<p>&nbsp / </p> <p align="left">This thesis focuses on federalism and ethnic diversity. Using two case studies, South Africa and Ethiopia, it sets to examine whether institutional designs in a form of federalism can serve as an effective instrument to respond to ethnic claims while at the same time maintaining national unity in the context of multi-ethnic societies. The issues this study investigates are <font face="Times New Roman" size="3"><font face="Times New Roman" size="3">not only topical to multi-ethnic states around the world but constitute the core problems to which communities, ranging from the troubled Sudan to Nigeria and from the Western Sahara to the Democratic Republic of Congo (DRC), are struggling to find solutions. In this regard, the thesis may assist those multi-ethnic states that are struggling to find institutional solution to <font face="Times New Roman" size="3"><font face="Times New Roman" size="3">the ethnic conflicts that characterise their society.</font></font></font></font></p>

<p>&nbsp / </p> <p align="left">This thesis focuses on federalism and ethnic diversity. Using two case studies, South Africa and Ethiopia, it sets to examine whether institutional designs in a form of federalism can serve as an effective instrument to respond to ethnic claims while at the same time maintaining national unity in the context of multi-ethnic societies. The issues this study investigates are <font face="Times New Roman" size="3"><font face="Times New Roman" size="3">not only topical to multi-ethnic states around the world but constitute the core problems to which communities, ranging from the troubled Sudan to Nigeria and from the Western Sahara to the Democratic Republic of Congo (DRC), are struggling to find solutions. In this regard, the thesis may assist those multi-ethnic states that are struggling to find institutional solution to <font face="Times New Roman" size="3"><font face="Times New Roman" size="3">the ethnic conflicts that characterise their society.</font></font></font></font></p>

Philosophiae Doctor - PhD / This thesis focuses on federalism and ethnic diversity. Using two case studies. / South Africa

I examine whether and how racially/ethnically diverse board impacts the quality of reported earnings. Agency theory suggests that the board of directors acts as a robust governance mechanism to reduce opportunistic managerial behavior that may harm shareholders' wealth. Further, diversity coalesces a variety of attributes from different directors that are valuable in predicting organizational outcomes. The majority of extant literature focuses on gender-diverse boards and various firm outcomes, while little is known about how directors' race/ethnicity affects earnings quality. Using a sample of firms publicly traded in the U.S., I find that increased board racial/ethnic diversity is associated with better earnings quality as proxied by lower discretionary accruals and lower probability of internal control weaknesses and financial statement restatements. I further examine whether firms with increased diversity (racial/ethnic and gender diversity) enjoy incrementally higher earnings quality than other firms. However, I fail to find support that racial/ethnic and gender intersectionality is associated with improved earnings quality. Lastly, based on critical mass theory, I test whether an industry descriptive norm is necessary for firms to enjoy increased earnings quality. I find that racial/ethnic directors have a meaningful impact on a firm's earnings quality regardless of the level of diversity; even firms with lower than the industry descriptive norm of racial/ethnic diversity enjoy improved earnings quality. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2021. / FAU Electronic Theses and Dissertations Collection

This article investigates the complex interrelation between ethnic and gender diversity, process and performance among groups of business students. The article is based on an empirical survey of business students working on a complex assignment in groups of two to five in a small Swedish university. The results indicate that gender diversity leads to positive group outcomes, while ethnic diversity appears to create negative group outcomes. Intervening process variables, such as group communication, conflict and effectiveness in problem solving, were not found to be influenced by diversity, or to influence group outcomes. While the non-influence of intervening variables can probably be explained by methodological difficulties, the negative outcome for ethnic diversity indicates a need to help students better manage ethnic diversity in order to reap its benefits.

Yes / In this study, we aim to develop an understanding of the similarity between migration and expatriation, identify both as elements in diversity, and draw attention to the additional layer of ethnic diversity created by the high number of top management expatriates in some Nigerian subsidiaries of transnational corporations. Using the qualitative research design, we thematically analysed data from semistructured interviews with six indigenous managers in four transnational corporations. We found a significant number of expatriate managers in two subsidiaries and a lack of diversity management framework to address the new layer of diversity as reflected in the unequal treatment of indigenous managers. We conclude that migration and expatriation are similar and could be better managed through effective diversity management framework.

Uppsatsens syfte var att undersöka de anställdas upplevda orsaker till lågt antal medarbetare med utländsk bakgrund på företaget BYGGET. Företaget är ett av Sveriges större byggföretag och för säkerställandet av anonymitet har de i uppsatsen fått det fiktiva namnet BYGGET. Informationsbrevet skickades ut till ett målinriktat urval av medarbetare med chefspositioner i den lokala verksamheten där slutligen sju (n=7) personer valde att delta. Insamlandet av data gjordes med hjälp av semistrukturerade intervjuer och via en tematisk analys framkom tre huvudsakliga teman med tillhörande underkategorier, vilka ligger till grund för uppsatsens resultatdel. Resultatet visade att företagskultur och utbildning ansågs vara de grundläggande upplevda orsakerna till varför det är ett lågt antal anställda med utländsk bakgrund. Vidare framkom även temat kvotering, som diskuterades i sammanhanget om förändring och hur detta skulle kunna ske. För vidare utveckling av mångfalden på arbetsplatsen måste dels den traditionella påverkan av facket minskas samt att utländska utbildningar på ett enklare sätt måste kunna kvalitetssäkras för att de ska kunna anses valida på svenska byggplatser. / The purpose of this study was to investigate the employees’ experienced reasons of why there are so few workers with other ethnic backgrounds in the organization BYGGET. The organization is one of the largest construction firms in Sweden and to ensure the company’s anonymity they have been given the fictitious name BYGGET. An information letter was sent to a targeted selection of managers within the local office and seven (n=7) people agreed to participate in the study. Data was collected with semi structured interviews which were then analyzed with a thematic method. The analysis revealed three main themes with associated subcategories, which became the foundation of the study’s final results. The results showed that organizational culture and education were the experienced reasons of why there were so few employees with other ethnic background. Further the results showed that quotation also was a theme that was discussed in the event of change and how that could happen. To increase the diversity in the organization the company must decrease the traditional influence of the trade union. Also it must be easier to ensure the quality of educations from other countries so that they will be valid for Swedish construction jobs.

Syftet med studien var att undersöka vilka attityder högskolestudenter har till etnisk mångfald. Studien var kvalitativ och underlaget utgjordes av semistrukturerade intervjuer. Ett bekvämlighetsurval tillämpades och totalt deltog 17 respondenter (n=17). Det insamlade materialet analyserades genom en tematisk analys som resulterade i tre huvudteman: rädsla, samhörighet och den etniska mångfaldens inverkan för organisationer. Studiens resultat visade att samtliga respondenter hade en positiv attityd till etnisk mångfald. Samtliga respondenter ansåg att mångfald bör främjas inom svenska organisationer för att organisationerna ska kunna bli innovationsrika, konkurrenskraftiga och tillfredsställa en bredare marknad samt tillvarata den kompetens som mångfalden innebär.

Problem and Purpose – Diversity management, a subject of increasing interest over the last three decades in the business context, is even more relevant to higher education institutions, where diversity is present both in the supplier and customer side. In addition to general organisational improvements, most of the benefits arguably derived would have a direct impact on the cognitive processes such as problem-solving, creativity and learning, which are the core of the university reason for existence, being a centre for knowledge creation and transfer. However, the existing research covering diversity and its management in this particular organisational setting is very scarce. This paper aims to fill some of this gap. The purpose of this study is to identify the key motivators for ethnic diversity management in higher education institutions and the perceived benefits derived. Method – The investigation took the form of in-depth structured interviews conducted through e-mail, policy document analysis and website reviews of four selected higher education institutions. Pattern matching (Yin, 1994) was employed as the mode for data analysis. Findings – Ethnic Diversity Management was present in all units, however, it went beyond just the business case to include social justice view and other aspects. The HEIs studied were found to either manage diversity for purely ethical reasons, be motivated by a combination of moral considerations and perceived performance improvements, or completely culturally embrace diversity in the environment with less designated initiatives of diversity management, dependent on a range of variables present in each institutions related to their perceptions, goals and environment. Hence, both the social justice case and business case were concluded to be strong motivators for diversity management in the higher education context. Originality/value – The paper highlights various DM initiatives, strategies as well as observed effects, hence solidifying the arguments for recognizing and managing diversity and the link between well managed diversity and performance in various aspects, both in business and higher education context. The study is expected to make a contribution  to knowledge by assisting in providing information on key motivators for DM in HEIs and is intended  to be  an elementary supplement  for scholarly discourse in management science, and particularly DM in the HEI context.

Floorball is currently the second largest sport in Sweden, yet there is a low ethnic diversity. This study aims to describe, explain and understand how the leaders in Swedish floorball perceive the work with ethnic diversity from the Swedish Floorball Federation and within the associations they seem. The questions of the study are: How do leaders perceive that the Swedish Floorball Federation works to promote ethical diversity in the within the federation? How do the leaders describe their own efforts to promote ethnic diversity within their team / association? How do the leaders perceive their role in increasing ethnic diversity? How do the leaders perceive the sport as an integration arena? The study was based on a qualitative method with semi-structured interviews. The respondents were eight leaders from four different associations, two leaders from each association. Overall, the results show that leaders have a low knowledge in the work to promote ethnic diversity in floorball. Only one of the associations had been working actively on the issue. Finally, the leaders saw their role as important and they underlined that sport is a suitable integration arena.