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

migration governance

, 49

Leadership

, 56–59, 61, 347–348

attitude toward diversity

, 343–345

Lean In Circles group

, 227–228

Learned behavior

, 161–162

Learning order disability

, 313

Legal framework

, 243

Legal reforms relating to gender equality

, 181–184

Lemon Tree Hotels (LTH)

, 319–320

Lesbian, gay, bisexual, transgender, and queer community (LGBTQ community)

, 295

Lesbian, gay, bisexual, transgender, queer or questioning, and intersex (LGBQTI)

, 86, 88–89, 95

Lesbian, gay, bisexual, transgender (LGBT)

club

, 112

events

, 230

Leveraging difference approach

, 202

Liberal political theory

, 9

LinkedIn

, 186

“Logical generalizations”

, 28

Long-term

orientation

, 297

strategy

, 37

Longstanding health problem, basic activity difficulty (LHPAD)

, 224

Low vision (LV)

, 320

Low-context communication (LC communication)

, 379

Maastricht Treaty

, 10

Macro-environment, cultural analysis of

, 13

Macro-level phenomena

, 45

Macro-national factor

, 332

Macro-structures

, 4

Make a Difference Ltd (MAD Ltd)

, 323–324

Managers

, 50, 385

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

implication for

, 170–171, 250

Manusmriti

, 309

Mariano Valderrama

, 160, 166, 168

Marxist political economy

, 3

Masculinity

, 297

Maternity Benefit (Amendment) Act (2017)

, 317–318

Maternity Benefit Act (1961)

, 317–318, 324–325

Medical model

, 312

Mediocrity in workplace

, 32

Mental disabilities

, 312

Mental tapes

, 381

Mentoring

initiatives

, 69

programs

, 69

“Merger Treaty”

, 10

Merit-based recruitment and selection

, 346

Meritocracy building

, 29–32

Meso-organizational factor

, 332

Metis peoples of Canada

, 362–363

Micro-individual factor

, 332

Micro-small and medium enterprises (MSMEs)

, 324–325

Micro-structures

, 4

Migrants

, 3, 11

Migratory/migration

, 3, 5

offers

, 3

chains

, 4

movement

, 4

process

, 2–5

system theory

, 2, 3–4

Mimetic isomorphism

, 178

Ministerial Resolution No. 788 (2009)

, 47–48

Ministry of Community Development

, 54

Ministry of Education

, 79

Ministry of Human Resources and Emiratization (MoHR)

, 47

Ministry of Social Affairs

, 54

Ministry of Treasury

, 205

“Mistura”, gastronomic fair

, 167

Mixed model between public and private entities

, 184–185

Mujahideen (see “Freedom fighters”)

Multi-National Corporations (MNCs)

, 318

Multiculturalism

, 8–9, 43

Multigenerational diversity

, 313–314, 320

generational diversity in Indian workplace

, 321–322

HCL technologies

, 323–324

study generational diversity at workplace

, 320–321

Multinational companies

, 58

Muslim-friendly holiday destination

, 336

National Agenda 2021

, 45

National anti-discrimination legal framework

, 22

National Association of Software and Service Companies (NASSCOM)

, 309–310

National Commission for Enterprises in Unorganised Sector

, 310n6

National Development Council (NDC)

, 335

National legal framework

, 23

Negative

behavior

, 145

synergy

, 380

Neo-institutional theory

, 178

Neoclassical economic equilibrium theory

, 2, 3

Neoclassical trade theory

, 7

Network of People Living with HIV and AIDS in Nigeria (NEPWHAN)

, 36

Networking and visibility

, 119

Jesuit Refugee Service Slovenia case

, 131

Skuhna case

, 127

New Zealander approach

, 180

Nicaragua in Central America

, 179

Nigeria

, 22

age diversity

, 26–27

age diversity, competing logics in managing

, 33–35

banking system

, 240–241

competing logics of workplace diversity in

, 28–30

diversity management

, 243

ethnic diversity

, 24–25

ethnic diversity, competing logics in managing

, 29–32

implications for diversity policy and practice

, 36–37

importance of country, religion, ethnicity in life

, 25

inequality and exclusion due to HIV/AIDS status

, 27

inequality due to HIV/AIDS status, competing logics in managing

, 35–36

institutional and organizational context of equality and DM in

, 23–24

religious diversity

, 25–26

religious diversity, competing logics in managing

, 32–33

research design and approach

, 27–28

Nigeria banking sector

areas of further research

, 250

component analysis of items on questionnaire

, 264–274

demographic statistics of respondents of question

, 256–257

dimension validity test

, 244–245

diversity, inclusion, equal opportunity and discrimination

, 247–249

diversity management

, 240

findings

, 249–250

implication for managers

, 250

literature review

, 241–244

methodology

, 244

questionnaire

, 253–255

regression analysis of component of diversity management

, 275–280

regression test

, 245

results

, 246

scale reliability and factor dimension reduction test

, 246–247

validity and reliability of items on questionnaire

, 258–263

Nigerian National Petroleum Corporation (NNPC)

, 28, 30–31

Non-discriminatory recruitment

, 346

Non-essentialist reconceptualization

, 243

Non-indigenous entrepreneurs

, 366

Nordic countries

, 179

Normative isomorphism

, 178

Norwegian approach

, 180

Not Too Young To Run (NTYTR)

, 28

Bill

, 34–35

movement

, 34

organization

, 26

Novoandina cuisine

, 158

Nuristanis

, 378

Office of UN Secretary-General’s Envoy on Youth

, 26

OHSAS 18001 standard

, 108

Old Europe

, 204, 210

Omnivore’s paradox

, 161

Online International Labor Migration Database

, 10

Opportunity Deprived Indians (ODIs)

, 319–320

Ordinary Least Square regressions

, 245

Organizational/organizations

, 56, 59, 67, 200

argument

, 191

cultural change

, 240–241

culture of institution

, 143

diversity programs

, 88

initiatives for disability inclusion

, 319

policies

, 249

productivity

, 317

Organizational evidences from India

, 314

caste

, 314–317

disability

, 319–320

gender

, 317–319

multigenerational diversity

, 320–324

Orthopedically handicapped (OH)

, 320

Other Backward Class (OBC)

, 308

Other definition, ethnic minority

, 5

“Oversimplification of problem of inequality”

, 285

Paisanaje

, 4

Pashtu speakers

, 380–381

Passive discrimination

, 308

People Engagement Council (PEC)

, 110

People with hearing impairment

, 312

People’s National Movement (PNM)

, 292

Person for others project

, 134

Personnel management

, 90

Persons with Disability (PwD)

, 306–307, 312–313

Peru(vian)

, 159, 164–165

brand

, 168

case

, 168

cuisine

, 171–172

culinary nationalism

, 165

culture

, 163–167, 170

food

, 158, 165

gastronomic boom

, 165–166, 171

gastronomy

, 158–159, 169–171

government

, 168

mestizo food

, 158

national brand strategy

, 167–168

national culture and identity

, 164

society

, 164

Peruvian Gastronomy Association (APEGA)

, 167–168

Peruvian National Institute of Culture

, 165

Pew Research Centre

, 25

Physical disability

, 320

Plan-Do-Check-Action approach

, 345

Plateaued Growth Generation (2007–2012)

, 313–314

Platinum Rule

, 382

Pluralism

, 9

Poland

approaches and determinants

, 199–201

discussion, limitations, future research

, 212–213

diversity and DM in Polish context

, 204–206

DM

, 201–203

findings and implications

, 210–212

research design and results

, 206–210

Polish context, diversity and DM in

, 204–206

Polish entrepreneurs

, 209

Polish labor market

, 204, 212

Polish organizations

, 210–211

DM in

, 209

Political dimension of IE in Canada

, 365

Political Rights of Women

, 220

Pre-Hispanic monuments

, 168

Pre-liberalization Generation (Pre-1991)

, 313–314

Pre-retirement protection age

, 205–206

Preface to Democratic Theory, A (Dahl)

, 9

Prevention of Discrimination Act (1999)

, 284–285

Primary dimensions of diversity management

, 106

Private entities, mixed model between public and

, 184–185

Private sector

, 310

Private/public sector dichotomy

, 45–47

Public Disclosure Platform (PDP)

, 71

Public enterprises

, 310n8

Public entities, mixed model with private and

, 184–185

Public sector

, 45–47, 310n8, 385

Public services

, 310n8

Public–private partnerships

, 43

Pull behaviors

, 387

Pull factor

, 387

Push behaviors

, 387

Push factor

, 387

Pushtuns

, 378

Qualitative

analysis

, 170

approach

, 122

content analysis

, 75

Quality approach

, 122

Quotas

, 46

in business

, 205

Race

, 11n2, 283, 291–293

Racial Discrimination Act

, 90

Rapid Growth Generation (2002–2006)

, 313–314

Rastafarianism

, 284

Rebel, The

, 306

ReConnect

, 227–228

Recruitment

matters

, 10

and selection

, 346

Regression analysis of component of DM

, 275

discrimination in workplace

, 278–280

diversity and inclusion

, 275–276

equal opportunity and inclusion

, 277–278

Regression test

, 245

Religious beliefs

, 221–222

Religious dimension

, 22

Religious diversity

, 23, 25–26

management

, 32–33

Religious freedom

, 32–33

Religious identities

, 24

Religious neutrality

, 32–33

“Rentier states”

, 45

Reservation policy

, 316

Reserved/backward category

, 308

Resource Integration

, 339

Resources

, 383

financial

, 70

human

, 54, 384

natural

, 386

Responsible Business Forum

, 210

Retention of talent regardless of ethnicity

, 57

Revolutionary thinking

, 383–384

Rights of Persons with Disabilities Act (RPWD Act)

, 313

Robens-style legislation

, 96–97

Royal Commission on Aboriginal Peoples

, 363

Rwanda

, 179

Scheduled caste/scheduled tribe (SC/ST)

, 308

Semiconductor industry

, 337–338

Sex

, 283, 291, 293–294

Sexual harassment

, 293

Sexual Offences Act (1986)

, 293, 296

Sexual orientation

, 23, 223–224, 283, 291, 295–297

Vodafone on

, 229–231

Shift D&I forward

, 95–98

Shop-floor employees

, 209

Short-term

orientation

, 297

strategy

, 37

Shudras

, 307–308

Skills behavior

, 282–283

Skuhna case

, 125–129

Slovene acts

, 121

Slovenia

, 120–121

diversity management in

, 118–119

findings with implications for managers and decision-makers

, 123–125

future research

, 132–135

Jesuit Refugee Service Slovenia best practice case

, 130–132

problem statement and literature review

, 119–120

research design

, 121–123

Skuhna best practice case

, 125–129

Smart Dubai Office

, 51

Social

argument

, 191

categorization

, 98

enterprise

, 362

expectations

, 97

flexibility

, 124

inclusion

, 141, 243

justice

, 244

media

, 186

model

, 312

movements

, 176, 181

scientific paradigms

, 2

standards

, 66

Social Entrepreneurship (SE)

, 362

Societal gender equity

, 77

Society of Human Resource Management (SHRM)

, 23, 322

Socio-economic

context

, 317

environment

, 314

Socio-political circumstances

, 362

Sociocultural

characteristics

, 333

dimension of IE in Canada

, 364–365

models

, 43

South African HEIs

, 140–141

defining diversity

, 141–142

diversity management at

, 150–152

suggestions for improving diversity management

, 152–153

South Korea, Inditex subsidiary in

, 180

Speech and hearing impaired (SHI)

, 320

Speech and language disability

, 313

Spirit Day

, 230

Staff

and student diversity

, 142

sustainable inclusiveness

, 241

Standard operating procedures (SoPs)

, 320

State sector (see Public sector)

Statistical laws of migration (Ravenstein)

, 2

Stereotyping

, 145

stereotyping-based discrimination

, 98

Stolper–Samuelson theorem

, 7

Structural diversity

, 142

Surface-level diversity

, 67, 382

Sustainability reports, diversity management in

, 66–80

Sustainable culture

, 232–233

Sustainable Development Policy commitments

, 345, 348

Taiwan

case study

, 337

companies’ diversity management practices

, 346–351

context for diversity management

, 334

cultural context

, 336–337

data analysis

, 341

data collection

, 339–340

demographic and immigration trends

, 332

discussion, limitations, future research

, 351–353

economic context

, 337

implications for managers and decision-makers

, 341–345

legal and policy context

, 335–336

methodology/research design

, 337

population trends

, 334–335

problem statement and literature review

, 333–334

research questions

, 334

sample selection for case study

, 337–339

Taiwan Corporate Sustainability Awards (TCSA)

, 338

Tajikistan

, 382

Theory of Justice, A (Rawls)

, 9

Top management team

, 13–14, 16, 339, 348–349

Top-down approach

, 383–384

Trade

, 8

barriers

, 8

unions

, 90–91

Tradition-bound Indian society

, 308–309

Traditional diversity programs

, 202

Training

, 69

activities

, 69

and development

, 347–348

identification

, 320

Transformational changes

, 144

strategies

, 148

Transforming HEIs

, 141

Transitional change strategies

, 148

Travel Room project

, 111–112

Trinidad and Tobago (T&T)

, 282

background

, 283–284

cultural influence

, 297–299

disability

, 294–295

ethnic groups in T&T

, 284

legislation

, 286–291

literature review

, 284–286

race

, 291–293

religious groups in T&T

, 285

sex

, 293–294

sexual orientation

, 295–297

Trinidad’s EO Act

, 287

Truth and Reconciliation Commission of Canada (TRC)

, 363

Turkey

, 66

content of sustainability reports

, 72–75

diversity management

, 67–69

findings

, 76–80

Ford Otosan’s diversity management programs

, 76–80

methodology and research design

, 71–76

organizations in

, 67

problem statement and literature review

, 67–71

structure of sustainability reports in

, 69–71

Turkmans

, 378

Turkmenistan

, 382

Twenty-first-century socialism

, 176, 181

Twitter

, 186

Uçan Süpürge Association

, 79

UK Higher Education Providers

, 132

UNESCO

, 168

United Arab Emirates (UAE)

, 14, 42

approaches to diversity management

, 44

dimensions of diversity management

, 51–55

employed population

, 49

findings or results with implications for managers and decision-makers

, 55

generation

, 59–60

government

, 56

Human Resource laws

, 42

leadership

, 56–59

limitations, future research

, 60–61

literature review

, 44–45

methodology

, 54–55

MoHR

, 49

population by nationality and proportion of non-Emiratis

, 48

private/public sector dichotomy

, 45–47

total population and estimates of proportion of non-nationals

, 48

total population and growth rate

, 47

UAE-initiated Abu Dhabi Dialogue

, 50

workforce

, 42

workforce diversity

, 47–50

workforce management

, 50–51

United National Congress (UNC)

, 292

United National Convention on Rights of Persons with Disabilities (UNCRPD)

, 313

United Nations (UN)

, 8–9, 360

General Assembly

, 11

Global Compact

, 342

Global Sustainable Development principles

, 342

Guiding Principles on Business and Human Rights

, 342

Universal Declaration of Human Rights

, 342

United Nations Development Program (UNDP)

, 26

United Nations Word Tourism Association (UNWTO)

, 168

United States (US)

, 6

DM practices in

, 202

Unity in Diversity

, 24, 306

Universal Banking, transition to

, 185

Unorganised sector

, 310n6

Upper-management level, gender issues in

, 184–185

Uzbekistan

, 382

Vaishyas

, 307–308

Validity and reliablity of items on questionnaire

, 258

items on diversity and inclusion in workplace

, 258–259

items on equal opportunity and inclusion

, 261

items on strength of diversity in workplace

, 259–260

items on workplace issues on discrimination tendencies

, 262–263

Value-added tax (VAT)

, 42

Varimax with Kaiser Normalization

, 245

Varnas

, 307

Venezuela(n)

, 184

banking sector

, 184–185

financial system

, 189

gender equality in

, 181–184

labor law

, 189

Venezuelan Hugo Chavez legal reforms

, 181

Venezuelan law

, 190

and regulations

, 182–183

Victimization, discrimination by

, 287

Visually impaired people (VI people)

, 320

Vodafone

, 226

on age

, 229

on gender

, 227–228

Greece

, 226–227

on sexual orientation

, 229–231

Wage Protection System

, 47–48

Warsaw Stock Exchange Good Practices

, 205

Western-style banking services

, 33

Wipro Diversity Council

, 318

Women

, 308–309

reproductive role

, 311

Women 1999 Act

, 88

Women Entrepreneurs Association

, 79

Women Equal Opportunity Law

, 184

Women of Wipro (WoW)

, 318

Women’s Empowerment Principles (WEP)

, 79

Workforce diversity

, 332

strength of

, 246

in UAE

, 47–50

Workforce management in UAE

, 50–51

Work–life balance

, 347, 349–350

Workplace diversity management in Nigeria

, 242–243

competing logics of

, 28–29

Workplace diversity strength (WPDS)

, 245, 248

World Economic Forum (2017)

, 120, 179–180

World Economic Forum Report (2016)

, 337

World Health Organization

, 283

“World of Difference” program

, 229

Xanthi

, 233–234

Younger employees in India

, 321

Youth Community

, 230

Youth Initiative for Advocacy, Growth, and Advancement (YIAGA)

, 26

Yuca

, 162