The focus of this study was on hiring practices in Texas school districts of over 500 students containing ethnic minority students as the majority of the student population. It examined differences between the practices of districts with ethnic minority teachers as the majority of the teaching population as compared to districts with ethnic minority teachers as the minority of the teaching population. The study compares the role and title of human resource administrators, method of attracting a candidate pool, and if a formal statement of intent to hire a diverse staff existed. Surveys were mailed to human resource administrators in 227 Texas school districts. The following practices have been observed at a statistically significant level: There is an administrator responsible for teacher recruitment employed 100% for human resources and that individual does not have the title “Superintendent.” There is a formal statement of intent to have a diverse or reflective staff. Posting job vacancies through local newspapers and major statewide universities were the methods used by a statistically significantly higher proportion of districts with a diversified staff. Posting at the Texas Education Agency Service was used by a statistically significant higher proportion of districts where the teacher population is less diverse and reflective of the student population. In districts where the teacher population is more diverse and reflective of the student population, there is a significantly lower proportion of districts that utilize statewide universities in recruiting and obtaining a pool of candidates to hire. The difference between the proportions of districts that utilized all other types of specific postings, including technological methods listed in this observational study, was not statistically significant. The traditional practices of hiring teachers for our school systems must change to reflect the pluralistic society of today. The findings of this research support that leadership, as expressed by a clear mission statement with intent to hire a reflective staff and the assignment of an administrator whose sole responsibility is for human resources, can and will overcome barriers toward hiring a reflective staff.

I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet. Studien syfte var också att identifiera eventuella svårigheter som personer i ledande positioner upplever i bedrivandet av ett praktiskt mångfaldsarbete.   Studien är baserad på åtta semi-strukturerade intervjuer vilka har analyserats med hjälp av meningskoncentrering. I dessa framkom att det fanns en snäv bild av mångfaldsbegreppet i jämförelse med hur Piteå Kommun definierar begreppet samt hur begreppet beskrivs i tidigare forskning. Det framkom också att chefer och bemanningsassistenter i dagsläget inte bedriver något medvetet praktiskt mångfaldsarbete. De insatser som genomförs är snarare omedvetna då huvudsyftet med dessa insatser inte är att främja mångfald. Respondenterna upplever inte några direkt ställda krav från Piteå Kommun i bedrivandet av ett mångfaldsarbete men kan i vissa fall se praktiskt mångfaldsarbete som en skyldighet. I studien framkom också att personer i ledande positioner saknar tid, trygghet och kunskap i hur de praktiskt ska bedriva mångfaldsarbete i sina verksamheter. Vid vidare forskning hade det varit intressant med fler perspektiv på ämnet. Detta för att ge svar på om det finns en gemensam syn på begreppet samt hur personer på olika nivåer upplever mångfaldsarbetet.

The main purpose of this study was to assess the effectiveness of EEA policy as a tool to manage gender diversity at the workplace. The research was based on a case study using Cederberg Municipality that is located in Western Cape Province in South Africa. The primary data was sourced from employees of the municipality using questionnaire, individual interviews and focus group discursions. The study showed that EEA policy was not so effective in achieving its intended objectives of emancipating working women from all forms of discrimination such as training and developmental programs, promotions and below par remuneration at the workplace . . The study further established that in order to improve effectiveness of the EEA policy as an instrument to manage gender diversity at work, Government official as the custodians of the project need to ensure that all the processes such as planning for the project, provision of adequate training to employees, implementation and monitoring of the project are key to success. Organizations on the other hand, were identified as an impediment to the successful implementation of the project (EEA policy implementation at work). Managers were advised to familiarize themselves with the policy and its objectives, prepare their staff mentally for the smooth flow of the project and after implementation assist in monitoring the project consistently. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

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Demographics are changing and populations are becoming more diverse in many but not all countries. In some countries, an increasing number of businesses are owned by women, visible minorities and other diversity groups. In response, academics and practitioners are starting to pay attention to supplier diversity (SD), which encourages purchasing goods and services from suppliers owned by members of diversity groups. This study focuses on development of SD programs in various countries, along with facilitators or inhibitors of SD adoption. The primary research question is: What national or cultural characteristics make organizations in a country more (or less) likely to have SD programs? Characteristics of interest include ethnic diversity of the population, GDP and Hofstede’s power distance index. Data collection included administration of a survey of purchasing and supply management professionals from 37 countries and gathering of secondary data for 55 countries. / February 2017

M.B.A. / The 1994 democratic elections in South Africa implied transformation that expected to see all the South African citizens trying to make democracy work. This included government institutions making way for a non- racial government where people of different cultures were expected to work together in order to deliver a service to a South African diverse population. The purpose of this study was to determine the impact of cultural diversity on working relations in a physiotherapy department of a South African government hospital. A qualitative research approach was followed with focus groups (N=11) and one- onone interviews (N=4) conducted with members of the physiotherapy department. Data were analysed by categorising it into thoughts and later into themes. Results showed that cultural diversity has an effect on working relations of different racial groups. In addition, cultural diversity is also influenced by religion, education, language and upbringing. Recommendations for further research were made.

This thesis will examine the organisational culture and work context at Batchelor Institute of Indigenous Tertiary Education (BIITE) as it relates to diversity management and cultural safety/identity. This research will have wider relevance as a means to understanding organisational cultures in a globalising world where cross cultural collaboration is becoming commonplace. The philosophical underpinnings of this project are critical and deconstructionist with a framework based on the principles of Participatory Action Research while simultaneously incorporating an autoethnographic component. The key concepts considered in this research include Industrial relations, organisational structure, relevant policies, affirmative action, both-ways and diversity management including cultural safety and cross-culture/cross-paradigm communication. The term cultural safety is considered from the point of view of the literature and the participants. The types of situations the participants identified as culturally challenging are listed and the participants’ reactions to these cultural challenges are divided into two main categories: Isolationism and complementarism which is further divided into incommensurability and (in)commensurability. Parallels are drawn between isolationism and solipsism and between (in)commensurability and Intersubjectivity before examining the participants’ own recommendations for improving the management of diversity within BIITE. The effects my own interaction with the literature and the participants had on my thought process during this time are also explored. Recommendations for BIITE in relation to diversity are made. These recommendations incorporate the philosophy of both ways which underpins BIITE’s current strategic plan and are based on the implementation of a more participatory management style utilising Flood and Romm’s (1996) triple loop learning model. Recommendations are also aimed at educators teaching content which may be threatening to their students’ cultural safety/identity.

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The literature of immigration has been examined the impacts of immigration on the labor market outcomes, consumer goods, and the formation of jurisdictions. Part of the literature stresses on the policy recommendations on how to deal with immigration in general. This thesis aims to add this extant literature by investigating empirically the impact of immigration on the long run growth of a country. Specifically, the thesis examines the impact of diversity on long run economic growth rate of forty eight states in the United States by using historical data on immigration and income since the second half of 19th century. Initial analysis show that there is a negative relationship between the per capita income growth and immigration using both variables. In the further analysis, on the other hand, the results indicate the positive relationship between the per capita income growth and initial level of immigration.

A blind channel estimation based on subspace method for orthogonal frequency division multiplexing (OFDM) systems is proposed in this thesis. Conjugate symmetric property of the OFDM symbols in the frequency-domain, which will result real time-domain symbol, is used in the proposed method to build the noise subspace. When the performance of the proposed method is compared with that of conventional method using virtual carriers, more OFDM symbols are needed in the conventional method than those needed in the proposed method. In addition, the computational complexity of the conventional method is also larger than that of the proposed method. Although the proposed method has better performance and less computational complexity compared with the conventional method, it would lose half of the transmission data rate. From the simulation results, our proposed method outperforms the conventional method.