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Dissertations / Theses on the topic 'Employment equity and diversity'

Author: Grafiati

Published: 7 November 2024

Last updated: 31 July 2025

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1

Ralepeli, Selebeli Gideon. "Employee perceptions on managing diversity in the workplace / S.G. Ralepeli." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2905.

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Tlhatlosi, Mannete Martha. "Application of the Employment Equity Act and diversity in the mining industry / by Thlatlosi Mannete Martha." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4450.

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The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (s

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3

French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno

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4

French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno

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5

Halvorson-Fried, Sarah Marie. "Exploring Factors Influencing Employer Attitudes and Practices toward Equity, Diversity, and Inclusion in the New River Valley." Thesis, Virginia Tech, 2016. http://hdl.handle.net/10919/71705.

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Although Congress enacted civil rights legislation in the 1960s to address racial inequities in income and employment, the executive branch and the courts have since retreated from efforts to pursue those policies aggressively. Meanwhile, anti-racism advocates, including the Montgomery County, Virginia based Dialogue on Race, have continued to promote strategies aimed at securing employment and income equity for all citizens. This study analyzed the social and economic costs of continued racial inequality in employment and income, and examined the ways in which local employers are addressing t

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6

Masembate, Vivienne Mtombizodwa. "Is the composition of staff within Tygerberg Administration in terms of employment equity, representative of the demographics of the Western Cape from 05/01/2000 - 31/12/2001?" Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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The shift from an ethnocentric, monocultural society to a more inclusive and democratic society should be accompanied by a national policy providing equal access to resources in a proactive, affirmative manner. This can be achieved in one of the two ways, either through equal employment opportunity or Affirmative Action. Affirmative Action is a specific intervention directed toward ensuring that employment opportunities are created by actively correcting imbalances caused by past discrimination and achieving employment targets. Equal employment opportunity implies an absence of discrimination,

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7

Ryklief, Mogamat Yasien. "The equity composition of employees in a selected provincial government department in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2582.

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Thesis (MTech (Public Administration))--Cape Peninsula University of Technology, 2017.<br>In 1994 the newly elected democratic South African government inherited a nation deeply scarred by a history of racial division and social, political and economic inequality. The democratic government was determined to create an environment that felt like home to all, a society that welcomed all and a political environment that catered for all. The democratic government therefore introduced laws and structures designed to promote the principle of “equity.” Although these have been in force for more than

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8

Baker, Marzena. "Gender equality in project-based organisations." Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/205245/1/Marzena_Baker_Thesis.pdf.

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This thesis is a mixed methods research study that focuses on the evaluation of gender equality in the project-based organisations. It aimed to explore how gender equality initiatives affect representation of women at various levels of organisations and to understand the impact of women’s representation on organisational outcomes. It also aimed to explore the issues of selection and implementation of HR initiatives designed to address equality and diversity. This research extends our knowledge of the effectiveness of gender equality initiatives on women’s representation and the organisational

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9

Woolnough, Kim Shantithe. "The relation between equity policies, employee perceptions and organisational culture." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27275.

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Important changes that have taken place within South African politics mean that most companies today are under pressure to implement affirmative action (AA) policies within their organisations (equity policies). These AA policies include employment equity (EE) policies and Black economic empowerment (BEE) policies. Company agendas now include aspects such as equality and social justice and organisations will continue to be evaluated in terms of how well they meet employment equity targets. Many employees and citizens in general view the process and implementation of these policies with great s

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10

Carelse, Kareemah. "Employees’ perceptions towards workplace diversity in a financial institution operating in the Western Cape." uwc, 2013. http://hdl.handle.net/11394/3224.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>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

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11

Van, der Schyff Sedick. "Men's attitudes and responses to the Gender Equity Strategy at South African Nylon Spinner Polymer Plant (2002-2004): Implications for an education and training intervention." University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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<font face="Arial">This study investigated the attitudes and responses of male employees to the implemention of the Gender Equity Strategy and considered the implementation for the development of a gender education and training intervention. The study investigated the initial resistance to the introduction and implementation of the Gender Equity Strategy at the Polymer Plant by male employees. </font>

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12

Biela, Runel. "The acculturation process in hostels of a higher education institution / Runel Biela." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1384.

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13

DeGeorge, Bradley Victor. "Equal employment opportunity in a climate of managing diversity : an institutional study of personnel processes of the Pennsylvania State Police /." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-08082007-114523/.

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14

Gildenhuys, Annelie. "Leadership style as a component of diversity management experience / Annelie Gildenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2006.

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15

Ben-Galim, Dalia. "Equality and diversity : the gender dimensions of work-life balance policies." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.

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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape

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16

Govender, Vanisha. "Linking the advancement of women to senior management positions and gender barriers." Unisa, 2005. http://hdl.handle.net/10500/147.

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Look at the challenge of gender equity and global trends and its impact on Eskom<br>Women form 52 percent of the adult population in South Africa, the majority of the population, but their status in the workplace is marginalized. The Commission of Employment Equity 2003 report revealed that women represent only 37% of the total workforce and 21% of all senior management positions and only 14% of top management positions. The study firstly investigates if gender barriers are creating obstacles for the advancement of women to senior management positions. The evidence of the research indica

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17

Dulude, Louise. "Seniority and employment equity for women." Thesis, University of Ottawa (Canada), 1994. http://hdl.handle.net/10393/6692.

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Conflicts between seniority and employment equity became evident after the United States adopted laws in the 1960s prohibiting discrimination in employment. Seniority rights sometimes slowed down or prevented the integration of Blacks and women in the workplace; in times of layoffs, they insured that recently-hired employees from these groups were the first to go. This led to innumerable law suits culminating in a series of U.S. Supreme Court decisions in the late 1970s and early 1980s. The potential for similar conflicts is even greater under Canadian anti-discrimination provisions because Ca

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18

Thokoe, Percy Ralodi. "An evaluation of UCT employment equity policy : the role of UCT in promoting employment equity (1995-2002)." Master's thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/9762.

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Includes bibliographical references (leaves 131-134).<br>The 1994 democratically elected government underpinned crucial socio-political changes in South Africa. The historical imbalances created by decades of Apartheid policies demanded employment of specific programmes in order to correct the situation. The period witnessed major transformation that is mainly intended to accommodate the previously marginalised communities; blacks, women and disabled people. These changes brought about the birth of affirmative action. Therefore, this study’s intention is to seek to examine "How successful has

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19

Voyageur, Cora Jane. "Employment equity and Aboriginal people in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23086.pdf.

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20

Leck, Joanne. "Employment equity programs in Canada's federal jurisdiction." Thesis, McGill University, 1991. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=70313.

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Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that ad

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21

Warnat, Amber E. "Intersectionality and employment equity in South Africa." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11959.

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Includes abstract.<br>Includes bibliographical references.<br>The objectives of the South African Employment Equity Act include providing equal opportunity in the workplace. However, the existing methods for achieving equality of opportunity have been unsuccessful because they do not engage sufficiently with the complexity of, and reasons for, inequality in the workplace. This thesis argues that the body of literature on intersectionality has great potential to contribute to the process of improving equality of opportunity. Derived from the literature, an intersectional analysis offers employe

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22

Moorcroft, Karen. "Equity among male and female engineers." Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=26695.

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The following research used data from the SSE to determine whether socialization or discrimination can explain the lower status of female engineers, compared to men. It was learned that female engineers with children are as committed to their careers as childless female engineers. Moreover, there is no difference in income or job status between these two groups. There is also no significant difference in income between male and female engineers when controlling for employment status, degree, job status and experience. However, female engineers are not found in management positions as often as

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23

Brennan, Patricia L. "Storming the ramparts, employment equity and the military." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0011/MQ32904.pdf.

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24

Chabursky, Lubomyr. "A critical examination of the Employment Equity Act /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60698.

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The Employment Equity Act obliges employers to undertake affirmative action to combat employment discrimination. On October 31st, 1991, a Parliamentary Committee was appointed to review the EEA and make recommendations for its improvement. This thesis assesses the EEA within the historical context of discrimination remedies. The thesis argues that the solution to systemic discrimination in employment cannot consist merely of measures that increase the representation of minorities in the workplace. Rather, the solution must also include measures designed to change traditional attitudes and ster

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25

Nelson, Madelé. "The relationship between psychological ownership and employment equity perceptions." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/79291.

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Psychological ownership is the psychologically experienced phenomenon that occurs when an employee develops possessive feelings towards a target (for example an organisation). However, there are several factors that influence the emergence of psychological ownership, one of them being contextual factors. Employment equity within the South African context might be considered such a contextual factor. The purpose of this study was to empirically investigate the relationship between psychological ownership (measured by the Psychological Ownership Questionnaire) and perceptions of employment equit

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26

Bam, Armand. "Embodying virtue in employment: Exploring the employment experiences of people with disabilities." Doctoral thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/27883.

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Research on the employment experiences of people with disabilities (PWD), on a global level, is limited. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people's organisations, compliance with legislation appears to have failed to ensure that employment targets are met, or rather, it has overlooked the underemployment of PWD. As a response to the challenges, this study explored the employment experiences of PWD. A qualitative, explorative, multiple case study approach was employed. Twelve participants were selected using a purp

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27

Morris, Janalee. "Working for equity, issues of employment for youth with disabilities." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0019/MQ53198.pdf.

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28

Laher, Ismail. "A critical analysis of employment equity measures in South Africa." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1003195.

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This thesis analyses the Employment Equity Act 55 of 1998 and its application in labour law in South Africa. After an initial examination of the general concepts with regards to employment equity and current international conventions regarding employment equity, the study will move on to examine employment equity as it stands in the law today. In examining the current law regarding employment equity, a brief historical background will be offered in order to show the legacy of apartheid: the immense disparity between the different categories of South African people in the modern era. By using t

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29

Prince, Freddy. "Perceptions of managers regarding the barriers to implementing the Employment Equity Plan of the City of Cape Town :an exploratory study." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2164_1181561977.

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<p>During the amalgamation of the seven substructures within the City of Cape Town specific problems arose around employment equity issues and consequently the City of Cape Town has introduced an Employment Equity Plan. This study investigated the perceptions held by managers regarding the barriers that can mitigate againsst the successful implementation of the Employment Equity Plan.</p>

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30

Lewis, Priscilla-Anne. "Gender Equity and Change Management in the Diversity Equity Department at the City of cape Town." Thesis, University of the Western Cape, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9804_1276545134.

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<p>The problem investigated in this study is that gender equity and change management in the City of Cape Town and in particularly the Diversity Equity and Change Management Department, has not been adequately assessed and a coherent set of options to address this problem has not yet been adequately researched. In particular, the situation is that senior management is not representative and that recruitment and appointment procedures as well as the change management process are not conducive to gender equity. The nature of this study is qualitative and the case study method has been utilized.

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31

Chavez-Haroldson, Maria Teresa. "LatinX Diversity Officers in Higher Education: Capacitating Cultural Values as Champions of Equity, Diversity, and Inclusion." Antioch University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1583658860303437.

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32

Gross, Brenda. "Employment equity and the merit principle, will ever the twain meet?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0007/MQ36822.pdf.

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33

Kapp, Linette. "Employment equity in the SANDF : practical implications and challenges / Linette Kapp." Thesis, North-West University, 2002. http://hdl.handle.net/10394/2423.

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34

Nujjoo, Sayyideena Aleeshah. "Exploring employees' attitudes towards employment equity from a social identity perspective." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6836.

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Employees from different racial and gender groups in South Africa tend to differ in their attitudes towards Employment Equity (EE) strategies, particularly, towards preferential treatment in terms of EE. Negative attitudes towards preferential treatment in turn may act as contributing factors to demographic changes towards a more representative workforce being slow in organisations. The objective of the study was to explore factors that influence this difference in employees? attitudes from a Social Identity Theory (SIT) perspective.

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35

Alexander, Kristina A. "Gender employment equity power status among Missouri superintendents of public schools." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3074366.

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36

O'Connell, Davidson Julia. "The employment relation : diversity and degradation in the privatised water industry." Thesis, University of Bristol, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294386.

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37

Sebola, MS, and T. Khalo. "Implementation of employment equity: A case of the Universities of Venda and of Pretoria." Journal of Public Administration, 2010. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001188.

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Abstract Since the advent of the Employment Equity Act (EEA) in 1999, with the aim, to eliminate unfair discrimination and promote affirmative action in the workplace, implementation has been less than satisfactory. The Act (EEA), a public policy, demands of employers, both public and private, to meet partcular equity targets within their workplaces. The Act further requires that employers should report on progress achieved in meeting these targets. Such targets include, inter alia, the employment of designated persons, disabled persons, etc. Institutions of Higher Learning are no exception. T

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Sharp, L. Kathryn, and Cathy Whaley. "Diversity, Equity, and the Common Core Blues: Dispositions as a Compass." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/4277.

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39

Ring, Grant. "An investigation into the progress made towards achieving employment equity at Calsonic Kansei South Africa (PTY) Limited in terms of the Employment Equity Act no. 55 of 1998." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/104.

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The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances

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Joseph, Gavin David. "An investigation into the impact of employment equity within Telkom: Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/192.

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As a country, South Africa has undergone major social and political changes, specifically over the past two decades. Along with these changes, new legislation such as the scrapping of the Group Areas Act, changed the face of residential areas to one where suburbs now reflect the demographics of the country. Inevitably, changes in the business world also came about, one significant change being the promulgation of the Employment Equity Act (No.55 of 1998) which regulates employment practices in an attempt to make the workforce a true reflection of the South African population. The change in lab

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Bloom, T. M., and L. Lues. "Assessing the implementation of employment equity in a Category C district municipality." Journal for New Generation Sciences, Vol 11, Issue 1: Central University of Technology, Free State, Bloemfontein, 2013. http://hdl.handle.net/11462/623.

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Published Article<br>The South African Public Sector is based on democratic values and principles enshrined in the Constitution. One of those crucial principles is the promotion of efficiency and the economic and effective utilisation of resources. By implication, the achievement of this principle is only possible if people with the correct skills, qualifications and knowledge are selected to lead government projects and programmes. However, the country's unrepresentative labour force, as well as their disadvantage with regard to skills, poses a challenge within the Public Sector. The purpose

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42

Lalonde, C. Coralie (Catherine Coralie) Carleton University Dissertation Psychology. "Egalitarianism versus individualism conflict theory; explaining people's support for employment equity policies." Ottawa, 1993.

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Groenewald, Annaline. "An analysis of development strategies aimed at meeting employment equity objectives within Medscheme." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/515.

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South Africa has undergone major social and political changes over the past two decades. In addition, new legislation in the form of the Employment Equity Act (No. 55 of 1998), which regulates employment practices in an attempt to make the workplace a true reflection of the South African population, was introduced to employers. The implementation of this Act has a major impact on organisations in South Africa and definitely influences the way in which they do business. Organisations, large and small, in every sector are being squeezed in all dimensions. They compete for customers whose expecta

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Dweba, Thandeka. "A study of the implementation of Employment Equity at the Engcobo Local Municipality." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008410.

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Rationale: It cannot be denied that there has been improvement in demographic representation in South Africa since the implementation of the Employment Equity Act 55 of 1998. Whilst there may still be room for improvement, especially on employer attitudes towards the implementation of employment equity, improved representation of the Previously Disadvantaged Groups has evidently appreciated, however, marginally. Research purpose: This study sought to explore stakeholder perceptions as to why Engcobo Local Municipality had not successfully implemented the Employment Equity Act. Research design,

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Adkins, Jennifer Nora. "The impact of the employment equity legislation on federally regulated organizations in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ38519.pdf.

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Mavundla, Ntombizandile Hendrieta. "Women's employment equity in South African local government : a study of senior managers." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/12119.

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Includes bibliographical references (leaves 94).<br>Includes abstract.<br>This is an analytical as well as evaluative study which uses qualitative methods. The focus of the study is the local government sphere and its subjects are district municipalities and metros as administrative entities. The study seeks to understand whether local government has succeeded in meeting the objective of gender parity in senior management positions. The study draws extensively on the literature covering the historical evolution of women’s movements and feminists theories. It reviews empirical evidence on the i

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Kekana, Ludwick Tebatso. "Employment equity transformation within various levels of management in selected South African mines." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/31603.

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Background There has been slow employment equity (EE) transformation in the South African mining industry, particularly within middle and executive management levels. The number of black Africans in management positions remains low and more needs to be done to bring about the desired levels of representation. If meaningful progress is to be made, it is imperative for the Government and mining companies to implement policies and strategies that aim to improve the representation of EE candidates within management levels. In the present study, management teams were chosen as the focus because t

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Van, der Heyden Chrizelda Colleen. "Employees perception of employment equity fairness within a mining organisation in South Africa." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4303.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>After the 1994 elections South Africa had to undergo drastic changes for it to become a more just society to address past injustices experienced by various ethnic groups. Issues such as equality and social justice have frequently appeared on top of various organisations’ agenda. The South African Government realised legislation was of paramount importance to guide organisations in promoting justice in the workplace. These changes in the legislation have had several impacts on organisations operating in South Africa, namely turnover, re

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Mgcodo, Yolanda Thandile. "Affirmative action in terms of the Empolyment Equity Act." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/356.

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The term affirmative action originated in the United States some 30 years ago to describe a process of liberating minority groups. The objective of affirmative action within an organisational context, is to democratise the workplace by enabling members of previously disadvantaged groups to progress higher up the ranks of the corporate world. The affirmative action drive only took off in South Africa when it became part of the democratisation process and the focus was directed towards liberating the historically disadvantaged black majority. Prior to 1994, the reasons for implementing affirmati

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Lepadatu, Elena Darina. "DIVERSITY IN A JAPANESE TRANSPLANT: THE EFFECT OF GENDER, RACE, AGE, AND EMPLOYMENT STATUS ON TEAMWORK." UKnowledge, 2007. http://uknowledge.uky.edu/gradschool_diss/513.

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Diversity and Teamwork are currently some of the trendiest human resources strategies of boosting team performance and ultimately, organizational performance. This study analyzes the impact of gender, racial, age and employment status diversity on teamwork, and is one of the first studies on diversity and teamwork in the mature phase of Japanese transplants. The theoretical framework includes elements of the symbolic interactionist theory, Kanter.s theory on tokenism, revised contact hypothesis and perspectives on cultural diversity (Ely and Thomas, 2001). The data were collected from intervie

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