The main objective of this thesis was to analyze the diversity management in a chosen company from the management's perspective. Also the main goals, values and activities of this system were analyzed. The chosen company is an IT global company that has subsidiaries all around the globe; these subsidiaries each have their own small, local adaptation of diversity management. After the diversity management was analyzed from the company's perspective, the other objective was to analyze the perception of its employees. These two outputs were compared to each other afterwards and key findings were discussed. Quantitative methods, which were partially supported by own experience in the company, as well as informal interviews with its employees, were used for the research. A quantitative research with 93 respondents proved that the diversity strategy in the company is developed, however still some room for improvement has. In the end of the thesis recommendations, based on a SWOT analysis were carried out.

A quasi-experimental study was conducted within the context of the University of North Florida's EXCEL (Excelling in Clinical Education Learning) teacher preparation program to investigate the impact of three types of educational treatment on the attitudes toward diversity of preservice teachers. Data were collected and analyzed based on the pretest/posttest measures of three self-reporting instruments: Cross Cultural-Adaptability Inventory, the Cultural Diversity Awareness Inventory, and the Bogardus Social Distance Scale. The preservice teachers (N = 208; K-12 regular and special education majors) experienced the following treatments: (1) informal seminar studies of multicultural education issues accompanied by a field experience in a non-culturally diverse public school classroom; (2) informal seminar studies of multicultural education issues accompanied by a field experience in a culturally diverse public school classroom; and (3) no seminar studies of multicultural education issues and no field experience in a public school classroom. The weekly on-campus seminars were conducted by four clinical educators (master teachers from neighboring districts on alternative assignments for two years). In addition, with-in group attitudinal differences toward diversity of preservice teachers enrolled in the fieldbased seminars were examined based on variates of field placement, seminar instructor, gender, age, race, educational major, association with culturally different people, and teaching grade level. Examination of relationships between groups, based on ANOVA and ANCOVA results at the .05 level of confidence, reveals the followings: (1) no significant differences were found in attitudes toward diversity of preservice teachers enrolled in the field-based seminars focusing on issues of diversity, but significant differences were found between the control and experimental groups at both the onset and end of the study (experimental group had higher mean scores), (2) significant differences were found within-groups for the demographic variates of seminar instructor, age, race, association with people of diversity, and grade level, (3) significant (although minimal) differences were found in attitudes toward diversity between preservice teachers enrolled in the seminars focusing on issues of cultural diversity as compared to the control group of students not enrolled in the seminars (experimental groups had higher mean scores), (4) no significant differences were found between the experimental groups to support the assumption that field experiences within Culturally diverse settings have a positive effect on the attitudes of preservice teachers toward diversity, and (5) although positive significant differences were found between the control and experimental groups following the completion of the multicultural seminars, all three groups remained at the social distance preference level "having merely as a speaking acquaintance" in working with the culturally different as measured on the Bogardus and far below the normed population on the Cross Cultural Adaptability Inventory factor Flexibility/Openness (FO).

There is a low supply of the missing middle housing types (MMH) in walkable urban core neighborhoods. That is, a variety of compact low- to mid-rise housing in walkable areas that are accessible to entertainment, recreational and other amenities. The largest demographic, the millennials, followed by the baby boomers, prefer the MMH types. The MMH types is a new name for a variety of compact housing types that existed in traditional neighborhoods in urban areas pre-World War II. However, due to changes in housing preferences after World War II, the requisite land use and zoning changes facilitated larger single-family homes phasing out the MMH types. Efforts to reintroduce the MMH types is these areas are met with opposition. This research investigates increasing the supply of the MMH types in walkable urban core neighborhoods. The literature review reveals, prior to this one, no academic study at this level was done to understand how to increase the supply of MMH types in these areas. This research explores the views of stakeholders in urban planning and various professions related to housing and the MMH types in the Tampa Bay Area, to better understand the issues involved in the low supply of the MMH types in urban core areas. The data for this qualitative research was guided by a grounded theory methodology (Corbin & Strauss, 2014) and was derived from thirty-nine semi-structured interviews with stakeholders to find out what factors inhibit and ways to improve the supply of the MMH types in the Tampa Bay area.

This project is about the design of a collection of principles that contribute to a sustainable internal communication. It is shown via an online manual (website-based-ebook). My findings are based on my work experience at IKEA of Sweden AB, developing their internal communication tool, the sustainability Hub, and on research, transition design, sustainable dialogue, and the diverse economy (see more in chapter 5.1., page 26). The design is targeted primarily to the decision-makers of small- to mediumsized organizations that are interested in a transition towards sustainable change, and, secondarily, students and lecturers from the fields of design, natural science, and economics. The methodological framework used in the project is transition design, sustainable dialogue, and the diverse economy. Furthermore, theories about change agency, intranet, sustainability, and IKEAs position on sustainability are outlined to establish a definition of sustainability that can be applied to multiple actors of the diverse economy. The outcome is a collection of 24 principles about an internal network focussing on the transition towards sustainability. I call it Intra-Collectivity because it is about change from within a system, and networks being the actors of change. I communicate my idea via a manual, that should guide the target group to create, maintain, and use Intra-Collectivity. The manual features infographics with explanatory texts guided by consistent user interface navigation. The design is done by the research of theories and of the target audience, by application of the methodological framework, by my work experience at IKEA, and by the design craft of a website-based ebook and digital infographics. The manual is publicly available and based on minimalistic, contemporary screen design, and infographic design principles. It places the graphical explanation in the focus. The principles of Intra-Collectivity are base on the following key findings: 1. The difficulty to find a definition of sustainability for the diverse bodies of the diverse economy can be solved by the differentiation between “honest sustainability scopes“ and “dishonest sustainable development“ (or “greenwashing“). 2. It can be derived from the field of transition design and sustainable dialogue that a constant, multiperspective communication is crucial to a network promoting change. 3. Solutions to sustainability problems are not definite but adaptive and require constant reiteration. 4. Internal communication becomes more effective in terms of sustainability if unconventional perspectives are taken into consideration.

Charles University in Prague Faculty of Arts Department of Adult Education Program: Pedagogy Zuzana Krištofová The Analysis of Working Environment in terms of Diversity Management and its Implementation in Corporate Practice Abstract thesis supervisor: Doc. PaedDr. Ludvík Eger, CSc. 2012 ABSTRACT The present doctoral thesis deals with diversity management and clarifies its concepts. The objectives of the thesis include comprehensive characterisation of diversity management as an element of corporate culture, description of roles of managers, departments of human resources and the role of the top management. Additional goals include charting the current scheme of diversity training and describing the inter-relations between corporate culture and diversity management. The chapter devoted to concrete case studies explores the current situation in the field with the aim to provide its analysis and evaluation. The thesis consists of three sections (focused on the theoretical framework, theoretical-research aspects and the research itself) and comprises seven thematic chapters. Throughout the thesis, interrelationships with management of human resources, corporate culture, management-oriented training, as well as the appreciation of diversity are highlighted. The thesis provides comparison between equal...

Thesis (Ph.D. (Community and Continuing Education)) -- University of Limpopo, 2020 / Access and support for students with disabilities remain limited despite strong legislative and policy framework for addressing inclusivity in the education sector. Presently, TVET colleges encounter severe obstacles and hiccups in that they must improve the quality of education provided together with other compulsory obligations. As a result, TVET col-leges continue to encounter challenges as and when they try to improve the quality of education. In South Africa, the integration of people with disabilities has been an ongoing process since the advent of the democratic government. The study investigated the inte-gration of inclusive practices for students with disabilities at Technical and Vocational Edu-cation and Training (TVET) colleges. The study followed the qualitative research ap-proach. The purposive sampling technique was used to select participants. Twenty-seven participants took part in the study. Participants comprised campus man-agers, HoDs, student support officers, lecturers and students with disabilities. Two differ-ent methods to analyse data were used, namely, thematic categorisation (for interviews and observations) and content analysis (for documents). The study is premised on the social model of disability and Bronfenbrenner’s bioecological system theory to understand participants’ views and how they carry out inclusive practices in their lecture rooms. Data was collected using three techniques, namely, interviews, observations and document analysis. The findings of the study revealed the following: lecturers at TVET colleges are struggling to support students with disabilities due to lack of training on different types of disabilities; students with disabilities are given access to certain types of training based on the nature of their disability; students who experience mobility disabilities are faced with challenges of inaccessible of physical environments; the curriculum at TVET col-leges does not fully cater for a range of diverse needs of and students with impairments. The study recommends that: lecturers require training on different types of disabilities in order to support students with diverse learning needs; the involvement of disabled stu-dents in the planning of their support programmes; all stakeholders be encouraged to appreciate change and to contribute towards meaningful inclusive practices.

Summaries in Afrikaans and English / This research has shown that young people of different cultural groups have had and still have limited contact due to the history of our country. This contributed to the fact that there were, and still are, very few opportunities to build relationships. An introductory chapter in which the research methodology is explained, is followed by a discussion utilizing recent literature, of the question how the building of relationships can take place within the context of a diverse youth ministry (chapter 2). It became clear that the church, in its ministry to diverse youth groups, should create opportunities where the quality of relationships can be enhanced. In the research it was found that experiential learning activities, such as initiative activities, could have a positive influence on interpersonal skills in intercultural relationships (chapters 3 and 4). In chapter 5, firstly, certain conclusions were drawn. Secondly, recommendations were made and guidelines formulated regarding the building of relationships in the ministry to diverse youth groups. / Die navorsing vir hierdie studie het getoon dat jeugdiges van verskillende kultuurgroepe vanwee ons land se geskiedenis beperkte kontak gehad het en nog steeds het. Dit het meegebring dat geleenthede om verhoudinge te bou min was en steeds is. Na 'n inleidende hoofstuk waarin die navorsingsmetodologie uiteengesit word, volg 'n bespreking, aan die hand van resente literatuur oor die vraag hoe verhoudingsbou kan plaasvind in 'n diverse jeugbedieningkonteks (hoofstuk 2). Daaruit het dit duidelik geword dat die kerk in sy bediening aan diverse jeuggroepe geleenthede behoort te skep waartydens die kwaliteit van verhoudinge verbeter kan word. Die navorsing het bevind dat ervaringsleeraktiwiteite, byvoorbeeld inisiatiefaktiwiteite, 'n positiewe invloed kan he op interpersoonlike vaardighede in interkulturele verhoudinge (hoofstukke 3 en 4). In hoofstuk 5 is eerstens bepaalde gevolgtrekkings gemaak. Tweedens is aanbevelings gedoen en riglyne geformuleer met die oog op verhoudingsbou in die bediening aan diverse jeuggroepe. / Social Work / M. Diac. (Youth Work)

The exponential growth of culturally diverse populations in the United States has led to a multicultural patient population while the nursing workforce remains predominantly White. At the project site, managers identified that staff nurses struggled to deliver culturally competent care. The purpose of this project was to improve the cultural competence of registered nurses (RNs) through a transcultural nursing education program. Leininger's transcultural nursing theory guided the project. Sources of evidence used to develop a face-to-face educational program included peer-reviewed journals, credible websites, and the Inventory for Assessing the Process of Cultural Competence Among Healthcare Professionals-R tool. Aggregate pretest and posttest scores were used to determine RNs' competency levels. The Statistical Package for the Social Sciences software was used for data analysis, and a paired t test was used to determine the impact of the program. Of the 22 participants, 4 (18%) scored within the culturally competent range on the pretest, compared to 17 (77%) on the posttest. These findings were statistically significant (p < 0.000) and demonstrated a positive outcome from the educational project. Key recommendations are to continue this education for other RNs in the facility and at other facilities in the network. The implications of this project for positive social change include raising the cultural competency of nurses, which has the potential to improve patient outcomes.

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Whitewashing and colourism is prevalent in the Hollywood film industry due to decades of institutional racism, unconscious and implicit bias of professionals in the industry combined with the misconceptions of the success factors in film. This study will explore the capabilities of artificial intelligence helping the industry professionals of Hollywood film fight against whitewashing. The research of AI and AI-human interactions are a relatively young phenomenon, let alone combining artificial intelligence with the creative process of creating a cast. This means that the whole research is a relatively new territory and will be examined from an exploratory point of view. The findings of this paper suggest that AI certainly has the capabilities to help Hollywood make more diverse casts with more equal representation of people of colour, but technology needs to face and overcome the biases of its own first. / Whitewashing och colourism är utbredda fenomen i filmbranschen i Hollywood. Detta är en konsekvens av årtionden av institutionell rasism, omedvetna och indirekta fördomar hos branschfolk, i kombination med missuppfattningar om framgångsfaktorerna i filmer. Denna studie kommer att undersöka möjligheten att använda artificiell intelligens som ett hjälpmedel för professionella inom filmindustrin i Hollywood i kampen mot whitewashing. Forskningen av AI (artificiell intelligens) och AI-mänskliga interaktioner är ett relativt nytt fenomen, likaså att kombinera artificiell intelligens med den kreativa processen av att skapa en gjutning. Detta innebär att forskningen kring ämnet är ett relativt nytt område och kommer att undersökas ur en utforskande synvinkel. Resultatet av denna avhandling tyder på att användningen av AI som ett hjälpmedel kan resultera i mer varierande rollbesättningar, med bredare representation av färgade personer, men tekniken måste till att börja med möta och övervinna sina egna fördomar.