Wegen der hohen Diversität der Straftäterpopulation sind interkulturelle Aspekte auch bei der Kriminalprognose von großer Bedeutung. Allerdings werden diese Aspekte bisher weder in umfassenden Kriminaltheorien noch bei kriminalprognostischen Methoden explizit berücksichtigt. Die vorliegende Arbeit untersuchte anhand von vier Studien interkulturelle Aspekte der Kriminalprognose am Beispiel von Männern mit türkischem oder arabischem Migrationshintergrund (MH). Die kulturvergleichende, retrospektive Studie 1 zeigte, dass sich Täter ohne und mit türkischem oder arabischem MH hinsichtlich der Ausprägungen gängiger Risikofaktoren unterscheiden. Diese erwiesen sich für Täter ohne MH als valide, was jedoch nur mit Einschränkung für Täter mit türkischem MH galt. Bei Tätern mit arabischem MH war fast keiner der Risikofaktoren ein valider Prädiktor. Um etwaige Besonderheiten bei Personen mit türkischem oder arabischem MH zu ergründen, wurden in Studie 2.1 und Studie 2.2 forensische Experten befragt. Diese hielten migrations- und kulturbedingte Aspekte für genauso wichtig für die Erklärung von Delinquenz bei Personen mit türkischem oder arabischem MH wie gängige Risikofaktoren. Aus den subjektiven Relevanzbewertungen wurde ein Erklärungsansatz extrahiert, der neben gängigen Risikofaktoren auch migrations- und kultursensible Aspekte umfasst. Diese migrations- und kultursensiblen Faktoren wurden in Studie 3 validiert. Robuste Zusammenhänge mit Delinquenz fanden sich für folgende Faktoren: Einstellungen, die Gewalt befürworten bzw. gegen die Werte der Aufnahmegesellschaft gerichtet sind, ein globales Diskriminierungserleben und die soziale Unterstützung. Die Befunde unterstreichen zum einen die Notwendigkeit, interkulturelle Aspekte in Zukunft bei der Kriminalprognose zu berücksichtigen. Zum anderen sind die Theoriebildung und die empirischen Ergebnisse dieser Arbeit ein wichtiger Schritt hin zu einer kultursensiblen Kriminalprognose. / Due to the high diversity of offender population, intercultural aspects are very important for risk assessment. However, intercultural aspects are hardly addressed explicitly, neither in comprehensive crime theories nor in methods of risk assessment. Aiming to bridge this gap the current research project analysed intercultural aspects of risk assessment via four different studies taking men with a Turkish or Arab migration background (MB) as an example. The cross-cultural retrospective study 1 showed that offenders without a MB differ from offenders with a Turkish or Arab MB regarding the manifestation of well-known risk factors. Moreover, these risk factors proofed to be valid for offenders without a MB. For offenders with a Turkish MB, the validity was restricted. Critically, among offenders with an Arab MB nearly no risk factor was a valid predictor. To fathom potential particularities among people with a Turkish or Arab MB, forensic experts were surveyed in study 2.1. and 2.2. When explaining delinquency among people from Turkey or Arab countries, experts rated factors sensitive to migration and culture as relevant as common risk factors. Grounding on these individual ratings, a comprehensive theory was constructed which comprises common risk factors as well as risk factors sensitive to migration and culture. These culture and migration sensitive factors were validated in study 3. Robust correlations with delinquency were found for the following factors: attitudes approving violence or being directed against values of the host society, perceived global discrimination, and social support. On the one hand, the findings underline the necessity to take intercultural aspects into account in risk assessment. On the other hand, the theory construction and the empirical results of the current project already make an important step towards a culture-sensitive risk assessment.

Diversity comes in many shapes and forms as it can also refer to gender, culture, ethnicity, sexuality and religion amongst other forms. All of these forms of diversity do not seem to be part of the discussion when speaking about corporate diversity. A large portion of the management consultants proceed to become highly influential people in the corporate world as they often end up in leadership positions in large corporations. Therefore, it becomes of high interest to examine how different forms of diversity can be improved and what that would imply for the companies and nation as a whole. The basis for the results of this study is a literature review of theories about ethnic diversity in combination with gender theories as they both are relevant in the discussion of minorities. Moreover, 12 management consultants based in Stockholm, Sweden were interviewed by the authors of this study. The results showed that recruitment processes in consulting firms clearly aim to be as standardized and immune to bias as possible. However it seems unavoidable for these processes to escape the implications of targeting certain profiles and traits in a candidate. Relationship-building with clients and engaging in internal activities are assessment areas that favor certain types of people in the promotion processes. Similarly, the implications of targeting certain schools/programs also favor people with a certain background. Having these expectations on the candidates leads to the candidates reconstructing their persona into having these favorable traits that can be seen as typical swedish traits. The overall culture at the various consulting firms seem to be different depending on their size but they all act in a fairly similar way regardless of their size. Employees with migrant backgrounds do not seem to fit into the culture of their respective company even though they stated that their corporate culture is great in many ways . Moreover, even though the culture seems to be open and inclusive it requires the employee to have certain interest and personality traits for them to fully fit in. There seems to be a lack of ethnic representation within the management consulting industry. The reasons for this are many according to our interviewees. However, a theme that was recurring and seems to be one of the more important factors is that the pressure to become more diverse is governed by the society (external) and the employees (internal) at the various firms. Since there is a lack of representation, there is no internal pressure at these firms. Furthermore, there does not seem to be any external pressure for ethnic diversity. The reasons for the lack of ethnic diversity is mainly pointed to external factors (e.g.inherited problem, limited diversity in the talent pool etc.) within these interviews. However, given the answers surrounding the culture at the various firms, the current culture does not seem to be inclusive to people who do not fit into the norm of amanagement consultant. / Mångfald kan uttryckas i många olika former då det kan hänvisa till kön, kultur, etnicitet, sexualitet och religion bland annat. Alla dessa former av mångfald verkar inte vara en del av diskussionen när man talar om mångfald inom näringslivet. En stor del av managementkonsulter blir väldigt inflytelserika i näringslivet eftersom de ofta hamnar i ledarpositioner hos stora företag senare i sin karriär. Därför blir det av stort intresse att undersöka hur olika former av mångfald kan förbättra företag och vad det skulle innebära för företagen och samhället som helhet. Grunden för resultaten i denna studie är en litteraturstudie av teorier om etnisk mångfald i kombination med könsteorier eftersom de båda är relevanta i diskussionen om minoriteter. Dessutom intervjuades 12 managementkonsulter baserade i Stockholm av författarna till denna studie. Resultaten visade att rekryteringsprocesser i konsultföretagen tydligt syftar till att vara standardiserade och immuna mot partiskhet. Men det verkar oundvikligt, eftersom att dessa processer riktar in sig på vissa specifika profiler och egenskaper hos en kandidat. Relationsbyggandet med kunder och deltagande i interna aktiviteter är utvärderings områden som gynnar vissa typer av människor i befordran processerna. På liknande sätt gynnar fokuset på vissa skolor / program även människor med en viss bakgrund. Att ha dessa förväntningar på kandidaterna leder till att kandidaterna rekonstruerar sina personligheter till att hadessa gynnsamma drag som kan ses som typiska drag som associeras med svenskhet. Den övergripande kulturen hos de olika konsultföretagen tycks vara olika beroende på deras storlek men de agerar alla på ett ganska likt sätt oavsett storlek. Anställda med invandrarbakgrund verkar inte passa in i kulturen i respektive företag trots att de sagt att deras företagskultur är bra på många sätt. Även om kulturen verkar vara öppen och inkluderande kräver den att den anställda har vissa intresse- och personlighetsdrag för att de ska kunna passa in. Det verkar vara brist på etnisk representation inom managementkonsultbranschen. Skälen till detta är många enligt våra intervjuade. Men ett tema som var återkommande och verkar vara en av de viktigare faktorerna är att trycket för att bli bättre på mångfald styrs av samhället (externa) och de anställda (internt) vid de olika företagen. Eftersom det saknas representation är det inget internt tryck hos dessa företag. Dessutom verkar det inte finnas något externt tryck för etnisk mångfald. Orsakerna till bristen på etnisk mångfald pekas huvudsakligen på externa faktorer (t.ex. problem som företagen har ärvt, begränsad mångfaldi talangpoolen etc.) i dessa intervjuer. Med tanke på svaren kring kulturen hos de olika företagen verkar emellertid den nuvarande kulturen inte vara inkluderande för människor som inte passar in i en normen av en managementkonsult.

In recent years, Sweden has seen a vast increase in the number of migrant-background pupils entering the school system. According to official policies, these students should be included in everyday school activities wherever possible. The focus of this study is to investigate when and why this does not happen; with a focus on English lessons in upper primary school, we consider how exclusionary practices are implemented and justified by teachers. Exclusion from classroom activity is a complex, multifaceted topic, and thus needs to be explored from multiple angles. In this study, we adopt a mixed-method approach to data collection, drawing on observation of English classes, interviews with teachers, and analyses of local and national policy documents. We then use the analytical framework of nexus analysis in order to consider how exclusion is a social action, which can be seen as the combination of the historical body, the interaction order, and discourses in place. The main findings of the study show that the reasons pupils get excluded vary between teachers but mostly comes down to teachers' belief in some form of hierarchy between school subjects and that learning Swedish is prioritized for pupils with a migration-background. The implications of these findings are that that teachers do not perceive certain actions as exclusionary but rather view them as standard routines or even as something positive towards the students, which can be hurtful for the excluded pupils and leads to the loss of the socio-cultural learning environments that take place inside the classrooms.