Index

Citation (2019), "Index", Diversity within Diversity Management (Advanced Series in Management, Vol. 21), Emerald Publishing Limited, Bingley, pp. 391-406. https://doi.org/10.1108/S1877-636120190000021019 Publisher: Emerald Publishing Limited Copyright © 2019 Emerald Publishing Limited INDEX Aboriginal and Torres Strait Islanders (ATSI), 95 Aboriginal Business and Entrepreneurship Development (ABED), 360 Aboriginal Peoples of Canada, 362–365 Academicians, 66, 69 Accommodation, 287 of diversity, 144 Accountability, 69 Acid survivors (AS), 320 Active inclusion, 121 Acurio, Gaston, 15, 158–160, 167–170 Adivasi (ST), 317 Affirmative action (AA), 23, 28–29, 31, 37, 198, 201, 316 in India, 314–316 legislation, 87 paradigm, 45 regulations, 210 solution to Indian Caste System, 316–317 Afghanistan, 374, 378 conditioning and diversity, 379–381 cultural dimensions, 379 and culture, 377–379 developments and challenges in, 376–377 diversity and cultural competency, 375–376 flag, 378 implications, reflections, and suggestions, 381–386 leaders, 381–382 leaders and government officials, 384 policymakers, 380 thinking interdependently, 386–387 African–Peruvian culture, 158 Afro-Trinidadians, 292 Age, 222–223 age-based discrimination, 90 ceilings, 26 competing logics in age diversity management, 33–35 dimension, 22, 23 discrimination, 26 diversity, 26–27, 332 equality, 336 floors, 26 Vodafone on, 229 Alternative work arrangements, 69 Amazonian cuisine, 158 AMB Bank, 28, 32 Amu Darya, 377 Anarchy, State and Utopia (Nozick), 9 ANOVA with Tukey’s Test for nonadditivity test, 244, 247 Anti-discriminatory discourse, 92, 287, 300 Antidiscrimination, 240 law, 219 legislation, 88, 96, 283, 286–287 strategies, 243 tendency communication policy, 249 “Aquarium management”, threat of, 211 Asian culture, 337 Asian Perspective Women Matter Research, 335 Asylees, 7 Athens LGBTQ, 230 Australia, 86 D&I practitioners, 86–87 HR function and D&I role, 90–92 implications of Australian approach to D&I, 94–95 literature on D&I specialists, 92–93 regulatory framework in, 87–90 shift D&I forward, 95–98 Australian Human Resources Institute (AHRI), 89 Australian Stock Exchange, 89 Authenticity, 119 Jesuit Refugee Service Slovenia case, diversity management dimensions in, 131 Skuhna case, diversity management dimensions in, 126 Axial coding, 55 Baby Boomers generation, 323 Band Councils, 365 Beaners , 162 Behavioral change, 61 diversity, 142 Bill of Rights and Liberties, 105–106 Blood disorder disability, 313 Board of Directors, 184, 190 lack of women in, 191 in Venezuelan Banking sector, 185–186 Borsa Istanbul Stock Exchange (BIST), 70–71 Sustainability Index, 70–71 Brahmins , 307–308 “Brain drain”, 6 Business case for diversity, 23 ethics, 112 leaders and managers, 385–386 organizations, 12 schools, 120 C-level positions, 184 in Venezuelan Banking sector, 185–186 Canadian Constitution, 363 Canadian National Context, 361 Aboriginal Peoples of Canada, 362–364 financial dimension of IE, 365–366 IE research area, 361–362 political dimension of IE, 365 sociocultural dimension of IE, 364–365 Capitalism, Socialism and Democracy , 9 Career development arguments, 191 Caribbean Development Research Services, 297 Caribbean societies, 293 Caste, 307–308, 314 affirmative action in India, 314–316 affirmative action solution to Indian Caste System, 316–317 caste-based affirmative action, 317 Central Bank of Nigeria, 32 Central government employees, 315n10 Central Public Sector Enterprises (CPSEs), 310–311 Chairman’s Leadership Award for Diversity (CLAD 2011), 71 Chief Human Resource Officers (CHRO), 313 China, 382 Cholo , 164 CIA World Factbook, 52, 222 Citizen sector (see Private sector) Coco-Mat, 231–232 on diversity, 233–234 Code of Business Conduct and Ethics, 345 “#CodeLikeAGirl” program, 229 Coercive isomorphism, 178, 180–181, 184, 186 Collectivism, 297, 336 Collectivist society, 298 Colonization process, 360, 363 Color blindness, 43 Colour Youth, 230 “Comb Day” project, 80 “Common culture transformation” project, 77 Commonwealth Caribbean, 282, 284–285, 292 Companies approaches, 343–345 diversity management performance indicators and measures, 351 diversity management practices, 346 educational background, 348–349 employee care, 349–350 employees with disabilities, 347 external and internal pressures for diversity in, 341–343 foreign employees, 346–347 recruitment and selection, 346 training and development, 347–348 Competence(s), 207, 211, 282–283 Competing logics in managing age diversity, 33–35 in managing ethnic diversity, 29–32 in managing inequality due to HIV/AIDS status, 35–36 in managing religious diversity, 32–33 of workplace diversity in Nigeria, 28–30 Compliance-based responses and sanctions, 46 Component analysis of items on questionnaire, 264 of diversity and inclusion in workplace, 264–266 of equal opportunity and inclusion in workplace, 268–271 of strength of DIWP, 267–268 of workplace issues on discrimination, 271–274 Comprehensive method, 282–283 Conditioning, 379–381 Conflict, 178–179 Contours of diversity, 307–324 Corporate Citizenship Report, 108 “Corporate crusader” model, 15, 98 Corporate Social Responsibility (CSR), 110, 219, 339 Critical case sampling approach, 27–28 Cronbach’s Alpha based on standardized items (CAlphaSI), 244, 246 Cultural/culture, 160–163, 376 Afghanistan and, 377–379 ally, 376 analysis of macro-environment, 13 change, 61 club, 112 competency, 375–376 culturally diverse, 22 diversity in management, 12–13, 198 influence, 297–299 Taiwan’s cultural context, 336–337 Czech Republic (CR), 104–105 diversity management in, 104, 106 ethnic diversity in, 106–107 methodology, 108 problem statement and literature review, 105–106 results, 108–113 “Czechitas” event, 110 Czechoslovakia (see Czech Republic (CR)) Dalit (SC), 317 Dari speakers, 380 “De ollas y sueños”, 169 Decision-makers findings or results with implications for, 55 implications for, 170–171 Decision-makers, 341 companies approaches and leadership attitude toward diversity, 343–345 external and internal pressures for diversity in companies, 341–343 “Declaration on Equality at Work”, 79 Deep-level diversity, 67 Deloitte Human Capital Trends (2017), 307 Demographic(s), 67 characteristics, 333 respondents, 256 statistics of respondents of question, 256–257 Denial strategy, 95 Departure characteristics, 5 “Dependence”, 386 Developmental change strategies, 147–148 Dimension validity test, 244–245 Directive level, gender issues in, 184–185 Disability, 23, 54, 224–225, 283, 291, 294–295, 307, 311, 319–320 Indian perspective on, 312–313 law, 313 meaning, 312 Disadvantaged groups in Australia, 95 Discrimination, 88, 145, 219, 282, 286–287, 314–315 laws, 383 reduction and elimination, 383 by victimization, 287 in workplace, 247–249 Discrimination-and-fairness approach, 23, 144 “Divers” network, 230 Diverse manpower demography, 240 Diverse workforce, 12, 375 Diversity, 2, 8–9, 22, 23, 43, 60, 66, 109, 141–143, 145, 177, 198–201, 204–206, 247–249, 306–307, 333–334 in Afghanistan, 375–376, 379–381 benefits, 209 caste, 307–308 climate, 68 Coco-Mat on, 233–234 companies, 210 consciousness, 382 contours, 307 disability, 311–313 education, 120 events, 111 gender, 308–311 implications for diversity policy and practice, 36–37 literature review, 307 multigenerational diversity, 313–314 organizational evidences from India, 314–324 professionals, 37 Diversity and equality management system approach (DEMS approach), 200 Diversity and inclusion project (D&I project), 86, 88–89, 95–96, 98 HR function and D&I role, 90–92 implications of Australian approach to, 94–95 initiatives, 319 practitioners, 86–87 Diversity Council (DC), 109 Diversity Council of Australia (DCA), 88–89 Diversity in Workforce Award and External Partnership Development Award, 77 Diversity in workplace (DIWP), 12, 267–274 Diversity Index (2014), 199, 209 Diversity management (DM), 2, 11, 45, 92–93, 198–207, 212, 218, 240, 333, 353 in Afghanistan, 374–387 in Australia, 86–98 awareness, 132 in CR, 104–113 cultural diversity in management, 12–13 entrepreneurial immigrants, 6–7 EU perspective, 10 in Greece, 218–234 ILO perspective, 10–11 immigrant workers, 5 India, 305–325 labor immigrants, 5–6 labor market impacts of immigration, 7–8 migratory process and formation of ethnic minorities, 2–5 in Nigeria, 23–37 Nigeria banking sector, 239–250, 253–280 performance indicators and measures, 351 in Polish companies, 199 practices, 208 practitioners and researchers, 353 professional immigrants, 6 refugees and asylees, 7 in Slovenia, 118–135 in South African HEIs, 140–153 in sustainability reports, 66–80 T&T, 281–299 in Taiwan, 331–353 UAE, 42–61 UN perspective, 8–9 “Divide and conquer” strategy, 374, 381 Dow Jones Sustainability World Index (DJSI), 339 Dubai Chamber of Commerce Center, 43 Durbin–Watson Statistics (DW Statistics), 247 Early Liberalization Generation (1992–2001), 313–314 Education/educational, 287 background for employee, 348–349 and employment status of women in India, 309–311 infrastructure policymakers, 375 Electronic Industry Citizenship Coalition (EICC), 342 Emiratization, 45–47 Empirical research, 12 Employee care, 349–350 Employee diversity, 341–342 Employee First and Client Second 2. 0 (EFCS 2. 0), 323–324 “Employee satisfaction”, 232–233 “Employee Work Rules”, 345, 348 Employees with disability (EWD), 319–320, 347 Employment, 10–11, 51, 287 of Emiratis, 57 renewable short-term, 57 security, 35–36 status of women in India, 309–311 Entrepreneurial immigrants, 6–7 Entrepreneurship, 364, 367 Equal Employment Opportunity (EEO), 88, 198, 200 regulations, 210 Equal opportunities, 200, 247–249 based on gender, 57 Equal Opportunity Act (2000), 284–285 Equal Opportunity Commission, 287 Equal Opportunity Model Certificate, 79 Equality, 8–9, 88, 218 in Nigeria, 23–24 Equality of Opportunity and Treatment in Employment and Occupation (2000), 284–285 Equality Opportunity Act (EO Act), 287–288 Equity, 141, 152 gender, 181 groups, 89 “Equity at work” declaration, 76 “Essential dimension”, 118, 134 Ethical corporate Management Best Practice Principles, 344 Ethnic diversity, 23, 53 competing logics in management, 29–32 in CR, 106–107 Ethnic identities, 24 Ethnic representation institutionalization, 29–32 Ethnically diverse culture, 22 Ethnicity, 53–54 Eurobarometer, 223, 231–232 European Atomic Energy Community (Euratom), 10 European Coal and Steel Community (ECSC), 10 European Economic Community (EEC), 10 European Union (EU), 10, 104, 218 Europe’s Erasmus + project, 119–120 Exclusion due to HIV/AIDS status, 27 External pressures for diversity in companies, 341–343 Extraction method, 245 Extraction method of principal component analysis (EMPCA), 246 Factories Act (1948), 317–318 Family Matters Network and Mentoring Program for Women, 319 Federal Character Commission (FCC), 25 Federal Character Principle, 24, 29, 31 practical challenges, 32 Federal Competitiveness and Statistical Authority (FCSA), 42 Federal Ministry of Labor and Productivity, 27 Federal National Council (FNC), 53 Female employees, 343 career development plans for, 348 Factories Act, 317 percentage in central public sector enterprises, 311 percentage in public sector, 220 Vodafone Group, 227–228 in workforce, 219 Femininity, 297 Financial crisis, 225 Financial dimension of IE in Canada, 365–366 Ford Otosan’s diversity management programs, 76–80 Foreign employees, 346–347, 348, 350 Foreigners in CR, 104, 106–107 Fragmented functions, 90 “Freedom fighters”, 380 Frijoleros , 162 Gastrodiplomacy, 167–168, 171 Gastronomy as national identity element, 159 culture and, 160–163 implications for managers and decision-makers, 170–171 limitations, 171–172 methodology or research design, 170 problem statement and literature review, 159–170 Gender, 52–53, 241, 307, 308, 317–319 contextual review, 181–185 dimension, 23 distribution, 186–187 education and employment status of women in India, 309–311 equality, 176, 179, 220 findings and results with implications, 186–189 gendered Indian social context, 308–309 institutional and legal reforms relating to gender equality, 181–184 isomorphism, 188 issues in directive and upper-management level, 184–185 limitations, 189–192 literature review, 179–181 methodology and research design, 185–186 theoretical framework, 177–179 Vodafone on, 227–228 Gender Equality Index, 220 Gender Gap subindex, 179 Generation, 51–52, 59–60, 307, 313–314 Generational diversity in Indian workplace, 321–322 at workplace, study, 320–321 GenX generation, 323 GenY generation, 323 GenZ generation, 323 Gerontocracy, 34 Global economic forces, 91 Global Gender Gap (2017), 176 Global Reporting Initiative (GRI), 66, 70–71 Global Teams, 55, 60 Globalization, 240 GLOBE project, 160 Government inclusion, 22–23, 29, 243 Greece, diversity management in, 218–219 age, 222–223 Coco-Mat, 231–234 disability, 224–225 discrimination, 219 ethnic origin and religious beliefs, 221–222 gender, 219 methodology, 225–226 open and sustainable culture, 232–233 sexual orientation, 223–224 Vodafone, 226–231 Greek Jewish community, 222 Grounded theory approach, 55 Group Employee Engagement Survey Implementation Guidelines, 351 Group initiative program, 228 Groupthink, 380 Hacking, 111 Hammer Factor, 387 Happiness agenda, 51 HCL MEME, 323 HCL technologies, 318, 323–324 Health, Safety, Environment, Product Stewardship and Sustainability (HSEPS), 108 Health insurance, 350 Heckscher–Ohlin theorem, 7 “HeForShe” platform, 79 Heterogeneity, 292 Heterogeneous teams, 380 Heterogenous relationships, 295 High context communication (HC communication), 379 Higher education institutions (HEIs), 15, 140 challenges to diversity management at, 145–147 diversity management at, 143–145 practice in HEI diversity management, 147–150 transforming, 141 Hindu caste system, 307–308 Historical-structuralist approach, 2, 3 HIV/AIDS Anti-Discrimination Act (2014), 27 HIV/AIDS status competing logics in managing inequality due to, 35–36 inequality and exclusion due to, 27 Homogeneous teams, 380 “Honey Bees Get to Be Engineers” project, 79 Horizontal inequalities, 24 Hotelling’s T-Squared Test “F” statistics, 247 Huarique restaurant, 164 Human Capital Development, 339 Human groupings, 141–142 Human resource management (HRM), 69, 86, 88, 91, 241 procedures, 69 strategy, 352 system, 351–352 Human resources (HR), 55, 91 diversity practices, 202 function and D&I role, 90–92 management leader, 210 managers, 199, 240 policy flexibility and growth, 242 practices in DM, 209 Human rights, 9 human rights-related education, 345 Human trafficking, 49 “Hyper-diversity”, 60 Iceland, gender equality in, 179 Immigrant workers, 5 Immigration, 8 labor market impacts, 7–8 Imperial Medical Centre (IMC), 28, 35–36 In Defence of Anarchism (Wolf), 9 Inclusion, 22, 23, 93, 202, 218, 247–249, 282, 306–307, 333–334 in Afghanistan, 374–387 of identities, 163–167 of marginalized sectors, 58–59 organizational initiatives for disability, 319 vision, 68 Inclusive culture, 383 Inclusive diversity management, 241 Inclusive leaders, 119 Jesuit Refugee Service Slovenia case, diversity management in, 132 Skuhna case, diversity management dimensions in, 128 Inclusive workplace, 98 discrimination policy, 249–250 Incorporation, 161 India diversity and inclusion, 324 diversity management in, 305–325 from literature and practice, 307–324 Indian Act, 363 Indian Caste System, AA solution to, 316–317 Indian peoples of Canada, 362–363 Indian perspective on disability, 312–313 Indian society, 308–309 Indian Stock Exchange, 315–316 Indian workplace, generational diversity in, 321–322 Indigenous Entrepreneurship (IE), 17, 360 in Canada, 360 financial dimension, 365–366 political dimension of, 365 research area, 361–362 sociocultural dimension, 364–365 Indigenous groups, 359–360, 363 Indigenous residential schools (IRS), 363 Individualism, 9, 297 Indo-Trinidadians, 292 Inequality due to HIV/AIDS status, 27 Infosys Women Institute of Leadership, 319 Infosys Women’s Inclusivity Network (IWIN), 319 Innovation, 383–384 Instagram, 186 Institutional diversity, 142–143 Institutional infrastructure policymakers, 375 Institutional theory (IT), 177–178, 189, 190 Integrated Action Plan for the Social integration of Greek Gypsies, 221 Intellectual disability, 320 Internal pressures for diversity in companies, 341–343 International Labor Organization (ILO), 10, 27, 42, 49–50, 342 International Migration Branch, 10 perspective, 10–11 International mobility, 134 Internationalization, 341–342 of higher education, 134–135 Intersectionality, 95 Inuit peoples of Canada, 362–363 Islamic banking, 33 ISO 14001 standard, 108 Isomorphism, 178 IT sector in India, 318–319 Jatis , 308 Jesuit Refugee Service Slovenia case, 122, 130–132 Job mapping model, 320 security, 10 Kaiser–Meyer–Olkin (KMO), 245 Key Performance Indicators (KPIs), 94 Kindergarten Project, 110 Kite Runner (movie), 381 Klarsfeld’s framework, 89 Knowledge sharing, 58 Kshatriyas , 307–308 Labor, 8 immigrants, 5–6 labor-scarce country, 8 market impacts of immigration, 7–8 49 Leadership, 347–348 attitude toward diversity, 343–345 In 227–228 disability, 313 framework, 243 reforms relating to gender equality, 181–184 319–320 and 295 or and 86, 88–89, 95 club, 112 events, 230 approach, 202 political 9 186 orientation, 297 strategy, 37 320 communication communication), 379 10 cultural analysis of, 13 45 332 323–324 companies approaches and leadership attitude toward diversity, 343–345 and decision-makers, 341 external and internal pressures for diversity in companies, 341–343 findings or results with implications for, 55 for, , political 3 297 Act (2017), 317–318 Act Medical model, 312 in workplace, 32 disabilities, 312 381 Mentoring initiatives, 69 programs, 69 10 recruitment and selection, 346 29–32 332 peoples of Canada, 362–363 332 and 5 3 process, 2–5 system 2, isomorphism, 178 Ministry of Community Development, Ministry of 79 Ministry of Human Resources and Ministry of Social Ministry of public and 184–185 (see “Freedom 8–9, 43 diversity, 320 generational diversity in Indian workplace, 321–322 HCL technologies, 323–324 generational diversity at workplace, 320–321 companies, 58 336 National 45 National legal framework, 22 National of and Service Companies National Commission for Enterprises in Sector , National Development Council 335 National legal framework, 23 380 178 economic 2, 3 7 Network of with and in Nigeria and 119 Jesuit Refugee Service Slovenia case, 131 Skuhna case, approach, in Central 179 Nigeria, 22 age diversity, age diversity, competing logics in 33–35 banking system, competing logics of workplace diversity in, 28–30 diversity management, 243 ethnic diversity, ethnic diversity, competing logics in 29–32 implications for diversity policy and practice, 36–37 of country, in 25 inequality and exclusion due to HIV/AIDS status, 27 inequality due to HIV/AIDS status, competing logics in 35–36 institutional and organizational context of equality and in, 23–24 religious diversity, religious diversity, competing logics in 32–33 research and approach, 27–28 Nigeria banking sector of research, component analysis of items on questionnaire, statistics of respondents of question, 256–257 dimension validity test, 244–245 diversity, inclusion, equal opportunity and discrimination, 247–249 diversity management, 240 249–250 for managers, literature review, methodology, questionnaire, analysis of component of diversity management, test, 245 results, 246 and dimension reduction test, validity and of items on questionnaire, National 28, 346 243 179 isomorphism, 178 approach, 34 26 cuisine, 158 378 of UN on Youth, 26 standard, 108 210 161 International Labor Migration 10 Opportunity 319–320 245 200 191 cultural change, culture of diversity programs, initiatives for disability inclusion, 319 249 317 evidences from India, 314 caste, disability, 319–320 gender, 317–319 multigenerational diversity, 320 308 ethnic 5 of problem of , speakers, discrimination, 308 Engagement Council 110 with 312 National 292 for project, 134 management, 90 with 306–307, 312–313 case, cuisine, 171–172 culture, 170 171 158 national strategy, national culture and 164 society, 164 Gastronomy National Institute of Research 25 disability, 320 approach, 345 Generation 313–314 382 9 approaches and limitations, research, diversity and in Polish context, DM, findings and implications, research and results, Polish context, diversity and in, Polish 209 Polish labor Polish organizations, in, 209 dimension of IE in Canada, 365 Rights of Women, 220 Generation 313–314 age, to 9 of Act 284–285 dimensions of diversity management, 106 Private public and, 184–185 Private sector, sector 45–47 Public 71 Public enterprises, Public with and, 184–185 Public sector, Public 43 387 387 387 387 378 170 approach, approach, 46 in 283, Act, 90 Generation 313–314 , 227–228 10 and selection, 346 analysis of component of DM, discrimination in workplace, diversity and inclusion, equal opportunity and inclusion, test, 245 beliefs, 221–222 dimension, 22 diversity, 23, management, 32–33 32–33 identities, 24 32–33 45 policy, 316 308 Resource 339 383 54, 384 386 Business 210 of of 57 383–384 Rights of with Act Act), 313 legislation, Commission on Aboriginal 363 179 308 283, 291, 293 Act orientation, 23, 283, 291, Vodafone on, D&I forward, 95–98 employees, 209 orientation, 297 strategy, 37 , 307–308 282–283 Skuhna case, 121 Slovenia, diversity management in, findings with implications for managers and decision-makers, research, Jesuit Refugee Service Slovenia practice case, 130–132 problem statement and literature review, 119–120 research design, Skuhna practice case, Dubai 51 Social 191 98 inclusion, 141, 243 186 model, 312 176, 181 Social Entrepreneurship gender 77 of Human Resource Management 23, context, 317 314 characteristics, 333 dimension of IE in Canada, 364–365 43 South African HEIs, diversity, 141–142 diversity management at, for diversity management, South in, and 320 and disability, 313 230 and diversity, 142 sustainable 241 320 State sector (see Public sector) Statistical of discrimination, 98 theorem, 7 diversity, 142 diversity, 382 Sustainability reports, diversity management in, 66–80 culture, 232–233 Development 345, 348 case study, 337 diversity management practices, context for diversity management, cultural context, 336–337 341 and 332 limitations, research, economic context, 337 implications for managers and decision-makers, legal and policy context, design, 337 problem statement and literature review, 333–334 research for case study, Corporate Sustainability 382 of 9 management 348–349 approach, 383–384 8 8 Indian society, 308–309 diversity programs, 202 69 69 and development, 347–348 320 144 strategies, HEIs, 141 change strategies, project, and background, cultural influence, 297–299 disability, ethnic groups in T&T, legislation, literature review, religious groups in T&T, sexual orientation, Act, 287 and Commission of 363 of sustainability reports, diversity management, 76–80 Ford Otosan’s diversity management programs, 76–80 methodology and research design, in, 67 problem statement and literature review, of sustainability in, 378 382 176, 181 186 79 Higher 132 42 approaches to diversity management, dimensions of diversity management, 49 findings or results with implications for managers and decision-makers, 55 generation, Human Resource laws, 42 limitations, research, literature review, methodology, 49 by and of sector 45–47 and of of and workforce, 42 diversity, management, National 292 National on Rights of with 313 8–9, 360 Global 342 Global Development 342 on Business and Human 342 of Human 342 Development Program 26 6 practices in, 202 in Diversity, 24, to, sector, level, gender issues in, 184–185 382 , 307–308 and of items on questionnaire, items on diversity and inclusion in workplace, items on equal opportunity and inclusion, items on strength of diversity in workplace, items on workplace issues on discrimination 42 with 245 , 307 184 banking sector, 184–185 financial system, gender equality in, 181–184 labor law, Venezuelan legal 181 Venezuelan law, 190 and regulations, discrimination 287 320 Vodafone, on age, 229 on gender, 227–228 Greece, on sexual orientation, System, Stock Exchange banking 33 Diversity Women, 308–309 role, 311 Women Act, Women 79 Women Equal Opportunity 184 Women of Women’s 79 Workforce diversity, 332 strength of, 246 in UAE, Workforce management in UAE, 349–350 diversity management in Nigeria, competing logics of, diversity strength World Economic (2017), World Economic 337 World Health of program, 229 233–234 employees in India, 230 Initiative for and 26 , 162 Diversity within Diversity and Diversity in Competing of Diversity Diversity of the Diversity Management in Sustainability from Diversity in Career Social or Corporate Diversity in the Czech Republic Diversity Management in Slovenia Diversity in South African Higher Gastronomy as National Gender in Venezuelan Board of and C-level of Gender Diversity for Socialism Diversity Management in Diversity Management in Diversity and from Foreign in the Nigeria Banking Sector Diversity in and of Diversity in or Diversity Management in of the Industry Indigenous Entrepreneurship, and the of of the Canadian National Diversity Management and in Afghanistan Index

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