The purpose of this essay is to investigate and analyze the term Diversity in five Swedish municipality?s combined gender equality- and Diversity plans. The purpose is also to investigate who or whom of the employers that are included in the term Diversity and if gender equality is included in the Diversity work. The material is analyzed on the basis of theory of intersectionality and discourse analysis. The outcome of the analysis indicates that the municipalities use the term Diversity in many different ways in the combined gender equality- and Diversity plans.

The purpose of this thesis is to clarify the concept of ?managing Diversity? and to describe how it appears in the Swedish school, in the classroom as well as in the organisation. To support the study, interviews have been carried out with principals and teachers in three different Swedish schools.The thesis is divided into two sections; a literature study and an interview section where we describe the thoughts and knowledge of principals and teachers. From a Diversity point of view, we discuss the relationship between documents, organisation and teaching.The study described in this thesis shows that managing Diversity has not yet had its break-through in a Swedish school context. The official curriculum of the Swedish school system values Diversity, although the directives are unclear as to how the managing of Diversity is to be carried out in reality.

Biological Diversity is one out of four dimensions, characterizing the subject of Biology ac-cording to the school curriculum. As a concept, biological Diversity had its break through at the UN environmental conference in Rio de Janeiro in 1992, where the convention about bio-logical Diversity, named CBD, was signed. According to the convention, almost all the na-tions of the world have engaged themselves to preserve the national Diversity of species, in-cluding the Diversity of genetics and ecological systems.This thesis focuses the biological Diversity from the perspective of school books. The aim is to find out how the biological Diversity is presented in biology books for students aged 12-15 years.In 1994, the current Swedish secondary and high school curriculum called LPO-94 was pre-sented. The biology books used in this study were published between 1994 and 2007, all of them exist in many editions and are published by three different publishers.The conclusion of the study is that all the biology books that were examined have reached different levels of the development in the field of biological Diversity..

This is a study of the discussions and sense making that HR-professionals and HR-students present concerning the phenomenon of Diversity, through the theory of social representation.Our purpose is to study the reasoning around the phenomenon of Diversity and what meaning HR-students and HR-professionals create around it. This study also attempts to examine how HR-professionals and HR-students reasoning and interaction differ from each other. In this study we have used the qualitative method of social representation through focus groups.The common themes found in the data material were the meaning of the phenomenon Diversity, how the work with human resources can be connected to the phenomenon of Diversity and Diversity as an issue in society. The main result in this study was that we found a wide range of meaning put into the word Diversity by the participants and that the individuals in the focus groups actively strived for consensus..

ABSTRACTCourse/level: Enterprising and Business Development, Bachelor Thesis, AUT2012, 2EB00ETutor: Magnus ForslundAuthors: Linn Danielsson & Alexander OlofssonKey words: Strong Diversity, Consistent Corporate Culture, Core Values, Corporate Strategy,Definition of Diversity, Working with Diversity, Management, Standardization.Title: Diversity or Corporate Culture ? A case study on the paradoxical relationship betweenDiversity and corporate cultures in corporations and organizations.Background: Diversity and corporate culture can in various ways result in corporate andorganizational advantages. While Diversity promotes innovation, creativity and companydevelopment corporate culture possesses advantages such as efficiency, community and unity.Diversity and corporate culture seems to create various benefits that are both beneficial forcompetitive advantage.Problem discussion: I would be beneficial for companies and organizations to maintain bothDiversity and corporate culture since they complement each other. However, Diversity andcorporate culture have different purposes and benefit in different ways. The question is howtwo such different strategies can meet.Question for research: How does Diversity and corporate culture co-exist in corporations andorganizations?Purpose: The aim of this study is to create further understanding for the co-existence betweenDiversity and corporate culture in corporations and organizations.Method: The study is made qualitatively with a hermeneutic approach and based on a casestudy on two corporations within the real estate industry.

Title: Diversities of Diversity - fluctuating talk, meaning and practice of DiversitySeminar date: 06.02.08 Course: Masters thesis in Business Administration, Programme for Managing People, Knowledge and Change, 15 University Credit Points (15 ECTS). Authors: Björt Ólafsdóttir & Clarissa Sia Choon YenAdvisors: Mats Alvesson & Susanne LundholmFive key words: Diversity, Discourses, Hypocrisy, Comparison, National contextPurpose: To identify and compare discourses around Diversity within two companies operating in two distinct national contexts. One originated from and still situated in Iceland, while the other is a subsidiary for Asia-Pacific market in Singapore with American values from its headquarters in United States. We wish to explore what are the meanings and implications of Diversity for the employees of each company, how their discourses on Diversity reflect hypocrisy in the organizations and if and how national context has an impact on discourse on Diversity.Methodology: Interviews were conducted, transcribed and codified. Comparison and evaluation of the different discourses were examined around Diversity and in the talk of interviewees within the two companies.

The subject of this paper is to examine the view of Diversity among ten teachers and three principals in the Swedish compulsory school. The purpose is to investigate how they relate to the Diversity and in what ways it is involved in their work.The French sociologist Pierre Bourdieus basic ideas of habitus, capital and field are used as a theoretical starting point. The study is mainly based on interviews supported by literature in the subject area.The findings show that Diversity is associated with ethnicity among all informants. The drawn conclusion is that this is partly due to the mediated picture but also since ethnicity mainly serves as a starting point in the literature..

Less Diversity and more homogenization in the media`s news range is the subject for our bachelor thesis. By analyzing and comparing three separate weeks in two of Sweden's largest evening newspapers Aftonbladet and Expressen we wanted to discoverhow the Diversity between the two newspapers had changed over the years, more precisely from 1993 until now. Had there been a homogenization or not? We wanted to study this because it is a long going debate about the news stories becoming more and more the same. An important debate because less Diversity in news events and news presentation may lead to less Diversity in public opinions and knowledge.

Sweden is usually seen as a role model when it comes to integration and Diversity, but at the top of the pyramid there is little ethnical Diversity to be found. This paper investigates how existing economical and sociological theory explain the lack of swedes with foreign background in leading positions in large Swedish companies. Our findings show that none of the theories applied in this paper can explain the phenomenon in isolation. Thus it is not only taken for granted norms, contacts in one's network or cost minimizing under asymmetric information that lie behind the phenomenon, but an interaction of these aspects. Conflicting demands lead the recruiters to separate talk from decision, the search frame is narrow and no or small efforts are made to increase the Diversity.

The purpose of our essay was to understand better how two companies manage ethnical Diversity in their organization and standards of a multicultural organization. For study objects we selected two companies nominated as ?good examples? of companies working with ethnical Diversity in their organization. The study objects are Föreningsparbanken and Pågen AB in Sweden. The result verifies that both companies have by some term a heterogenic staff of workmen in some parts of the organization although the heterogeneity occurs only on a lower level at the organizational hierarchy.

Floorball is currently the second largest sport in Sweden, yet there is a low ethnic Diversity. This study aims to describe, explain and understand how the leaders in Swedish floorball perceive the work with ethnic Diversity from the Swedish Floorball Federation and within the associations they seem. The questions of the study are: How do leaders perceive that the Swedish Floorball Federation works to promote ethical Diversity in the within the federation? How do the leaders describe their own efforts to promote ethnic Diversity within their team / association? How do the leaders perceive their role in increasing ethnic Diversity? How do the leaders perceive the sport as an integration arena? The study was based on a qualitative method with semi-structured interviews. The respondents were eight leaders from four different associations, two leaders from each association.

The purpose of this study is to examine how consultants define conceptions of Diversity and discrimination. There has also been an aim to find connections to the term intersectionality within the consultants? definitions. The link between consultants and academic research is interesting to examine in order to examine what they base their definitions of different conceptions on. In order to explore these definitions and discussions I have used the qualitative method of interviewing each consultant separately at different occasions.

How can we plan so that smallscale industry and businesses can become an integrated part of the city? The densifying process in search of new housing areas that is going on in most swedish cities threatens to undermine the Diversity and complex make up of central parts of many cities. To sustain industrial activities in central locations is critical to this Diversity. This thesis discusses how to reach a sustainable city planning with Bellevue, a small industry and business area in central Gothenburg, as an example..

This paper investigates the level of consciousness regarding to the Diversity work in the municipalities of Malmö, Lund and Landskrona. The study focuses on persons in a middle management position connected to various spheres of activities in each municipality. A survey concerning each municipality's Diversity plan, Diversity work, recruiting process, education and knowledge was used to investigate the participants' consciousness. The survey poses similar questions regarding equality between the sexes to compare the results from each field. The paper presents an overview of the development of Sweden's labour market and society, and gives an account for the differences between immigrants and natives positions in the labour market.

In this composition we will treat issues about intercultural approach and managing Diversity in Swedish municipal/public school. This survey includes several theories and conceptions as ethnicity, culture, multiplicity/managing Diversity and intercultural approach/multiculturalism.We studied two different schools and their awareness concerning intercultural approach and managing Diversity . The study is concentrating on two schools in two different communities. One of the schools had a greater ethnic multiplicity than the other school, and therefore, we thought, it seemed easier for them to accept an intercultural approach and managing Diversity. But that was not the whole truth.