<p>There has been a lot of comment and reaction to the presence of immigrants in South Africa, and most of it has been very negative. In light of the negative reaction, one can ask whether immigrants do in fact add any value to the well being of the host countries, given their education, experience and high involvement in small businesses. Several studies have noted that the relatively highr level of education and skills of migrants is at the same level as those of the host populations. This research is aimed at contributing to the debate of the perception that immigrants are taking up jobs that are supposed to belong to South Africans.</p>

The focus on diversity is relatively new in the Norwegian labor market but its expansion is comparable to other European countries. Due to the changing contours of the population outlook in Norway and the large demand of labor, there is a challenge faced by different actors in the processes of formulating and implementing social policies. These confrontations include factors such as qualification, training, facilitation, racism and other forms of discrimination. Along with political and legal measures to ensure fair conditions, there has been an involvement of both public and private sectors in discussions related to these issues and how they can be talked. Due to this, a number of organizations such as Posten Norway AS, Telenor ASA, Statoil ASA, Stormberg and Dalpro have embarked on strategic measures focusing on how to deal with the diversity problematic in their respective firms. These organizations are both publicly and privately owned. This paper engaged in an exploration of these strategies by closely relating to a research project at the Norwegian University of Science and Technology, NTNU Social Research Limited in the report "Why Diversity" (Berg, Thorshaug,Garvik,Svendsen and Øiaas, 2012). The case studies of the named organizations were chosen based on their working strategies parallel to diversity variations, diversity management, the size of the organization, and industrial affiliation. The data collection from the companies was based on interviews with Human Resource personnel and diversity managers. Other sources of data included public documents from the studied organizations. This paper discusses how employers in the private and public entities choose to use diversity work as a strategy. John Wrench’s theory of "Diversity Management" is used to analyze the applied strategies through the various measures. A qualitative approach was employed and involved conversations and interviews, analysis of the given documents, related literature (both off and online), observation and knowledge gained during the research project. The considered relevant aspects to highlight diversity in this paper, in a broader sense, included immigrants, immigrants in the labor market, as well as political and legal constraints in workplace. The findings in this study are a presentation of the various strategic approaches used by the chosen companies, exploring and discussing their experiences and assessing what enhances or limits a good diversity management.

The purpose of this research is studying and analyzing immigrant’s perception of their integration into the labor market in Sweden. It is qualitative study and the data consist from six in-depth interviews with immigrants who live in Östersund, Sweden and arrived to Sweden at least one year ago. The theoretical starting point of the thematic analysis of the collected data is following concepts: social integration and social segregation, discrimination (statistical, preference, ethnical, racial, religious), cultural distance, self-confidence and self-perception, human capital and social capital.The results have shown that the majority of the immigrants perceive themselves as segregated from the Swedish labor market due to the unemployment, discrimination towards them, cultural differences between them and Swedes, the unadjustment to the Swedish society, and the exclusion from the Swedish social network. However, the employment was not considered by all interviewed immigrants as a prerequisite for the integration into the job market in Sweden. Such country-specific skills as Swedish education and Swedish work experience were identified by the interviewed immigrants as important factors for their acceptance by the Swedish employers.

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