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Journal articles on the topic 'Multiculturalism Diversity in the workplace'

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Published: 4 June 2021
Last updated: 10 February 2022

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1

Lynch, Frederick R. "Managing diversity: Multiculturalism enters the workplace." Academic Questions 5, no. 2 (June 1992): 81–87. http://dx.doi.org/10.1007/bf02683276.

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2

Alozie, Ositadima Emeka. "Diversity V Multiculturalism Advantages And Disadvantages Of Workplace Diversity." International Journal of Scientific and Research Publications (IJSRP) 10, no. 1 (January 6, 2020): p9720. http://dx.doi.org/10.29322/ijsrp.10.01.2020.p9720.

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3

Lim, Ly Ly. "A Multicultural Act for Australia." Cosmopolitan Civil Societies: An Interdisciplinary Journal 10, no. 2 (July 27, 2018): 47–66. http://dx.doi.org/10.5130/ccs.v10i2.5981.

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Multiculturalism as a public policy framework depends on states identifying cultural differences among their citizens as salient for resource allocation, political participation and human rights. The adoption of multiculturalism as a term and a framework signifies the recognition of a politics of difference within a liberal democratic framework of identities and aspirations. Yet the national government in Australia unlike any other country with espoused policies of multiculturalism has chosen to have neither human rights nor multicultural, legislation. This paper argues that multicultural societies require either or both sets of legislation to ensure both symbolic affirmation and practical implementation. Taking inspirations from international, Australian State and Territory based multicultural and diversity legislations, and modelling on the Australian Workplace Gender Equality Act of 2012, this paper explores what should be included in a national multicultural legislation and how it could pragmatically operationalise in Australia to express multiculturalism’s emancipatory agenda.
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Appelbaum, Steven H., Oleksandr Kryvenko, Mauricio Rodriguez Parada, Melina Rodica Soochan, and Barbara T. Shapiro. "Racial-ethnic diversity in Canada: competitive edge or corporate encumbrance? Part One." Industrial and Commercial Training 47, no. 6 (September 7, 2015): 302–9. http://dx.doi.org/10.1108/ict-03-2014-0012.

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Purpose – The purpose of this two-part paper is to explore the relationship between multiculturalism and performance, and attempt to reconcile some of the varying points of views, in order to suggest practical implications for managers in the workplace. Design/methodology/approach – A review of the literature regarding both diversity and performance was performed. Next, the focus was on the relationship specifically between racial-ethnic diversity and performance. To show the relevance of the paper, materials dedicated to Canadian population and immigration was included. Findings – It is still somewhat inconclusive whether diversity can have a definite positive or negative impact on organizational performance. The literature reviewed shows that authors have differing opinions. One element appears to be clear: diversity of itself does not necessarily bring benefit. For a diverse group to perform well, it must be well managed. Diversity remains an underused tool that managers have yet to learn to utilize. Research limitations/implications – At the time of writing, there was not a significant amount of published material on the direct relationship between multiculturalism and performance. This paper attempts to gather and make sense of the various views formalized thus far and puts forth a new question of how to turn multiculturalism in the workplace into an asset for organizations. Practical implications – Managers still do not agree on how to take full advantage of diversity. As the Canadian workforce becomes more and more diverse, so increases the importance of addressing and answering this question in practical terms. Especially facing the increased globalization of corporations, taking advantage of the untapped potential that resides in a culturally diverse work team should be at the top of every international company’s goals. Social implications – The importance of studying the relationship between multiculturalism and performance is crucial because in developed countries like Canada organizations are becoming increasingly culturally diverse. Much has been written about the effect of group diversity on conflict and creativity, on the performance of heterogeneous groups vs homogeneous groups, on organizational commitment among ethnic minorities, and on self-fulfilling performance expectations. Originality/value – This paper is a useful source for managers interested in understanding the real value of diversity in the workplace, as well as for researchers studying the relationship between corporate diversity and corporate performance.
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Appelbaum, Steven H., Oleksandr Kryvenko, Mauricio Rodriguez Parada, Melina Rodica Soochan, and Barbara T. Shapiro. "Racial-ethnic diversity in Canada: competitive edge or corporate encumbrance? Part two." Industrial and Commercial Training 47, no. 7 (October 5, 2015): 386–93. http://dx.doi.org/10.1108/ict-03-2014-0013.

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Purpose – The purpose of this paper is to explore the relationship between multiculturalism and performance, and attempt to reconcile some of the varying points of views, in order to suggest practical implications for managers in the workplace. Design/methodology/approach – A review of the literature regarding both diversity and performance was performed. Next, the focus was on the relationship specifically between racial-ethnic diversity and performance. To show the relevance of the paper, materials dedicated to Canadian population and immigration was included. Findings – It is still somewhat inconclusive whether diversity can have a definite positive or negative impact on organizational performance. The literature reviewed shows that authors have differing opinions. One element appears to be clear: diversity of itself does not necessarily bring benefit. For a diverse group to perform well, it must be well managed. Diversity remains an underused tool that managers have yet to learn to utilize. Research limitations/implications – At the time of writing, there was not a significant amount of published material on the direct relationship between multiculturalism and performance. This paper attempts to gather and make sense of the various views formalized thus far and puts forth a new question of how to turn multiculturalism in the workplace into an asset for organizations. Practical implications – Managers still do not agree on how to take full advantage of diversity. As the Canadian workforce becomes more and more diverse, so increases the importance of addressing and answering this question in practical terms. Especially facing the increased globalization of corporations, taking advantage of the untapped potential that resides in a culturally diverse work team should be at the top of every international company’s goals. Social implications – The importance of studying the relationship between multiculturalism and performance is crucial because in developed countries like Canada organizations are becoming increasingly culturally diverse. Much has been written about the effect of group diversity on conflict and creativity, on the performance of heterogeneous groups vs homogeneous groups, on organizational commitment among ethnic minorities, and on self-fulfilling performance expectations. Originality/value – This paper is a useful source for managers interested in understanding the real value of diversity in the workplace, as well as for researchers studying the relationship between corporate diversity and corporate performance.
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6

Krysa, Isabella, Mariana Paludi, and Albert J. Mills. "The racialization of immigrants in Canada – a historical investigation how race still matters." Journal of Management History 25, no. 1 (January 14, 2019): 97–113. http://dx.doi.org/10.1108/jmh-09-2018-0048.

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PurposeThis paper aims to investigate the discursive ways in which racialization affects the integration process of immigrants in present-day Canada. By drawing on a historical analysis, this paper shows how race continues to be impacted by colonial principles implemented throughout the colonization process and during the formation stages of Canada as a nation. This paper contributes to management and organizational studies by shedding light on the taken-for-granted nature of discursive practices in organizations through problematizing contemporary societal and political engagements with “race”.Design/methodology/approachThis paper draws on critical diversity studies as theoretical framework to problematize a one-dimensional approach to race and diversity. Further, it applies the Foucauldian historical method (Foucault, 1981) to trace the construction of “race” over time and to show its impact on present-day discursive practices.FindingsThrough a discursive review of Canada’s past, this paper shows how seemingly non-discriminatory race-related concepts and policies such as “visible minority” contribute to the marginalization of non-white individuals, racializing them. Multiculturalism and neoliberal globalization are identified as further mechanisms in such a racialization process.Originality/valueThis paper illustrates the importance of a historical contextualization to shed light on present workplace discrimination and challenges unproblematic approaches to workplace diversity.
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Rijamampianina, R., and T. Maxwell. "The sharing principle: A way of managing multicultural organisations." South African Journal of Business Management 33, no. 2 (June 30, 2002): 1–11. http://dx.doi.org/10.4102/sajbm.v33i2.697.

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Although much has been said in academia on the importance of multiculturalism, cultural clashes in business and the workplace continue to be an issue of growing concern as the world moves toward an interlinked, global economy. Now more than ever, learning to draw on the richness of a kaleidoscopic workforce and to assist all team members in delivering their best efforts is a critical managerial task. This article provides a synopsis of the background to the problem of managing culturally diverse organisations, discusses the influences of cultural diversity on management, and proposes a conceptual framework for managing multicultural organisations through the ‘sharing principle’. The challenge for a multicultural learning organisation is to increase the potential benefits of cultural diversity by creating a willingness-to-share attitude – sharing success, sharing mental models, sharing vision, and sharing competence. A real commitment to the sharing principle is essential to effective management in culturally diverse organisations.
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Musolff, Andreas. "The “legitimation” of hostility towards immigrants’ languages in press and social media: Main fallacies and how to challenge them." Lodz Papers in Pragmatics 14, no. 1 (June 26, 2018): 117–31. http://dx.doi.org/10.1515/lpp-2018-0006.

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Abstract On the basis of internet forum and press media data, this article studies the expression of hostile attitudes towards multilingualism and multiculturalism in the context of debates about immigration. The forum data are drawn from the BBC’s Have Your Say website, which is a moderated forum that excludes polemical and abusive postings. Nevertheless, it still seems to provide its users ample opportunity for airing strongly anti-immigrant attitudes. The narratives in which these attitudes are being expressed are exemplary stories of the posters’ supposed encounters with the use of foreign languages in the street, in the workplace or at school. This presence of foreign languages in the British public sphere is evaluated as being (at least) problematic and is “explained” as a result of mass immigration, which serves to reinforce the scenario of a culture mix that will destroy British “home” culture. Media coverage of immigration partly supports such vilification of multilingualism and multiculturalism, and the reports and comments often seem to be drawn from similar narrative-argumentative templates as those of the discussions on Have Your Say. In conclusion, we argue that counterspeech informed by Critical Discourse Analysis has to develop alternative narratives and figurative scenarios that question the bias against linguistic and cultural diversity.
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Shachar, Ayelet. "Squaring the Circle of Multiculturalism? Religious Freedom and Gender Equality in Canada." Law & Ethics of Human Rights 10, no. 1 (May 1, 2016): 31–69. http://dx.doi.org/10.1515/lehr-2016-0002.

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Abstract The Canadian Charter of Rights and Freedoms is globally unique in that it includes explicit commitments to the values of multiculturalism and gender equality. Section 27 of the Charter provides that: “[It] shall be interpreted in a manner consistent with the preservation and enhancement of the multicultural heritage of Canadians,” whereas section 28 states that: “Notwithstanding anything in this Charter, the rights and freedoms referred to in it are guaranteed equally to male and female persons.” The Canadian experiment (as I will call it) offers us a rare, living laboratory in which a thriving constitutional system searches for legal and institutional pathways to addressing seemingly incongruous demands, obligations, rights, and protections. This article identifies a range of concrete legal responses developed and articulated by Canadian judges and other policymakers in response to claims for fair inclusion raised by members of religious minority communities. Contributing to ongoing theoretical and legal debates, I will conceptualize three variants of such fair inclusion claims. I will then assess what the Canadian multicultural experiment can teach other comparable countries about principled and pragmatic responses to the challenge of “living together” in shared spaces such as workplaces, schools, courthouses, and during citizenship ceremonies. The discussion will then explore the promises and pitfalls of a jurisprudential approach that resists the hierarchy of rights formulas, and tries instead to cover all grounds so as to neither erase diversity nor sacrifice equality.
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Desai, Sheetal, Srinivasa A. Rao, and Shazi Shah Jabeen. "Developing cultural intelligence: learning together with reciprocal mentoring." Human Resource Management International Digest 26, no. 3 (May 14, 2018): 38–40. http://dx.doi.org/10.1108/hrmid-03-2018-0050.

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Purpose This paper aims to focus on how reciprocal mentoring can be used to make employees culturally intelligent. Design/methodology/approach The authors conceptualize and present this framework based on their own experience in the industry and research experience in cross-cultural competence. Findings Workplaces today are characterized by high levels of multiculturalism. In such environments, being able to navigate this cultural diversity can be a challenge to many employees. Investing in cross-cultural training can be costly and time consuming. In such a situation, what better way to learn and appreciate cultural diversity than by bringing together two individuals from different cultural backgrounds. Reciprocal mentoring for developing cultural intelligence can be an effective practice that organizations can follow to develop intercultural competence amongst its employees. Practical implications The concept presented in the paper can help organizations use their own existing resources to develop cultural intelligence company-wide, rather than choosing third-party interventions/training. Originality/value This paper provides executives with a quick glimpse into the concept of cultural intelligence and its development through reciprocal mentoring.
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11

Gottfredson, Linda S. "Multiculturalism in the workplace." Psychologist-Manager Journal 1, no. 1 (1997): 7–17. http://dx.doi.org/10.1037/h0095820.

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12

Mazurkiewicz, Piotr. "Cultural diversity versus multiculturalism." Chrześcijaństwo-Świat-Polityka, no. 24 (June 10, 2020): 229–50. http://dx.doi.org/10.21697/csp.2020.24.1.29.

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The text analyzes the differences between cultural diversity (a state meaning coexistence in one area of different cultures) and multiculturalism (ideology). The latter often tries to impose various forms of mixing cultures from above, proclaiming the positive fruits of such activities. For this reason, it omits the nature of man (objective, universal and common to all people), often turns against the national identity in which he sees an obstacle to the emergence of one global universal culture imposed from above. The creators of this ideology have their own system of values, which they often try to implement without the natural law.
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Lawrence, Vanessa J. "Multiculturalism, Diversity, Cultural Pluralism." Journal of Black Studies 27, no. 3 (January 1997): 318–33. http://dx.doi.org/10.1177/002193479702700302.

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Bloemraad, Irene. "UNITY IN DIVERSITY?" Du Bois Review: Social Science Research on Race 4, no. 2 (2007): 317–36. http://dx.doi.org/10.1017/s1742058x0707018x.

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This article considers how well the existing sociological literature on immigrant integration and assimilation responds to public fears over multiculturalism. The current backlash against multiculturalism rests on both its perceived negative effects for immigrants' socioeconomic integration and its failure to encourage civic and political cohesion. I offer a brief review of multiculturalism as political theory and public policy, demonstrating that multiculturalism addresses questions of citizenship and political incorporation, not socioeconomic integration. We have growing evidence that multiculturalism does not hurt immigrant citizenship or political integration, and might facilitate such processes. We know much less about the relationship between multiculturalism and socioeconomic outcomes. I discuss how sociologists have developed useful models of immigrants' socioeconomic assimilation but have paid scant attention to civic or political outcomes. They also have not adequately addressed the relationship between socioeconomic and political integration. We can, nonetheless, extrapolate from existing scholarship, and I outline two models of political integration that seem to emerge from the sociology of U.S. immigration: one of individual-level political assimilation, another of group-based political incorporation. I conclude by offering a number of hypotheses about the importance of “groupedness” for politics and the relationship between political action, multiculturalism, and socioeconomic integration.
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Van Den Bergh, Nan. "Workplace Diversity:." Employee Assistance Quarterly 6, no. 4 (June 26, 1991): 41–58. http://dx.doi.org/10.1300/j022v06n04_03.

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Sparkman, David J., Scott Eidelman, Aubrey R. Dueweke, Mikenna S. Marin, and Belkis Dominguez. "Open to Diversity." Journal of Individual Differences 40, no. 1 (January 1, 2019): 1–12. http://dx.doi.org/10.1027/1614-0001/a000270.

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Abstract. The present research examines the influence of personality on ideologies about diversity in society. In two studies ( N = 668), we test whether Openness to Experience predicts beliefs in multiculturalism and colorblindness, and whether these relationships are mediated by perspective-taking tendencies. In Study 1, Openness positively predicted multiculturalism but negatively predicted colorblindness through ethnic perspective taking – findings that were independent of empathy, age, gender, and race/ethnicity. In Study 2, we attempted to replicate and extend our findings by using different measures of multiculturalism and colorblindness and a more general, interpersonal operationalization of perspective taking. Results indicate Openness positively predicted both multiculturalism and colorblindness through interpersonal perspective taking (also independent of age, gender, and race/ethnicity), suggesting the pattern of findings varied as a function of perspective-taking type. Implications for the complexity of the Openness dimension and future research directions are discussed.
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Rodriguez, Ron. "Diversity and Multiculturalism in Libraries." Serials Review 21, no. 3 (September 1995): 102–3. http://dx.doi.org/10.1080/00987913.1995.10764266.

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Whitmire, Ethelene. "Diversity and multiculturalism in libraries." Journal of Academic Librarianship 21, no. 2 (March 1995): 129–30. http://dx.doi.org/10.1016/0099-1333(95)90130-2.

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Mercer, Kenneth L. "Roundtable-Workplace Diversity." Journal - American Water Works Association 109, no. 8 (August 2017): 56–63. http://dx.doi.org/10.1002/j.1551-8833.2017.tb00048.x.

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Patrick, Harold Andrew, and Vincent Raj Kumar. "Managing Workplace Diversity." SAGE Open 2, no. 2 (April 17, 2012): 215824401244461. http://dx.doi.org/10.1177/2158244012444615.

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Golic, Rajko, Snezana Vujadinovic, and Dejan Sabic. "Ethnocultural diversity and multiculturalism in Canada." Zbornik radova - Geografski fakultet Univerziteta u Beogradu, no. 64 (2016): 255–89. http://dx.doi.org/10.5937/zrgfub1664255g.

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Tiwari, Sushil Kumar, and Dori Lal. "Multiculturalism to Address the Classroom Diversity." International Journal of Peace, Education and Development 4, no. 1 (2016): 19. http://dx.doi.org/10.5958/2454-9525.2016.00003.2.

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Rosa, Vanessa. "Multiculturalism and Diversity in Urban Revitalization." Journal of Critical Race Inquiry 6, no. 1 (May 23, 2019): 32–61. http://dx.doi.org/10.24908/jcri.v6i1.9903.

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This article examines the uses of “diversity” in the revitalization of two public housing projects in Toronto, Canada: Regent Park and Lawrence Heights. Both revitalization plans emphasize a diversity of use, diversity of income, and diversity of culture. I argue the diversity of diversity serves as a legitimizing tool for the revitalization projects and that the use of the term is productively ambiguous and draws from the cachet of Canadian multiculturalism, without explicitly naming race and racial inequality. My analysis sheds light on tensions between the types of diversity, challenging the potential for the framework to address structural inequality via revitalization. While both diversity and mix (mixed income or diversity of incomes, for example) are generally taken-for-granted terms in planning discourse, promoting more equitable planning practices requires analyzing them more closely in context.
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Donaldson, Rachel C. "Broadcasting Diversity: Alan Lomax and Multiculturalism." Journal of Popular Culture 46, no. 1 (February 2013): 59–78. http://dx.doi.org/10.1111/jpcu.12016.

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Pagani, Camilla, Francesco Robustelli, and Cristina Martinelli. "School, cultural diversity, multiculturalism, and contact." Intercultural Education 22, no. 4 (August 2011): 337–49. http://dx.doi.org/10.1080/14675986.2011.617427.

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Aytac, Selenay, Lai Ma, Devendra Potnis, Abebe Rorissa, Hsin Liang Chen, and Xiao Hu. "Diversity and multiculturalism of LIS education." Proceedings of the Association for Information Science and Technology 53, no. 1 (2016): 1–5. http://dx.doi.org/10.1002/pra2.2016.14505301003.

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Astin, Alexander W. "Diversity and Multiculturalism on the Campus." Change: The Magazine of Higher Learning 25, no. 2 (April 1993): 44–49. http://dx.doi.org/10.1080/00091383.1993.9940617.

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Moore, Sharon E., Wanda Lott Collins, and Octavia Madison-Colmore. "Appreciating multiculturalism: Exercises for teaching diversity." Journal of African American Studies 8, no. 4 (March 2005): 63–75. http://dx.doi.org/10.1007/s12111-005-1004-x.

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Kauff, Mathias, Frank Asbrock, Stefan Thörner, and Ulrich Wagner. "Side Effects of Multiculturalism." Personality and Social Psychology Bulletin 39, no. 3 (January 23, 2013): 305–20. http://dx.doi.org/10.1177/0146167212473160.

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We studied the influence of right-wing authoritarianism (RWA) on the relationship between a multicultural ideology and attitudes about ethnic diversity and immigrants. We hypothesized that a multicultural ideology poses a threat to authoritarian individuals, which leads to a decrease in positive diversity beliefs and an increase in prejudice toward immigrants. On the basis of representative survey-data from 23 European countries, we showed that the negative relationship between RWA and positive diversity beliefs was stronger the more a country engages in multiculturalism (Study 1). In addition, in two experiments we demonstrated that RWA moderated the relationship between a video promoting multiculturalism (Study 2) or a picture showing a multicultural group (Study 3) and attitudes toward immigrants and diversity. As expected, for high-RWAs, both stimuli led to an increase in prejudice. In Study 3, perceived threat mediated the relationship between a multicultural norm and prejudice for people high in RWA.
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Neuhold, Petra, and Paul Scheibelhofer. "Provincialising Multiculturalism." PROKLA. Zeitschrift für kritische Sozialwissenschaft 40, no. 158 (March 1, 2010): 85–100. http://dx.doi.org/10.32387/prokla.v40i158.402.

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This article builds on a postcolonial critique of contemporary discourses and politics of diversity management in Germany. It traces the colonial legacy of this form of governing migration and analyses it as a new articulation of racism. Upon critically discussing liberal theories of multiculturalism as well as concrete discourses and policies in Germany the article ends with claims to alternative academic as well as political practices that build on a postcolonial critique.
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Makariev, Plamen. "Liberal Democracy And Cultural Diversity – Between Norms And Facts." Balkan Journal of Philosophy 11, no. 2 (2019): 179–86. http://dx.doi.org/10.5840/bjp201911218.

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This article has been written in response to the texts by Richard Robson (“In What Sense is Multiculturalism a Form of Communitarianism”), and Slobodan Divjak (“Communitarianism, Multiculturalism and Liberalism”) with which the Balkan Journal of Philosophy (vol. 10, no 2, 2018) started a discussion on the theme Liberal Democracy and Cultural Diversity. I try to contest the position of these two authors–that multiculturalism and communitarianism belong to one and the same paradigm in political philosophy–by pointing out essential liberal normative elements in multiculturalist theory. My main thesis is that in order to clarify the relation between multiculturalism and communitarianism, we have to differentiate between descriptive and normative communitarianism. The latter is guided, in my opinion, by values, which stand in stark contrast with the liberal ones, whilst this is not the case with multiculturalism.
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Baidi, Baidi. "PEMBELAJARAN PKn BERBASIS MULTIKULURALISME PERSPEKTIF PSIKOLOGI SOSIAL ISLAM." ULUL ALBAB Jurnal Studi Islam 15, no. 2 (March 17, 2015): 169. http://dx.doi.org/10.18860/ua.v15i2.2664.

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<p>This article describes a multicultural learning-based Civics in social psychology perspective of Islam which includes the relation between; Civics with Islamic social psychology, Civics with multiculturalism, Islam and multiculturalism Social Psychology, Civics with multiculturalism and social psychology Islam. The method used is descriptive qualitative to describe the relationship existing facts embaded design case study.</p> The findings indicate that the diversity of the community is a necessity. The diversity can lead to vulnerability to conflict. Some conflicts in various regions realize the importance of maintaining harmony in diversity. To prevent conflicts requires an understanding citizens against multiculturalism in a diverse society. Understanding of multiculturalism can be taught through learning -based Civics Social Psychology perspective of multiculturalism in Islam. It is expected that smart and good citizenship is a manifestation of multiculturalism in the Indonesian context.
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Syarif, Apipudin. "Islamic Religious Education And Multiculturalism." Ilomata International Journal of Social Science 2, no. 1 (January 28, 2021): 73–80. http://dx.doi.org/10.52728/ijss.v2i1.157.

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Indonesia as an archipelagic country has diversity. Be it ethnicity, culture, customs, race, religion or belief. The diversity of the Indonesian nation shows that society is colored with various kinds of differences. This condition has the potential for conflict among the community regarding religious diversity. is a very sensitive issue and can quickly lead to conflict within the community. Therefore, this article was written to offer the concept of Islamic religious education in the nuances of multiculturalism. And provide solutions and enlightenment towards a significant change in Islamic religious education in its various aspects, so that Islamic religious education becomes an inclusive and dynamic education and provides benefits for the development and progress of the nation in diversity.
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Wenardjo, Elia, and Hana Panggabean. "Influence of Caring and Empathy on Students' Multiculturalism Mediated by Christianity: Role of University Core Values." Psychological Research on Urban Society 4, no. 1 (April 30, 2021): 54. http://dx.doi.org/10.7454/proust.v4i1.120.

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Urban diversity is a reality for young people living in megacities such as Jakarta. Diversity in urban areas has its benefits; for example, it is a driver of creativity and innovation, but this urban diversity is vulnerable to intergroup friction and conflict. Therefore, urban youth needs to have a sense of multiculturalism, that is, an open attitude and respect for differences. Strong connections between Multiculturalism and Empathy as well as between Multiculturalism and spirituality or religiosity have been recognized. Universities that implement religious-oriented values and openness toward diversity are more likely to promote student multiculturalism. Based on literature, our study examines the influence of the organizational core values of Christianity and Caring as well as an additional social skill variable of Empathy on Multiculturalism among students in a Catholic university in Jakarta. We hypothesize that Multiculturalism is predicted by Caring and Empathy mediated by Christianity. This research was conducted with 155 bachelor students at University X. Research instruments comprised Organizational Core Value questionnaires, the Baron-Cohen and Wheelwright’s Empathy Quotient, and the Universal-Diverse Orientation Scale. Data were analyzed using the path analysis technique. The results show that Multiculturalism is predicted by Caring and Empathy mediated by Christianity. Christianity influences Multiculturalism. Each of Caring and Empathy influences Multiculturalism with the mediation of Christianity. These results suggest that a university might cultivate Multiculturalism by thoughtfully channeling religiously oriented values and a sense of Caring and Empathy in building university culture.
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Vardy, Felix J. J., and John Morgan. "Diversity in the Workplace." IMF Working Papers 06, no. 237 (2006): 1. http://dx.doi.org/10.5089/9781451864977.001.

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Morgan, John, and Felix Várdy. "Diversity in the Workplace." American Economic Review 99, no. 1 (February 1, 2009): 472–85. http://dx.doi.org/10.1257/aer.99.1.472.

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We study minority representation in the workplace when employers engage in optimal sequential search and minorities convey noisier signals of ability than mainstream job candidates. The greater signal noise makes it harder for minorities to change employers' prior beliefs. When employers are selective, this leads to minority underrepresentation in the workplace. Diversity improves when the cost of interviewing, the average skill level of candidates, or the opportunity cost of not hiring increases. Reducing the cost of firing also increases minority representation. When employers are sufficiently unselective, the rigidity of employers' beliefs leads to overrepresentation of minorities. (JEL D83, J15, J24, J71, M12, M51)
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Barclay, J. M., and L. J. Scott. "Transsexuals and workplace diversity." Personnel Review 35, no. 4 (July 2006): 487–502. http://dx.doi.org/10.1108/00483480610670625.

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Peppas, Spero C. "Diversity in the workplace." Employee Relations 28, no. 2 (March 2006): 119–29. http://dx.doi.org/10.1108/01425450610639356.

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Kim, Andrew E., Augie Fleras, and Jean Leonard Elliott. "Multiculturalism in Canada: The Challenge of Diversity." Canadian Journal of Sociology / Cahiers canadiens de sociologie 18, no. 3 (1993): 335. http://dx.doi.org/10.2307/3340885.

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Spinner-Halev, Jeff, and Bhikhu Parekh. "Rethinking Multiculturalism: Cultural Diversity and Political Theory." Contemporary Sociology 31, no. 2 (March 2002): 192. http://dx.doi.org/10.2307/3089515.

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Marable, Manning. "TRANSFORMING ETHNIC STUDIES:Theorizing Multiculturalism, Diversity, and Power." Souls 3, no. 3 (July 1, 2001): 6–15. http://dx.doi.org/10.1080/10999949.2001.12098171.

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Brown, Danice L., and Jacob Morgan. "An Inclusive Understanding of Multiculturalism and Diversity." Analyses of Social Issues and Public Policy 13, no. 1 (February 12, 2013): 395–97. http://dx.doi.org/10.1111/asap.12006.

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Plaut, Victoria C., and Jodi Treadway. "Multiculturalism and Diversity: A Social Psychological Perspective." Psychology of Women Quarterly 35, no. 2 (June 2011): 335–36. http://dx.doi.org/10.1177/0361684311401807.

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Odhiambo, A. "African Perspectives on Cultural Diversity and Multiculturalism." Journal of Asian and African Studies 32, no. 3-4 (January 1, 1997): 185–201. http://dx.doi.org/10.1177/002190969703200302.

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Ervin, Kelly S. "Multiculturalism, Diversity, and African American College Students." Journal of Black Studies 31, no. 6 (July 2001): 764–76. http://dx.doi.org/10.1177/002193470103100604.

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Parekh, B. "Rethinking Multiculturalism: Cultural Diversity and Political Theory." Ethnicities 1, no. 1 (March 1, 2001): 109–15. http://dx.doi.org/10.1177/146879680100100112.

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Canefe, Nergis. "Beyond multiculturalism: interculturalism, diversity and urban governance." Ethnic and Racial Studies 41, no. 8 (May 2018): 1468–75. http://dx.doi.org/10.1080/01419870.2018.1444190.

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Malik, Maleiha. "'Progressive Multiculturalism': Minority Women and Cultural Diversity." International Journal on Minority and Group Rights 17, no. 3 (2010): 447–67. http://dx.doi.org/10.1163/157181110x512160.

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Abstract:
AbstractRecent criticisms of policies which advocate the public accommodation of cultural and religious difference have focused on the fact that 'multiculturalism is bad for women'. Making more explicit the way in which public accommodations of some minority group 'differences' are a requirement of the liberal commitment to individual autonomy and pluralism allows us to develop a version of 'progressive multiculturalism' which also safeguards the autonomy of minority women. This approach integrates two components both of which are important for minority women's autonomy: first, it gives weight to the importance of 'recognition' of cultural and religious difference in the public sphere; and, second, it facilitates full participation by minority women in mainstream political, social and economic processes.
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Milner, H. Richard, Lamont A. Flowers, Eddie Moore, James L. Moore, and Tiffany A. Flowers. "Preservice Teachers' Awareness of Multiculturalism and Diversity." High School Journal 87, no. 1 (2003): 63–70. http://dx.doi.org/10.1353/hsj.2003.0018.

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Roper, Larry D. "Supervising across cultures: Navigating diversity and multiculturalism." New Directions for Student Services 2011, no. 136 (December 2011): 69–80. http://dx.doi.org/10.1002/ss.415.

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