This thesis investigates 'self-segregation,' the voluntary separation and clustering of ethnic groups within a diverse environment that ostensibly provides opportunities for intergroup contact. While previous research has demonstrated self-segregation within such settings, using either self-reports, observations of behaviour, or social network analysis (SNA), such studies tend to be mono-methodological and cross-sectional. I review this literature in Chapter 1. I then present three empirical chapters which provide both longitudinal data and comparisons between observations, surveys, and SNA: Chapter 2, with two observational studies of seating patterns in a diverse sixth form cafeteria (Studies 1 and 2), and a third observational study in a diverse secondary school (Study 3); Chapter 3, where I report an SNA study collected from the first-year students at the same secondary school (Study 4); and Chapter 4, where I report the results from a self-report survey in the sixth form college, where students indicate their cafeteria seating preferences (Study 5). In Chapter 5, I discuss these findings, summarising 1) the strong self-segregation, and inclination towards self-segregation, found in all studies; 2) the comparisons between the two educational settings, where younger students were both more likely to be gender segregated, and to increase in ethnic integration over time; 3) the greater inclination of Asian British students than White British students to ethnically integrate; and 4) the need for further research triangulating multiple methods. From these conclusions, I suggest implications for targeted interventions, and argue the continued (and indeed, heightened) need for the contributions of social psychologists in public and policy discourse on ethnic integration.

Esta dissertação tem como objeto a incorporação do tema Diversidade Étnico-Racial e Cultural na formação docente para a Educação Infantil na Periferia. A partir da problematização do cotidiano enfocou-se questões como Racismo e Preconceito e a forma como são abordadas junto à Infância Pequena. Nesta pesquisa buscou-se analisar o desenvolvimento do Programa Nova Baixada de Educação Infantil e refletir sobre o lugar que ocupa nas políticas educacionais, tendo como campo de investigação a Baixada Fluminense. Orienta pelo propósito de compreender de que forma as discussões étnico-raciais e a diversidade cultural estão ou não inseridas nos espaços de formação adotou-se, metodologicamente, uma abordagem qualitativa, de natureza descritiva. As técnicas privilegiadas foram: análise documental, entrevistas estruturadas e semi-estruturadas. Os sujeitos da investigação foram docentes e gestores de instituições nas quais se implementaram o PNB, a saber: Creche Margarida da Silva Duarte e Vereador Nilo Dias Teixeira, ambas no bairro da Chatuba, em Mesquita, município emancipado da cidade de Nova Iguaçu em 1999. Fez-se levantar e analisar as contribuições da formação docente no processo de pensar o fazer educativo. O referencial teórico se fundamenta nos estudos de Trindade, Silva, Kramer, Faria, Lino e Hasenbalg que abordam o tema relações étnico-racial na educação infantil. Através de nossa pesquisa observou-se que há escassez de trabalhos que discutem essa questão, como também, nas matrizes curriculares dos cursos de formação de professores, onde a Educação Infantil ocupa um espaço de penumbra como objeto de reflexão. Por fim, conclui-se que o meio acadêmico se volta, predominantemente, para os aspectos desenvolvimentistas da formação infantil, relegando ao segundo plano, a discussão sobre a diversidade cultural, étnica e racial. No tocante às políticas públicas indicamos a pertinência da revisão, pelo Poder Público, dos critérios que orientam a definição de prioridades e que na prática se traduzem de modo muito limitado frente às conquistas mais recentes dos direitos de todas as crianças de 0 a 6 anos, entre eles, os de freqüentar creches e pré-escolas, lugar seu conquistado. / This dissertation aims at incorporating the Cultural, Racial and Ethical Diversity theme in teaching formation for Child Education in the suburbs. Not only were issues such as Racism and Prejudice raised, but also the way they are approached in the Early Childhood. Having Baixada Fluminense as the field of study, this research analyzes the development of the Pre-School Education program Nova Baixada and discuss its role in educational policies. In order to understand the way Racial and Ethical discussions and cultural diversity are inserted or not in the teaching formation, a qualitative and descriptive approach has been chosen, focusing on document analysis, structured and semi-structured interviews. The objects of research were teachers and directors of institutions in which the Nova Baixada program is implemented: Margarida da Silva Duarte and Vereador Nilo Dias Teixeira, both nursery schools in Chatuba neighborhood, Mesquita city, Rio de Janeiro state. The teaching formation contributions in the education thinking process are raised and analyzed. Theoretical references are based in the studies of Trindade, Silva, Kramer, Faria, Lino and Hasenbalg, due to their approach to the Racial and Ethical theme. A lack of articles that discuss this issue has been observed, as well as in the teaching formation courses, in which Child Education, as an object of reflection, is often left out. It is concluded that, in the academic community, developmental aspects towards pre-school formation are considered more important than the Cultural, Racial and Ethical discussion. As far as public policies are concerned, a revision of priorities is suggested, since the constitutional right of having all children aged between 0 6 at school, is not being entirely respected.

Purpose Study explored the relationships of ethnic identity, culture, and social cohesion to mammography, cancer screening, and preventive medical visits among African-American and Afro-Caribbean women in Broward County, FL. Purpose was to understand non-compliance to screening recommendations for breast cancer among disadvantaged Black women in an area of high prevalence. Methods A bounded convenience sample of 117 women (49% African-American and 51% Afro-Caribbean) completed a cross-sectional survey and a subset (n=87) participated in semi-structured discussion groups. Both measured perceptions related to breast cancer, defined ethnic identity or culture, and suggested social and cultural factors influence of ethnic identity, culture, and social cohesion on participation with mammograms and preventive medical care visits. Survey included the Multi-Group Ethnic Identity Measure (MEIM) and Other-Group Orientation Scale (OGO) for ethnic identity and the Risk Behavior Diagnosis Scale for cancer perceptions. Methods were bivariate, Mann-Whitney U, linear, and logistic regression. Results Half of participants (51%) self-identified as Caribbean. OGO was positively associated with overall attitudes (p< 0.01), perceived urgency (p = 0.05), and perceived benefit related to breast cancer. Linear regression indicated that Afro-Caribbean women (referent) would perceive less urgency to screen (p = 0.05) and lower risk for breast cancer (p = 0.03) than African-American women. Participants explained that personal and neighborhood cultural norms along with health perceptions along with structural factors connected to access and use of medical services influence Black women’s participation in preventive medical services and cancer screening. Conclusions Ethnic identity was associated with women’s perceptions of risk, urgency, and benefit for breast cancer screenings. These perceptions may have had a greater influence on the decisions of Afro-Caribbean women not to comply with screening recommendations or participate in preventive medical care actives than for African-American women. Compliance was also mediated by cultural perceptions of fear, relevance, motivation, and sense of support along with other structural factors. All had contributed to the varying degrees that Black women had sought medical care in this community. Thus, tailoring health interventions to account for variations in within-group characteristics is warranted. [This research was supported in part by NIH/NIGMS R25 GM061347.]

This study starts off with an introduction to the challenges organizations today encounter concerning managing knowledge and finding suitable staff that meet the needs of the organization. Thereafter the challenges are seen through the aim of diversity. Several studies discuss the pros and cons of the impact of diversity, and more specifically ethnic diversity among the workforce. This results in a more focused approach on the subject of ethnic diversity, the impact it has on organizations and how ethnic diversity could be managed and also exemplify how they manage. In order to bring light upon the challenge’s organizations face, this study chose an inductive approach with qualitative interviews as the methodical focus. With eleven interviews concluded and brought together in the empirical analysis chapter the focus of the theoretical framework was combined to problematize the results of the empirical findings. Finally, the study concludes that the challenges and possibilities concerning ethnic diversity and organizations need of knowledge can be described through a few conclusions. It is found that there are several positive results on business value and improvement within work environment in dynamic and diverse organizations. By focusing on openness and inclusion an organization has better chances of implementing a suitable organizational culture that allows exchange of knowledge between colleagues of different cultural backgrounds. Also, leadership qualities that allow inclusion, self-criticism and focuses on creating the mentioned work environment is preferable. By paying attention to individual prejudice it is possible to counter the negative impressions of different cultures in order to become less prejudice. One way is to encourage discussions to expand the horizons of colleagues and try to become an intercultural and learning organization. The linguistic aspect is also important to consider, and it is shown how ignoring of language differences has several negative impacts on organizations, but that it at the same time are ways to counteract the negative effects. It is also important to remember to try to see past generalizations and focus on the values of the individual and realize that it is more about the competence of the individual than that of the cultural background.

Alla barn ska ha rätt till att främja sin förståelse av sin egen och andras kulturer, enligt Barnkonventionen (UNICEF Sverige, 2018). Studiens syfte är att synliggöra vilken mångkulturell barnlitteratur som finns tillgänglig för de äldre barnen i förskolornas verksamhet, genom att presentera vilka diskurser som framträder i de böckerna som finns tillgängliga i förskolornas bokhyllor.  Ett besök vardera gjordes på en förskola med en uttalad mångkulturell profil och en förskola utan en uttalad mångkulturell profil, där genomfördes en observation av vardera förskolas bokutbud samt en mindre intervju. De böckerna vi fann på förskolorna kategoriserades i olika kriterier och sedan genomfördes en diskursanalys på bokutbudet samt en mer djupgående diskursanalys på sex av böckerna. Normen för dessa böcker är att huvudkaraktären är vit.  Slutsatsen vi kommer fram till är att förskolor behöver mer mångkulturell barnlitteratur för att undvika exkludering, diskriminering och fördomar mot olika etniciteter i förskolans utbud av böcker. / Every child has the right to promote their understanding of their own and other´s cultures (UNICEF Sverige, 2018). The aim of this study is to present what kind of discourses that books available in preschools bookshelves, and what kind of discourses multicultural literature that is available for children aged 3-5 years old express.  An observation of two preschools’ book selection was conducted, one preschool profiled themselves as multicultural and one didn’t, as well as a minor structured interview. The books were then analysed through a discourse analysis as well as a deeper discourse analysis on six of the books that were found. The results show that there is a small amount of multicultural literature in preschools, and that children’s characters of a different ethnicity than the dominant ethnicity in the books is put aside. The books that we made a deeper discourse analysis of shows that it’s rare that a child with a different ethnicity is written as a main character. The norm of these books is that the main character is white. Our conclusion is that pre-schools need more multicultural literature to avoid exclusion, discrimination, and prejudice against different ethnicities in pre-schools book selection.

In this thesis, I aim to gain a deeper understanding of how integration projects are made, and work in reality based on the positions of different actors within a municipality. Through a qualitative interview study, the essay has explored how the integration project is viewed and how integration is implemented. Even though the project has had to go through challenges due to the pandemic, I have found in this study that in general the project is perceived as a positive project. I have also found that the great commitment within the municipality means that the respondents feel that they are on the way to successful integration. The integration is done through the meetings between the people, and this leads to a sense of meaningfulness and personal development. By volunteering and meeting newly arrived, the community is also strengthened. This means that the project actively works to counteract exclusion.

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.

Betriebe werden immer vielfältiger. Diskussionen über dessen Vor- und Nachteile konzentrieren sich oft auf Leistungsaspekte, aber selten auf Gesundheit und Wohlbefinden. Da Arbeit das Wohlbefinden beeinflusst, betrachtet diese Dissertation in zwei Artikeln, wie Zusammenhänge zwischen sozialen Stressoren, sozialer Unterstützung und Wohlbefinden mit der Angehörigkeit zu einer ethnischen Minderheit und ethnischer Diversität in Arbeitsteams assoziiert sind. Um darüber hinaus Forschungsergebnisse anhand von Arbeit und Gesellschaft zu diskutieren, wurde das Arbeits-Gesellschafts-Widerspieglungsmodell entwickelt. Artikel 1 untersuchte, inwiefern sich Zusammenhänge zwischen Beschäftigten, die einer ethnischen Minderheit angehörten, und Beschäftigten, die der Mehrheit angehörten, unterschieden. In beiden Gruppen gab es einen negativen indirekten Zusammenhang zwischen verbaler Aggression durch Kund:innen und arbeitsbezogenem positivem Affekt über emotionale Dissonanz. Unerwarteterweise war bei Beschäftigten, die einer ethnischen Minderheit angehörten, die negative indirekte Beziehung zwischen verbaler Aggression durch Kund:innen und arbeitsbezogenem positivem Affekt dann besonders stark ausgeprägt, wenn ihre Vorgesetzten sie in hohem Maße unterstützten. Artikel 2 untersuchte, ob ethnische Diversität mit emotionalen Konflikten zusammenhängt und ob diese wiederum mit emotionaler Irritation korrelieren. Um Team- und Personenebene zu vergleichen, wurde ethnische Diversität auf beiden Ebenen in einem Mehrebenenmodell kombiniert. Die Ergebnisse wiesen auf einen Unterschied zwischen beiden Ebenen hin: Auf Teamebene gab es einen positiven Zusammenhang zwischen ethnischer Diversität und emotionaler Irritation, der durch emotionale Konflikte vermittelt wurde. Jedoch war dieser Zusammenhang auf Personenebene negativ, was die Komplexität ethnischer Diversität verdeutlicht. Abschließend diskutiere ich diese Forschungsergebnisse mithilfe des Arbeits-Gesellschafts-Widerspieglungsmodells. / Increased ethnic diversity in workplaces has fueled discussions on whether this diversity is an asset or a liability. These discussions often focused on performance but paid limited attention to well-being and health. As work represents an important determinant of well-being, this dissertation aimed to understand how associations between social stressors, social support, and well-being relate to ethnic minority status and ethnic diversity at work. Two papers addressed this aim. To discuss their research findings in the broader contexts of work and society, I introduced the work-society reflection model. Paper 1 examined ethnic minority status as a moderator in a multi-group path model. The analysis showed that the negative indirect association between customer verbal aggression and work-related positive affect via emotional dissonance did not vary between ethnic minority and ethnic majority workers. However, supervisor support moderated this indirect association only among ethnic minority workers. Unexpectedly, the negative indirect relationship between customer verbal aggression and work-related positive affect via emotional dissonance was stronger in ethnic minority workers with high levels of supervisor support. Paper 2 examined the association between ethnic diversity and emotional strain via emotional conflicts. To investigate whether this association varied between the team and individual levels, this paper combined ethnic diversity at both levels in a multilevel path model. In fact, the results indicated a difference between the team and individual levels: At the team level, ethnic diversity related positively to emotional strain via emotional conflicts. However, this association was negative at the individual level. This difference highlights the complexity of ethnic diversity. Finally, I integrated these research findings in the work-society reflection model to broaden the view on this topic and outlined implications for research and practice.

A distinguishing characteristic of the current world economy is the decline in the number of industrial job opportunities which is also affecting South Mrica. The multi-ethnical and multicultural society of South Africa is also experiencing low economic growth rates, high population growth rates and an unacceptably high unemployment rate. Entrepreneurship currently plays an important role in the successful economies of the world. The small business can make important contributions to economic growth, job creation and social development. For this reason it is important that entrepreneurial behaviour be promoted in South Mrica. In previous research studies, researchers isolated different variables of entrepreneurial behaviour such as the environment, personal characteristics, values and personal background of individuals. Of these variables, only personal characteristics may be manipulated to advance entrepreneurial behaviour. The objectives of this study were to indicate whether certain biographical and demographical factors are related to an individual's behaviour towards the formation of a new enterprise and to indicate whether certain personal characteristics, namely achievement motivation and locus of control, are related to an individual's behaviour in the formation of a new enterprise. It was decided to compare four groups, namely white non-entrepreneurs, black nonentrepreneurs, white entrepreneurs and black entrepreneurs. Three factors of achievement motivation and three factors of locus of control were identified by means of factor analysis, and statistical analyses were done on the four different groups. To establish the above-mentioned relationships, the researcher made use of sophisticated statistical analyses. The following conclusion were drawn from the results: The models of achievement motivation and locus of control seem to predict membership of the group black entrepreneurs better than the group white entrepreneurs. Using the locus of control scales, membership of the group black entrepreneurs can be predicted well. The study revealed that there are differences between black groups and white groups (entrepreneurs and non-entrepreneurs) in South Africa. It is clear from the present study that there have to be additional factors, other than achievement motivation and locus of control, that influence entrepreneurial behaviour. The ethnic and cultural situation in South Africa also influences entrepreneurial behaviour in this country. / Business Management / D.Com. (Business Management)

This thesis explores conviviality, a set of processes surrounding everyday living with difference. Based on 18 months of fieldwork (2007-2010) equally split between Casamance, Senegal, and Catalonia, Spain, the comparison takes the transnational lives of Casamançais and their embeddedness in both local fields into account. Locally, Casamançais often spoke of cohabitation (French) and convivencia (Castilian). Exploring discourses as well as practices related to encounters with difference and everyday socialising, this thesis addresses three questions: (1) How do migrants who come from a context of religious and ethnic diversity manage to make their way within new social contexts of cultural diversity? (2) How do their pre-migration experiences of diversity affect the ways in which they deal with the changing configurations of diversity that they encounter in Europe? (3) How do ways of living together with difference change over time in both sending and receiving contexts due to migration and other concurrent societal transformations? In four ethnographic chapters, I firstly explore everyday neighbourhood encounters and the centrality of multilingual greeting and temporary gatherings in open spaces for conviviality. A second chapter focuses on cultural and religious festivities and argues that, apart from the political recognition of diversity, the local residents’ sensuous experiences of difference are a crucial dimension of conviviality. Addressing challenges to conviviality, the third chapter engages with the processes of social closure, isolation and homogenisation which reveal alternative ways of living with difference. The fourth ethnographic chapter puts migration-related inequalities centre-stage, showing how conviviality also involves subtle forms of inequality. Analytically, this thesis suggests that conviviality is not a static conception of sociality, but one that is in-process. I find that socio-cultural differences are permanently negotiated, that ways of dealing with difference are translated between the old and new contexts of diversity, and that discourses and practices of living with difference are continuously (re)produced in everyday interactions. Casamançais perspectives reveal ways of maintaining minimal sociality among local residents who remain different.