In the current European dilemma as to whether to increase diversity policies or move towards an assimilationist policy, it is difficult to know what the Spanish approach is. This book argues that Spain represents a context of “multiple diversity”, where two frameworks interact: an old, unresolved one, arising from democratic transition, and a new one due to immigration. This explains the Spanish practical approach, where the recent past plays the role of an iron cage, limiting institutional innovation and change. The author proposes a heuristic model, to better understand the “Spanish laboratory of diversities”. In order to go through these steps, the author analyses three case studies, coming from the political/social agenda: education, workplace, and political rights. At the end, the reader will have an empirically informed and theoretically founded overview on how Spain is managing diversity. This book is timely for a wide range of academic and professional readers.

This edited collection of case studies from around the globe, seeks to shed light on existing practicesdisseminating the value of diversity, whilst opening the road toward a wider perspective on its definitions. The contributors provide a critical reflection of the current discourse on different types of diversity around the world.

Much like the United States, the countries of Western Europe have experienced massive immigration in the last three decades. Spain, in particular, has been transformed from an immigrant-exporting country to one receiving hundreds of thousands of new immigrants. Today, almost 13 percent of the countryÕs population is foreign-born. Spanish Legacies, written by internationally known experts on immigration, explores how the children of immigrantsÑthe second generationÑare coping with the challenges of adaptation to Spanish society, comparing their experiences with those of their peers in the United States. Using a rich data set based on both survey and ethnographic material, Spanish Legacies describes the experiences of growing up by the large population of second-generation youths in Spain and the principal outcomes of the processÑfrom national self-identification and experiences of discrimination to educational attainment and labor-market entry. The study is based on a sample of almost 7,000 second-generation students who were interviewed in Madrid and Barcelona in 2008 and then followed and re-interviewed four years later. A survey of immigrant parents, a replacement sample for lost respondents in the second survey, and a survey of native-parentage students complement this rich data set. Outcomes of the adaptation process in Spain are systematically presented in five chapters, introduced by real-life histories of selected respondents drawn by the studyÕs ethnographic module. Systematic comparisons with results from the United States show a number of surprising similarities in the adaptation of children of immigrants in both countries, as well as differences marked by contrasting experiences of discrimination, self-identities, and ambition. Ê

Global diversity is a key issue facing all companies and organizations. This innovative new book embraces diversity and shows how it can, if carefully understood and developed, provide the tools needed to attain the values and characteristics increasingly demanded by business corporations and environments.

Using inclusion-exclusion as an organizing construct to help examine problems and solutions in a global context, this text explores issues of the multicultural workplace from both American and European perspectives.

What can diversity management offer those concerned with ethnic inequality, racial discrimination, and issues of social and economic inclusion and exclusion? In this book John Wrench traces the emergence of diversity management in the US in the late 1980s, and explores its subsequent development in Europe. He outlines the various critiques of diversity management that have been suggested both by academics and equality activists and highlights recent issues and trends that should be monitored by those concerned with racial and ethnic equality in employment. In particular, Wrench examines whether diversity management can be seen as a ’soft option’ in terms of combating racism and discrimination, or instead, a new way of mainstreaming anti-discrimination measures. He also addresses the important question of whether the development of diversity management in Europe will follow a relatively uniform trajectory because of common demographic, economic and market pressures, or whether the historical, cultural and institutional differences which exist between EU countries, and between the EU and the US, will have a determining impact on the adoption, content and operation of this particular management practice.

This Companion provides an authoritative overview of how cultural diversity is managed in Asia. Although the Asian context appears at first sight to be irreconcilably divergent in terms of diversity management approaches, the contributing authors seek to explore thematic and geographical demarcations of the notions of cultural diversity and equality at work. Managing Cultural Diversity in Asia not only examines cultural diversity management in a particular geography but also makes a distinct contribution to the wider theory of managing diversity and equality by revealing the significance of context, time and place in framing policies and practices of management. With empirical and conceptual contributions from eminent scholars from across the Asian continent as well as the Asian diaspora, this volume highlights practices of equality and diversity management in settings across Asia and reveals the key drivers and implications of such practices. This important and path-breaking Companion will be an invaluable resource for both undergraduate and research-based postgraduate students on international and comparative human resource management, employment relations and industrial relations courses.