The Liberalism of Diversity

As the most important chapter in the book, it shows that the political turn should be completed with a commitment to diversity rather than to autonomy. Pro-toleration liberalism, in fact, combines the politicization of liberalism with a general pro-diversity orientation. Chandran Kukathas’s ‘liberal archipelago’ model is assumed as an instance of PT liberalism. It is deeply analysed and criticized. It becomes acceptable only after some substantial amendments. In particular, after an enquiry into the kind of obligations binding individuals to groups and to the mainstream society (and to the state), the chapter claims that understanding such obligations as associative obligations can render PT liberalism more tenable. This view is increasingly defensible when it is completed with a much more extended account of the mainstream society and of the role of the state.

Dimensions Affecting Diversity Management : A Research Study Of Organizational Managers In IT And Non IT MNC's Of Bangalore

The greatest challenge of the 21st century for multinational organizations is the effective management of its diverse workforce. Demographic changes in workforce composition and customers combined with multicultural workplace congregations have made India to rank in the top globalized markets .This necessitates the increasing amount of diversity the Indian organizations must manage, both internally and externally. This is a descriptive and quantitative research carried out in the IT and non IT companies of India to study the various dimensions of diversity and how the various dimensions viz. Gender, Age, marital status , Education, department, experience, grade level and ethnicity affect the diversity environment in organizations.. A stratified random sampling technique was employed in the present research and the study population consisted of indigenous organizational managers mostly from MNC IT and non IT who engage in leading and managing diverse teams in India .and the results were interpreted using SPSS statistical techniques. The findings highlight that whilst Age, marital status, position, ethnicity and experience have significant correlation with Diversity orientation the gender Education, department, and grade have minimal. Furthermore, it was found that out of the 7 parameters measuring the diversity orientation the Diversity strength, diversity initiatives and diversity popularization were considered as the significant parameters being influenced by these above dimensions while diversity vision and it's business advantage was considered of minimal significance. The gender (Male/Female), Department (IT/non IT),Educational level(Engineer/non Engineer),Position (Manager/ Lead)were greatest common influencers and key dimensions of diversity.

Broadening Understanding: Students’ Perspectives on Respecting all Sexual Orientations and Gender Identities in University Classrooms

Oppression and marginalization of people who identify as LGBTQ+ persist on university campuses despite their right to be free of discrimination under the Ontario Human Rights Code. In an attempt to highlight the real and detrimental impacts of normative heterosexual and cisgender ideologies on Ontarian students the Ontario Undergraduate Student Alliance (OUSA) has committed itself to elevating student voices on this issue. OUSA conducted a mixed-methods, primary research project to provide understanding of the opinions and experiences of LGBTQ+ identifying students. Student responses were collected using an online survey, which yielded 311 valid responses from university students across Ontario. While most results were positive, findings that a fifth of respondents felt uncomfortable in campus life, accompanied by responses implicating instructors as a source of this discomfort, suggest there is an on-going need for educators to work harder to incorporate diverse perspectives about both gender and sexual orientation into university curricula. Content analysis of open-ended survey responses was used to describe the barriers students experienced. Diversity orientation and course content were referenced most often among open-ended responses. Diversity orientation was also most often cited as a barrier and problematic assumptions were identified as barriers more often than course content. Training was most often identified as a solution, suggesting this is a strategy that faculty can adopt to increase their diversity orientation and decrease problematic assumptions. Educators must recognize their responsibility for facilitating safe, empowering classrooms; this research offers seven strategies for accomplishing this goal.

Diversity Orientation and Cultural Differences in the Implementation of Information Technology

While there has been a great deal of research on the application and implementation of Information Technology (IT), there is less research on the variables which can contribute to the successful strategic implementation of IT Strategy and its relation to the cultural/work values of the people involved in the implementation. This chapter presents a model that outlines an approach to consider in relating the correlation of IT Strategy and implementation to the Culture and Work values of the individuals in a particular cultural setting. Surveys were administered to working adults in Hong Kong, Taiwan, China and the United States in an attempt to determine how culture would dictate their attitude to IT issues. Questions were asked in order to capture their orientations in the work environment as well as what factors would be motivators to them in a work environment. Through chi-square and ANOVA tests, it was found that significant differences existed.