Showing papers on "Diversity (politics) published in 2004"

Measuring ethnic fractionalization in Africa

Abstract: In most studies of the impact of ethnic diversity on economic growth, diversity is hypothesized to affect growth through its effect on macroeconomic policies. This article shows that most measures of ethnic diversity (including the commonly used ELF measure) are inappropriate for testing this hypothesis. This is because they are constructed from enumerations of ethnic groups that include all of the ethnographically distinct groups in a country irrespective of whether or not they engage in the political competition whose effects on macroeconomic policy making are being tested. I present a new index of ethnic fractionalization based on an accounting of politically relevant ethnic groups in 42 African countries. I employ this measure (called PREG, for Politically Relevant Ethnic Groups) to replicate Easterly and Levine's influential article on Africa's growth tragedy. I find that PREG does a Much better job of accounting for the policy-mediated effects of ethnic diversity on economic growth in Africa than does ELF.

Immigrant health: selectivity and acculturation

Abstract: This paper explores some salient issues concerning immigrant health. Ethnic health disparities are inherently linked to immigration since ethnic identities often are traced to the country of origin of one's immigrant ancestors. Two of the central questions that have dominated the medical and social science literature on immigrant health are the central focus of this paper. These issues involve the magnitude and mechanisms shaping health selectivity and the determinants of health trajectories following immigration. As part of this paper, we also developed a theoretical model that attempts to explain the diversity in health selection among immigrants.

Toward a Conception of Culturally Responsive Classroom Management

Abstract: Given the increasing diversity of our classrooms, a lack of multicultural competence can exacerbate the difficulties that novice teachers have with classroom management. Definitions and expectations of appropriate behavior are culturally influenced, and conflicts are likely to occur when teachers and students come from different cultural backgrounds. The purpose of this article is to stimulate discussion of culturally responsive classroom management (CRCM). We propose a conception of CRCM that includes five essential components: (a) recognition of one’s own ethnocentrism; (b) knowledge of students’ cultural backgrounds; (c) understanding of the broader social, economic, and political context; (d) ability and willingness to use culturally appropriate management strategies; and (e) commitment to building caring classrooms. In the final section of the article, we suggest questions and issues for future research.

Effects of Racial Diversity on Complex Thinking in College Students

Abstract: An experiment varying the racial (Black, White) and opinion composition in small-group discussions was conducted with college students (N = 357) at three universities to test for effects on the perceived novelty of group members' contributions to discussion and on participants' integrative complexity. Results showed that racial and opinion minorities were both perceived as contributing to novelty. Generally positive effects on integrative complexity were found when the groups had racial- and opinion-minority members and when members reported having racially diverse friends and classmates. The findings are discussed in the context of social psychological theories of minority influence and social policy implications for affirmative action. The research supports claims about the educational significance of race in higher education, as well as the complexity of the interaction of racial diversity with contextual and individual factors.

Board Dynamics and the Influence of Professional Background, Gender and Ethnic Diversity of Directors

Abstract: Exploring the appointment of directors of different professional backgrounds, levels of independence, age, gender and ethnicity, this paper develops a taxonomy describing what is meant by diversity on the board and its implications for decision-making. Board configuration is considered in terms of empirical evidence highlighting the criteria used in appointing directors and the associated implications of social capital for board dynamics. Issues raised include the influence of these on board performance and the ability of individual directors to make an effective contribution as board members. The conclusions highlight the various mythologies associated with the value of board diversity.

Teaching for Social Justice, Diversity, and Citizenship in a Global World.

Abstract: Racial, ethnic, cultural, and language diversity is increasing in nation-states throughout the world because of worldwide immigration. The deepening ethnic diversity within nation-states and the quest by different groups for cultural recognition and rights are challenging assimilationist notions of citizenship and forcing nation-states to construct new conceptions of citizenship and citizenship education. A delicate balance of unity and diversity should be an essential goal of citizenship education in multicultural nation-states. Citizenship education should help students to develop thoughtful and clarified identifications with their cultural communities, nation-states, and the global community. It also should enable them to acquire the knowledge, attitudes, and skills needed to act to make the nation and the world more democratic and just.

Dynamic Social Network Modeling and Analysis: Workshop Summary and Papers

Abstract: In the summer of 2002, the Office of Naval Research asked the Committee on Human Factors to hold a workshop on dynamic social network and analysis. The primary purpose of the workshop was to bring together scientists who represent a diversity of views and approaches to share their insights, commentary, and critiques on the developing body of social network analysis research and application. The secondary purpose was to provide sound models and applications for current problems of national importance, with a particular focus on national security. This workshop is one of several activities undertaken by the National Research Council that bears on the contributions of various scientific disciplines to understanding and defending against terrorism. The presentations were grouped in four sessions a " Social Network Theory Perspectives, Dynamic Social Networks, Metrics and Models, and Networked Worlds a " each of which concluded with a discussant-led roundtable discussion among the presenters and workshop attendees on the themes and issues raised in the session.

Race to the Finish: Identity and Governance in an Age of Genomics

Abstract: In the summer of 1991, population geneticists and evolutionary biologists proposed to archive human genetic diversity by collecting the genomes of "isolated indigenous populations." Their initiative, which became known as the Human Genome Diversity Project, generated early enthusiasm from those who believed it would enable huge advances in our understanding of human evolution. However, vocal criticism soon emerged. Physical anthropologists accused Project organizers of reimporting racist categories into science. Indigenous-rights leaders saw a "Vampire Project" that sought the blood of indigenous people but not their well-being. More than a decade later, the effort is barely off the ground. How did an initiative whose leaders included some of biology's most respected, socially conscious scientists become so stigmatized? How did these model citizen-scientists come to be viewed as potential racists, even vampires? This book argues that the long abeyance of the Diversity Project points to larger, fundamental questions about how to understand knowledge, democracy, and racism in an age when expert claims about genomes increasingly shape the possibilities for being human. Jenny Reardon demonstrates that far from being innocent tools for fighting racism, scientific ideas and practices embed consequential social and political decisions about who can define race, racism, and democracy, and for what ends. She calls for the adoption of novel conceptual tools that do not oppose science and power, truth and racist ideologies, but rather draw into focus their mutual constitution.

Human evolutionary genetics : origins, peoples & disease

Abstract: Section 1: Introduction 1. Why Study Human Evolutionary Genetics? Section 2: How do we study Genome Diversity? 2. Structure, Function and Inheritance of the Human Genome 3. The Diversity of the Human Genome 4. Discovering and Assaying Genome Diversity Section 3: How do we Interpret Genetic Variation? 5. Processes Shaping Diversity 6. Making Inferences from Diversity Section 4: Where and When did Humans Originate? 7. Human Apes 8. Origins of Modern Humans Section 5: How did Humans Colonize the World? 9. The Distribution of Diversity - Out of Africa and into Asia, Australia and Europe 10. Agricultural Expansions 11. Into New Found Lands 12. What Happens When Populations Meet? Section 6: What use is an Evolutionary Perspective? 13. Understanding the Past and Future of Phenotypic Variation 14. Health Implications of Our Evolutionary Heritage 15. Identity and Identification

Surface- and deep-level diversity in workgroups: Examining the moderating effects of team orientation and team process on relationship conflict

Abstract: Summary The increased use of teams in organizations, coupled with an increasingly diverse workforce, strongly suggests that we should learn more about how team diversity affects functioning and performance. The purpose of this study was to explore the differential impact of surface-level diversity (gender, ethnicity), deep-level diversity (time urgency, extraversion), and two moderating variables (team orientation, team process) on relationship conflict over time. Hypotheses were tested by tracking 45 student project teams in a longitudinal design. Results revealed that team orientation and team process moderated the diversity–conflict link. Specifically, team orientation helped to neutralize the negative effects of surface-level (gender) diversity on relationship conflict. In a similar manner, team processes worked to weaken the deleterious effects of deep-level diversity (time urgency) on relationship conflict. In addition, relationship conflict resulted in lower perceived performance by team members. Copyright # 2004 John Wiley & Sons, Ltd.

Diversity in genetic programming: an analysis of measures and correlation with fitness

Abstract: Examines measures of diversity in genetic programming. The goal is to understand the importance of such measures and their relationship with fitness. Diversity methods and measures from the literature are surveyed and a selected set of measures are applied to common standard problem instances in an experimental study. Results show the varying definitions and behaviors of diversity and the varying correlation between diversity and fitness during different stages of the evolutionary process. Populations in the genetic programming algorithm are shown to become structurally similar while maintaining a high amount of behavioral differences. Conclusions describe what measures are likely to be important for understanding and improving the search process and why diversity might have different meaning for different problem domains.

In the Nation's Compelling Interest: Ensuring Diversity in the Health-Care Workforce

Abstract: The United States is rapidly transforming into one of the most racially and ethnically diverse nations in the world. Groups commonly referred to as minorities--including Asian Americans, Pacific Islanders, African Americans, Hispanics, American Indians, and Alaska Natives--are the fastest growing segments of the population and emerging as the nation's majority. Despite the rapid growth of racial and ethnic minority groups, their representation among the nationa (TM)s health professionals has grown only modestly in the past 25 years. This alarming disparity has prompted the recent creation of initiatives to increase diversity in health professions. In the Nation's Compelling Interest considers the benefits of greater racial and ethnic diversity, and identifies institutional and policy-level mechanisms to garner broad support among health professions leaders, community members, and other key stakeholders to implement these strategies. Assessing the potential benefits of greater racial and ethnic diversity among health professionals will improve the access to and quality of healthcare for all Americans.

Validating generational differences: A legitimate diversity and leadership issue

Abstract: Today's workforce is more diverse that ever. One diversity issue that has not been generally recognized is generational differences. Defined as a shared tradition and culture by a group of people that is lifelong, differences in generations have been plagued by erroneous misconceptions. The principal reason has been a lack of research to validate the significance of these differences. This extensive study validates that generations create their own traditions and culture by a shared collective field of emotions, attitudes, preferences, and dispositions. In addition, the study illustrates significant differences in how these generations rank admired leadership characteristics, which correlates to their preferred leadership style and favorite leaders. The conclusion is that generational differences are a legitimate diversity issue that organizations need to recognize and understand and an issue that needs to be addressed in developing current and future leaders.

Deconstructing Difference: The Rhetoric of Human Resource Managers’ Diversity Discourses

Abstract: This article analyses texts on diversity produced in 25 interviews with Flemish human resource (HR) managers from a critical discourse analysis and rhetorical perspective. Following critical discourse analysis, we analyse how HR managers define diversity, how their diversity discourses reflect existing managerial practices and underlying power relations, and how they reaffirm or challenge those managerial practices and power relations. Specifically, we examine how power enters HR managers’ local discourses of diversity through the very micro-dynamics of language by analysing the rhetorical schemes they use and the grand Discourses they draw from. This critical, text-focused approach to diversity discourses contributes to the development of a non-essentialist reconceptualization of diversity that acknowledges power.

Evolution's Rainbow: Diversity, Gender, and Sexuality in Nature and People

Abstract: In this innovative celebration of diversity and affirmation of individuality in animals and humans, Joan Roughgarden challenges accepted wisdom about gender identity and sexual orientation. A distinguished evolutionary biologist, Roughgarden takes on the medical establishment, the Bible, social science - and even Darwin himself. She leads the reader through a fascinating discussion of diversity in gender and sexuality among fish, reptiles, amphibians, birds, and mammals, including primates. Evolution's Rainbow explains how this diversity develops from the action of genes and hormones and how people come to differ from each other in all aspects of body and behavior. Roughgarden reconstructs primary science in light of feminist, gay, and transgender criticism and redefines our understanding of sex, gender, and sexuality. This is a witty, playful, and daring book that has revolutionized our understanding of sexuality.

Negotiating Differences in Learning and Intercultural Communication: Ethnic Chinese Students in a New Zealand University

Abstract: Research on ethnic Chinese students studying in a Western (New Zealand) learning environment exposed differences in communication and learning between their first culture and the host culture. Thirteen ethnic Chinese students in a New Zealand university business school participated in an 18-month ethnographic study. The findings indicate that these students were not prepared for the dialogic nature of classroom communication, which created difficulties in listening, understanding, and interacting. Written assignments embodied different expectations of writing styles, and understandings of critical analysis and plagiarism. The findings raise challenges for teachers in responding to difference rather than deficit approaches to teaching and learning, for ethnic Chinese students to be better prepared for the new learning environment, and for host institutions and local students to find ways of developing diversity awareness and appreciation.

The Politics of Asian Americans: Diversity and Community

Abstract: Preface 1 Introduction 2 Who Am I? Mapping Ethnic Self-Identities 3 Political Orientations: Beliefs and Attitudes about Government 4 Understanding the Contours, Sources, and Impacts of Political Partisanship 5 Political Participitation in Electoral and Non-electoral Settings 6 Where and When Does Gender Matter? 7 Conclusions and Implications Appendix: Question Wording and Coding Scheme of the Pilot National Asian American Political Survey References

Managing Cultural Differences: Global Leadership Strategies for the 21st Century

Abstract: Series Preface Global Leaders and Culture Global Leaders and Communications Global Leadership in Negotiations and Alliances Changes in Life Space Leadership in Cultural Synergy Managing Global Transitions and Relocations Managing Diversity in the Global Work Culture Women in Global Business and Professions Effective Performance in the Global Marketplace Doing Business with North Americans Doing Business with Latin Americans Doing Business with Asians Doing Business with Europeans Doing Business with Middle Easterners Doing Business with Africans Epilogue Index

Stigma and Acceptance of Persons With Disabilities: Understudied Aspects of Workforce Diversity

Abstract: Although persons with disabilities compose a growing portion of workers, when compared with other aspects of diversity (e.g., race/ethnicity or gender), disability has received relatively little re...

Contemporary Tourism: Diversity and Change

Abstract: General theory. Interfaces between tourism and other domains of the social sciences. Case-studies with theoretical implications.

Farmers' Bounty: Locating Crop Diversity in the Contemporary World

Abstract: Biological diversity is as crucial in agriculture as it is in nature, and it is equally important to the economic health of both industrial and nonindustrial societies. This book offers a sweeping assessment of crop diversity and the potential for its preservation. Stephen Brush develops a framework for investigating biological diversity in agriculture that focuses on the knowledge and practice of farmers, and he shows how this human ecology perspective can be applied to three global issues that affect crop resources. Brush defines the dimensions of crop diversity and outlines the essential questions surrounding it. He describes the techniques used to maintain diversity in major crops of three cradles of agriculture in which he has worked: potatoes in the Peruvian Andes, maize in Mexico, and wheat in Turkey. Finally, he explores the policy issues surrounding genetic erosion of crop varieties, conservation of crop diversity, and ownership of genetic resources.

Challenging Diversity: Rethinking Equality and the Value of Difference

Abstract: What challenges are presented by the claim that diversity should be celebrated? How should equality politics respond to controversial constituencies, such as smokers and sports hunters, when they position themselves as disadvantaged? Challenging Diversity brings a new and original approach to key issues facing social, political and cultural theory. Critically engaging with feminist, radical democratic and liberal scholarship, the book addresses four major challenges confronting a radical equality politics. Namely, what does equality mean for preferences and choices that appear harmful; are equality's subjects individuals, groups or something else; what power do dominant norms have to undermine equality-oriented reforms; and can radical practices endure when they collide with the mainstream? Taking examples from religion, gender, sexuality, state policy-making and intentional communities, Challenging Diversity maps new ways of understanding equality, explores the politics of its pursuit, and asks what kinds of diversity does a radical version of equality engender.

Towards a Planning Imagination for the 21st Century

Abstract: As an enduring social project, planning needs to come to terms with the social realities of 21st-century cities. Most Western cities today are demographically multicultural, presenting the challenge of a new urban condition in which difference, otherness, and plurality prevail. This essay asks whether there is a planning imagination capable of responding to the challenges of diversity. I suggest and provide examples of four key qualities of such an imagination: political, audacious, creative, and therapeutic. Embracing these qualities constitutes a cultural change in planners' modes of thinking and practice.

Understanding the under representation of women in IT: toward a theory of individual differences

Abstract: Among the research challenges in studying the under representation of women in the IT field is that of developing appropriate theory to provide a basis for understanding and explanation about this gender imbalance. At present, there are two dominant theories in the gender literature that are used to explain the participation of women in the IT profession. The essentialist perspective dichotomizes gender based upon the presumption of significant inherent differences between women and men. This view finds the causes of gender under representation in biology. The social construction perspective focuses on the social construction of IT as a male domain, which is interpreted as incompatible with the social construction of female identity. This view finds the causes of gender under representation in the IT sector. The research discussed in this paper is directed at the development of a new theory that focuses on individual differences among women as they relate to the needs and characteristics of IT work and the IT workplace. This view finds the causes of gender under representation in the socio-cultural environment that shapes each woman's gender identity and her professional development, and her individual responses to these influences.

Teaching to student diversity in higher education: how Multiple Intelligence Theory can help

Abstract: Although Howard Gardner's theory of Multiple Intelligence was conceived in the 1980s and has been put into practice by some primary and secondary schools, it has received scant attention in higher education, apart from debates on whether or not the theory can be applied to students in tertiary education.1 In this paper, I want to ask why this is so, and I will argue that since universities are undergoing rapid change, both in clientele and demands by society, Multiple Intelligence could be a vehicle by which some of these demands are met. I will also report on a survey of academics who attended workshops on Multiple Intelligence, and whether they viewed the ideas as useful pedagogical tools for higher education. After my introduction I will briefly outline the theory of Multiple Intelligence and explain why it can be considered an inclusive pedagogy. I then discuss the changes that are occurring in higher education, especially with regard to diversity of the student body and suggest that universities have...

Leadership for inclusion: a comparison of international practices

Abstract: The issue of inclusion is high on the educational reform agenda in many countries. Set within the context of the United Nations organisation's push for ‘Education for All’, the aim is to find ways of increasing the participation and learning of pupils who are vulnerable to marginalisation within existing educational arrangements (World Education Forum, 2000). In the United States, inclusive education is generally thought of as an approach to serving children with disabilities within general education settings. Internationally, however, it is sometimes seen more broadly as a reform that supports and welcomes diversity among all learners (Ainscow, 1999). The research reported in this paper adopts this broadened formulation. It presumes that the aim of inclusive education is to eliminate social exclusion and that is a consequence of attitudes and responses to diversity in race, social class, ethnicity, religion, gender and ability (Vitello & Mithaug, 1998). Children with disabilities and others seen as having special educational needs are part of this agenda. The paper focuses specifically on the implications of these developments for leadership roles in schools. In particular, it uses evidence from case studies of leadership practice in three countries to address the question, what types of leadership practice foster inclusion in schools? The paper provides a theoretical framework that throws light on what is involved in such practices and presents illustrative examples. The aim is to provide an analysis that will be of direct relevance to practitioners, whilst at the same time adding to theory. The examples of leadership that are examined were found in schools in England, Portugal, and the United States that serve culturally and linguistically diverse groups of children, including significant numbers from low-income families. In each of the schools, children with disabilities and others categorised as having special educational needs are taught in general education classrooms alongside their peers.

The Influence of Social Identity and Personality on Outcomes of Cultural Diversity in Teams

Abstract: The present study examined the influence of social identity and personality on work outcomes among business students who worked together in culturally diverse teams. As predicted, a negative effect of identification with one's cultural background and a positive effect of identification with the team on well-being were found under conditions of high diversity. For commitment, the same pattern of findings was obtained, but now the impact of identification with the team was found regardless of the level of diversity. No support was found for strong positive outcomes associated with the case in which individuals identify with the team and with their cultural background. With respect to personality, the intercultural traits of Emotional Stability and Flexibility were found to have a positive effect on work outcomes under conditions of high diversity. Interestingly, whereas Flexibility had a positive effect on exam grades under conditions of high diversity, a negative effect of this trait was found under conditions of low diversity.

Does diversity hurt democracy

Abstract: While reporting recently on his organization’s annual survey of political rights and civil liberties around the world, Freedom House president Adrian Karatnycky repeated the claim—heard often in academic and public discourse alike—that ethnic diversity hinders open politics. Reviewing the findings of the 2001 survey, he concluded that “democracy has been significantly more successful in monoethnic societies than in ethnically divided and multiethnic societies.” 1 In saying this, Karatnycky was hardly being provocative or counterintuitive. A number of eminent political scientists have seen diverse societies as disadvantaged when it comes to democratization. 2 According to many observers, ethnic differences divide society and make compromise and consensus difficult. Heterogeneity poses the risk of intercommunal violence, which can quickly undermine open politics. What is more, political parties and other organizations coalesce more readily around ethnic than other identities. Political entrepreneurs therefore have an incentive to play on such divisions and to neglect efforts to mobilize citizens around civil rights and class concerns. 3 And in a particularly ironic twist, well-meant efforts to defuse ethnic conflict can take the form of elite bargains, made amid political openings, that later block further democratization. 4 Empirical evidence seems abundant. Writing in the wake of the Soviet demise, Donald L. Horowitz observed: “Democracy has progressed furthest in those East European countries that have the fewest serious ethnic cleavages (Hungary, the Czech Republic, and Poland) and progressed more slowly or not at all in those that are deeply divided M. Steven Fish is associate professor of political science at the University of California, Berkeley. He is a coauthor of Postcommunism and the Theory of Democracy (2001). Robin S. Brooks is a Ph.D. candidate at the University of California, Berkeley. She is writing her dissertation on ethnic identity and political change in southeastern Europe.