Submitted by Liliane Ferreira (ljuvencia30@gmail.com) on 2018-05-25T14:16:35Z No. of bitstreams: 2 Dissertação - Kaito Campos de Novais - 2018.pdf: 4270778 bytes, checksum: fcaa93dd81d81fb8b285c11ef7d2fbbc (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Rejected by Luciana Ferreira (lucgeral@gmail.com), reason: Falta o Lattes do orientador on 2018-05-28T11:17:00Z (GMT) / Submitted by Liliane Ferreira (ljuvencia30@gmail.com) on 2018-06-04T12:17:17Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação - Kaito Campos de Novais - 2018.pdf: 4270778 bytes, checksum: fcaa93dd81d81fb8b285c11ef7d2fbbc (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2018-06-04T12:30:25Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação - Kaito Campos de Novais - 2018.pdf: 4270778 bytes, checksum: fcaa93dd81d81fb8b285c11ef7d2fbbc (MD5) / Made available in DSpace on 2018-06-04T12:30:25Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação - Kaito Campos de Novais - 2018.pdf: 4270778 bytes, checksum: fcaa93dd81d81fb8b285c11ef7d2fbbc (MD5) Previous issue date: 2018-03-29 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / “Gestos de amor, gestações de lutas” (in English, “Gestures of love, gestations of fights”) is an illustrated ethnography about the Mães pela Diversidade (Mothers for Diversity), association composed by parents and other relatives of lesbian, gays, bisexuals, travestis, transexuals and transgender people (LGBT), that acts in 23 Brazilian states since 2014. Through in-depth interviews, production of a drawing field journal, participant-observation and by the light of theoretical approaches that changed Anthropology after the 60’s – such as feminists, visual and communicational Anthropologies – this dissertation follows the Mothers for Diversity from the state of Goiás and analyses the fights made by the militants throughout the production of the political identity motherhood of LGBT. From field drawings and notes, it discusses how the movement of Mothers incorporates visuals and emotionals estrategies to make these fights. At the end, it concludes that the Mothers for Diversity acionate the motherhood performance in order to built politics inside the LGBT movement and, thus, the association belongs to a wide meshwork of mothers that battles against the violation of human rights commited against their children in Latin America. / "Gestos de amor, gestações de lutas” é uma etnografia desenhada sobre as Mães pela Diversidade, associação formada por mães, pais e outros familiares de pessoas lésbicas, gays, bissexuais, travestis, transexuais e transgêneros (LGBT), que atua em 23 estados brasileiros desde 2014. Por meio de entrevistas em profundidade, da produção de um diário de campo desenhado, de observações-participante e à luz de abordagens teóricas que transformaram a Antropologia após os anos 60 – como as Antropologias feministas, visual e da comunicação –, acompanho as Mães pela Diversidade de Goiás e analiso as lutas confeccionadas pelas militantes ao longo da produção da identidade política mãe de LGBT. A partir dos desenhos e das anotações de campo, discuto de que modo o movimento de Mães incorpora estratégias visuais e afetivas para a formação dessas lutas. Ao fim, concluo que as Mães pela Diversidade acionam a performance materna para construir políticas dentro do movimento LGBT e, assim, a associação faz parte de uma extensa malha de mães que combate a violação de direitos humanos cometida contra seus filhos e filhas na América Latina.

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Despite attention given to the increasing diversity in higher education, greater barriers to college access and degree attainment exist for many minoritized groups in comparison to dominant groups. Research illustrates that campus climate for diversity, a systemic concept, plays a critical role in the success of minoritized groups. Additionally, institutional accreditation is a critical process, and it may be a catalyst for systemic change. However, there is little research on the relationship between the regional accreditation process and institutional change, with even less research on the impact of accreditation on campus climate for diversity. To address this gap in literature, this study utilized a descriptive qualitative methodology with three main sources of data for analysis—eight semi-structured interviews with accreditation liaison officers (ALOs), the Institutional Report, and the WSCUC site team visit report for each study participant campus. Data were analyzed using the multicontextual model for diverse learning environments, a multidimensional model for campus climate for diversity. Significant themes related to accreditation and institutional change in general included a focus on other mechanisms of change, a clear relationship between WSCUC accreditation and institutional change, and the need to consider mediating factors during the WSCUC process. Inconsistency related to the WSCUC Equity and Inclusion Policy, ALO skepticism about this possible relationship, and a lack of multicontextual emphasis emerged as themes related to campus climate for diversity. This study provides many practical recommendations to better leverage the accreditation process for positive institutional change—especially changes related to campus climate for diversity.

The purpose of the research focuses on the development of a strategy for the management of diversity in secondary schools of the North West Province. The nature of diversity is explained from an ontological point of departure as the multiplicity of things with distinctive characteristics and qualities. A structure analysis of diversity emphasises a balanced perspective in which the interdependence and mutual coherence of all aspects of diversity are acknowledged in all spheres of life. An analysis of the different perspectives concerning multicultural education as an approach to deal with diversity leads to the identification of a limited focus on culture related concerns that fail to account for diversity in totality. Culture related concerns are not regarded as an exclusive constituent of a complex phenomenon like diversity and a more inclusive approach of diversity in education is recommended. A mixed methods research design is chosen for this research to provide a purposeful research framework in which quantitative and qualitative methods are combined to meet the demands of a sophisticated research problem. Findings of the research include inter alia the principles of respect and caring that are in relation to the concept of Ubuntu with a focus on humaneness and the affirmation of unity in diversity. Another finding of relevance is that a diversity strategy involves a clear rationale and policy framework for a process consisting of phases, objectives, action steps and persons involved. It is recommended that a diversity strategy must be tailor-made according to situation-specific needs and the unique manifestation of diversity. The contribution of this research is seen as a clarification of the concept of diversity and the development of a generic strategy for the management of diversity. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

The purpose of the research focuses on the development of a strategy for the management of diversity in secondary schools of the North West Province. The nature of diversity is explained from an ontological point of departure as the multiplicity of things with distinctive characteristics and qualities. A structure analysis of diversity emphasises a balanced perspective in which the interdependence and mutual coherence of all aspects of diversity are acknowledged in all spheres of life. An analysis of the different perspectives concerning multicultural education as an approach to deal with diversity leads to the identification of a limited focus on culture related concerns that fail to account for diversity in totality. Culture related concerns are not regarded as an exclusive constituent of a complex phenomenon like diversity and a more inclusive approach of diversity in education is recommended. A mixed methods research design is chosen for this research to provide a purposeful research framework in which quantitative and qualitative methods are combined to meet the demands of a sophisticated research problem. Findings of the research include inter alia the principles of respect and caring that are in relation to the concept of Ubuntu with a focus on humaneness and the affirmation of unity in diversity. Another finding of relevance is that a diversity strategy involves a clear rationale and policy framework for a process consisting of phases, objectives, action steps and persons involved. It is recommended that a diversity strategy must be tailor-made according to situation-specific needs and the unique manifestation of diversity. The contribution of this research is seen as a clarification of the concept of diversity and the development of a generic strategy for the management of diversity. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Although South Africa is 18 years into creating a unique diversity management strategy, individuals - directly affected by diversity in organisation will differ completely from those individuals that have not been affected by diversity in organisations at all. The subject of diversity management has become a contentious issue causing disagreement and argument is in the last couple of years. Many organisations find it difficult to grasp the concept of diversity, thus creating an opportunity for organisational development consultants and management to make substantial profit (Dombai & Verwey, 1999). In the current working environment and the continuous change of the organisation‟s employees, the workforce has become more diverse. This resulted in wider employee knowledge, skills, experience and attitude which will allow the organisation to become more competitive globally. It is of utmost importance for organisations attract and retain staff from different cultural and diverse group of order to improve the employee performance and the competitive advantage of the organisation (Ferreira & Coetzee, 2010). Cumming and Worley (2009, p. 506-509) postulate that “organisational transformation – and more specifically diversity management - is impacting on the bottom line results of the organisation”. Organisational transformation implies radical changes in how members perceive, think, and behave at work. They are concerned with fundamentality altering the prevailing assumptions about how the organisation function and relates to its environment. The study aimed at determining the employees‟ perception towards workplace diversity in a financial institution operating in the Western Cape. More specifically, the following questions will be investigated in this study: What are employees‟ perceptions of workplace diversity? Do employees differ in their views/perception of workplace diversity based on their age, race, job categories, gender, job status and qualification? To what extent is workplace diversity understood by employees? What challenges are being faced to effectively implement workplace diversity? Information was gathered from both secondary and primary resources. All relevant information that was not obtained from publications was gathered through the use of questionnaires that were completed by employees in the financial institution. The primary resources in this research study used are questionnaires that were distributed to employees in a financial institution to complete. Permission was obtained from executive management, provincial management, junior management and the human resources department to distribute the research study questionnaire to the staff in the financial institution. Data was analysed by using structural, methodical and clear reasoning. Data analysis, involving a descriptive study in order to determine the relationship between the employees‟ perception towards workplace diversity in a financial institution operating in the Western Cape The descriptive study created an understanding of the relationship between the employees‟ perception towards workplace diversity, for the researcher and the organisation. The Pearson method was used to determine whether there is a relationship between age, race, gender, job category and qualification and the perceptions of workplace diversity in a financial institution. The Health Professional Council of South Africa (HPCSA)‟s ethical code of Professional Conduct for Psychologists was strictly adhered to. Voluntary participation was critical to the study because of the participants‟ time and energy required as well as asking participants to reveal personal information to the researcher. Permission to conduct the research was obtained from the financial institution where study was undertaken. Informed consent was obtained from participants before starting the data gathering process. Three hundred and nine (309) respondents completed a biographical questionnaire as well as the workplace diversity survey in order to understand their perception and understanding of workplace diversity. To ascertain the perception of workplace diversity, respondents completed a workplace diversity survey. While the results of the current study reveals interesting findings, the results should be interpreted with caution due to the size of the sample used which impacts the generalizability of the findings.

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