discrimination is expressed over the last years has changed in the Netherlands. A shift towards discrimination against ethnicity and religious beliefs is seen, influenced by the Dutch politics and the media. The most important long-term challenges are not related with workplace conflicts but do relate to diversity. Four generations in one workforce and the tightening labour market are expected to challenge organisations in the Netherlands. ; estudo é focado em diversidade e inclusão no local de trabalho na Holanda, e sua possível relação com conflitos no local de trabalho. Entrevistas semi-estruturadas foram usadas. Os dados recolhidos foram analisados por meios de template analysis, incluindo "a priori" e "a posteriori" temas e codificação. Diversidade e inclusão foram explorados em 14 organizações de médio e grande porte na Holanda. Muitos pesquisadores provaram que iniciativas pró-diversidade são relacionadas à performance organizacional e podem aumentar sua vantagem competitiva. Outros ...