This research is a result of a nine week field study during spring 2012, with the purpose of highlighting the stories of Dalit women in Madhya Pradesh, India. Together with a fellow student at Södertörn University, I investigated the Garima Campaign, an ActionAid project working with Dalit women forced to endure the illegal practice of manual scavenging, the manual removal of human excreta from dry toilets. This research was funded by a Minor Field Study scholarship provided by Swedish International Development Cooperation Agency (SIDA). In this paper I investigate how these oppressed women may change their life situation and self-image through participation in a group of peers striving towards the same goal, asking the questions: how do they narrate their former life as manual scavengers, what is it that persuaded them to join the campaign, and what kind of attitudes did they encounter from other members of society? Following this, focus is on communication and how it can contribute to improving the life conditions of people of low social status. The theories used for this purpose are intersectionality and empowerment, as well as Bourdieu’s concepts of habitus, field and symbolic violence. The data was drawn from interviews with female former manual scavengers, supported by observations of their life situation and on other background material. The results of this study corroborate the findings of much of the previous work in this field, especially in relation to the treatment of manual scavengers by the rest of society. However, there seemed to have been three major arguments that finally convinced the women to quit working as manual scavengers. The first one related to their feeling of dignity. The second one dealt with them being aware of their human rights, which supports the argument that awareness may lead to change. The third argument was an important pathos argument, and consisted of the fact that their children were mistreated in school and that the women did not want their children to feel bad about their social situation. In the Garima campaign the women are allowed to do things taboo for Indian women, especially for Dalit ones, like disturbing the existing system and standing up for their rights by kicking up a fuss. The campaign opened up a new arena in which they did not only work to abolish manual scavenging practices, but also worked to attack the caste system on the grass-roots level. In informing others, convincing them to stop the practice, the self-confidence of the women was strengthened further, as individuals and as a group.

This thesis examines how women negotiate their identification within and as a group when engaging in interreligious dialogue. It is an in-depth case study of the women’s interfaith book groups, the Daughters of Abraham, located in the Greater Boston Area. This focus facilitates an in-depth understanding of the dynamics of relationships within one group, between different groups, and as situated in the American sociocultural context. I explore the tensions arising from religious diversity, and the consequences of participating in an interreligious dialogue group for understandings of religious self and others. Categories such as boundary, power, sameness, difference, self and other serve to explore the complexities and fluidity of identity constructions. I answer the following questions: How do members of the Daughters of Abraham engage with the group’s religious diversity? How does their participation in the Daughters of Abraham affect their self-understanding and understanding of the “other?” What can we learn about power dynamics and boundary drawing from the women’s accounts of their participation in the Daughters of Abraham and from their group interactions? Two interrelated arguments guide this thesis. One, I show that Daughters members arrive at complex and fluid understandings of what it means to identify as an American Jewish, Christian, and Muslim woman by negotiating various power dynamics arising from ideas of sameness and difference of religion, gender, and sociopolitical values. Two, I contend that the collective emphasis on commonalities in the Daughters of Abraham is a double-edged sword. Explicitly, this stress intends to encourage engagement with the group’s religious diversity by excluding those deemed too different. However, whilst this emphasis can generate nuanced understandings of religious identity categories, at times it highlights differences detrimental to facilitating such understanding. Moreover, this stress on commonalities illuminates the power dynamics and tensions characterizing this women’s interfaith book group. Scholarship has by and large overlooked women’s interreligious engagements with explicit ethnographic studies of such being virtually non-existent. This thesis addresses this gap by using ethnographic methods to advance knowledge about women’s interreligious dialogue. Furthermore, it pushes disciplinary discourses by speaking to the following interlinked areas: Jewish-Christian-Muslim relations, formalized interreligious dialogue, interreligious encounters on the grassroots level, women’s interreligious dialogue, a book group approach to engaging with religious diversity, and interreligious encounters in the American context post-September 11th 2001.

Thesis (M Social Work)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: An explorative study of the Social Worker's role and responsibilities to develop the leadership potential of grassrootslevel employees in industrial organisations was undertaken. This subject was chosen with requirements in mind, which are necessary for the transformation process to be presented to industrial organisations for the implementation of affirmative action. A comprehensive literature study revealed that social workers can make a positive and essential contribution to organisations, either as an industrial social worker, or an affirmative action specialist, or as a member of the human resources development team. A discussion of the necessary leadership qualities, the implementation of affirmative action, and useful resources that may be used for development programs, is included. The literature study was followed by an empirical study. The empirical study was made with the assistance of questionnaires. The questionnaires were used to collect data on the perceived role of social work in the industrial organisation. Organisations that do utilise social work services were approached for permission and co-operation to complete the questionnaires. Seventeen respondents from fifteen organisations were selected in a random process, for inclusion in the study. The research indicated that social workers have different roles to play in vanous organisations, and with the values, knowledge base and competencies that are brought to the organisation, have a responsibility to ensure that affirmative action and labour equality is brought to fruition. With regard to the implementation of leadership development programs in industrial organisations, it was noted that grassroots level employees were seldom included in the programs, although the majority of social workers believe that all employees should participate in the programs. A summary of the skills and knowledge base required by the industrial social worker to deliver an effective service in the organisation, and to manage the development and training of employees, is included. Some skills that require further development by social workers were identified. It was also found that individuals hold different perceptions and definitions of affirmative action and it's implementation in organisations. The recommendations are, inter alia, that all leadership development programs must be continuously monitored, evaluated and subsequently followed up to assess their applicability and effectiveness. The training of industrial social workers must focus more on the development of negotiating and training skills and stimulation of assertive actions. A larger variety of resources, such as video recordings, role playing, dramatisation, interactive computer programs and small group discussions, can be used in addition, for the training and development of grassroots level employees. Should these recommendations be implemented, industrial social workers can make a significant contribution to the development and improvement of South Africa's economic, political and social situation by extending the potential of the grassroots level employees, who constitute the greatest portion of the total labour force. A group of people can thus be empowered to function optimally and to respond to the guidelines of the White Paper for Social Welfare 1997. / AFRIKAANSE OPSOMMING: 'n Verkennende studie oor maatskaplike werkers se rol en verantwoordelikheid om die leierskapspotensiaal van grondvlakwerknemers in bedryfsorganisasies te ontwikkel, is onderneem. Die onderwerp is gekies met die oog op die vereistes wat die proses van transformasie aan bedryfsorganisasies stel om regstellende aksie doeltreffend te implementeer. 'n Omvattende literatuurstudie het aan die lig gebring dat maatskaplike werkers 'n positiewe en onmisbare bydrae het om aan bedryfsorganisasies te lewer, hetsy as bedryfsmaatskaplike werker, as regstellende aksie spesialis of as deel van die menslike hulpbronontwikkelingspan. 'n Bespreking van noodsaaklike leierskapskwaliteite, die implementering van regstellende aksie en hulpmiddels wat vir ontwikkelingsprogramme benut kan word is ook ingesluit. Die literatuurstudie is opgevolg deur 'n empiriese studie. Die empiriese ondersoek is aan die hand van vraelyste uitgevoer. Die vraelyste is benut om data oor die rol van maatskaplike werk in bedryfsorganisasies te bekom. Bedryfsorganisasies wat wel van maatskaplike werkdienslewering gebruik maak, is genader en toestemming en samewerking is verkry. Deur middel van 'n nie waarskynlikheidseleksiemetode is sewentien respondente binne vyftien organisasies in die Kaapse Metropool geselekteer om aan die ondersoek deel te neem. Die navorsing het aangedui dat maatskaplike werkers verskillende rolle in bedryfsorganisasies vertolk, en met die waardes, vaardighede en kennisbasis wat na die organisasie gebring word, 'n verantwoordelikheid het om toe te sien dat regstellende aksie en arbeidsgelykheid in organisasieverband tot volle reg kom. Met betrekking tot die implementering van leierskapsontwikkelingsprogramme in organisasies, het dit aan die lig gekom dat grondvlakwerknemers selde ingesluit word by die programme, alhoewel die meerderheid bedryfsmaatskaplike werkers van mening is dat alle werknemers aan die betrokke programme kan deelneem. 'n Uiteensetting van die vaardighede en kennisbasis wat die maatskaplike werker benodig ten einde effektiewe diens binne 'n bedryfsorganisasie te lewer, asook om die ontwikkeling en opleiding van werknemers te behartig, is voorsien. Enkele vaardighede wat verdere ontwikkeling by bedryfsmaatskaplike werkers verg, is identifiseer. Daar is ook bevind dat individue verskillende definisies en persepsies het met betrekking tot regstellende aksie en die implementering daarvan in bedryfsorganisasies. Die aanbevelings sluit in dat alle leierskapsontwikkelingsprogramme deurlopend, sowel as na afloop daarvan evalueer en ook opgevolg moet word ten einde die toepaslikheid en effektiwiteit daarvan te monitor. Die opleiding van bedryfsmaatskaplike werkers moet meer fokus op die ontwikkeling van onderhandelings- en opleidingsvaardighede, en ook assertiewe gedrag stimuleer. 'n Groter verskeidenheid hulpbronne kan in kombinasie vir die opleiding en ontwikkeling van grondvlakwerknemers gebruik word, soos videoopnames, rollespel, drama, interaktiewe rekenaarpakette asook kleingroepbesprekings. lndien hierdie aanbevelings geïmplementeer word, kan bedryfsmaatskaplike werkers 'n prominente bydrae tot die ontwikkeling en vooruitgang van Suid-Afrika se ekonomiese, politieke en sosiale situasie lewer, deur grondvlakwerknemers, wat 'n groot deel van die totale arbeidsmag uitmaak, se potensiaal te ontgin. Sodoende word 'n geïdentifiseerde groep persone bemagtig om optimaal te funskioneer en word daar terselfdertyd aan die riglyne soos deur die Witskrif vir Maatskaplike Welsyn 1997 bepaal, beantwoord.