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The purpose of this paper is to describe and analyse two features of multicultural societies: diversity and equity. The author argues that both these features are necessary for multicultural societies and their institutions to be successful. Diversity is understood to include variations in culture, ethnicity, religion, age, gender and sexual orientation. Equity is understood to include inclusive participation and the removal of barriers to such participation. Diversity without the opportunity for equitable participation can lead to a form of separation; equity without diversity can lead to a form of assimilation; the absence of both can lead to marginalisation; and the presence of both can lead to a full integration.

This is a conceptual paper with a focus on better understanding of how to manage multicultural societies and institutions.

The author distinguishes between three meanings of multiculturalism; as demography; as policy; and as ideology. He proposes a conceptual framework to illustrate the various ways in which intercultural relations may take place at three levels (society, institutions and individual), and with two kinds of groups (dominant and non-dominant). An analysis of multiculturalism policy in Canada and internationally reveals three principles needed for success in such societies: the multiculturalism principle; the integration principle; and the contact principle.

The use of these concepts for better management of intercultural relations in multicultural societies and institutions through mutual adaptation is proposed.

With much debate and confusion about the meaning and value of multiculturalism, this paper has sought to clarify many of the concepts and distinctions.

The purpose of this paper is to bring to light the double edges faced by individuals who have international and multicultural experiences. The implication is that these individuals encounter acculturation challenges, and also gain from their multiculturality. The authors adopt Berry’s (2011) integration and multiculturalism framework to analyze the experiences and challenges that multi-culturals face. This paper suggests ways to glean the silver lining within organizations to help manage and master multicultural experiences in the workplace to benefit both individuals and organizations.

The authors used empirical materials from expatriates who have worked across multiple cultural contexts. Based on these the authors present three examples to illustrate how expatriates and multicultural individuals place themselves in situations where they experience contact and challenges associated with adopting multiple cultures. The authors then analyze these examples to show how the experiences involve psychological-level integration challenges for Multi- and n-culturals.

The three multicultural expatriate examples suggest that individuals with international and multicultural experiences who are successful at managing their experiences develop cognitive and behavioral complexity. However, these individuals also face continuous acculturation including cognitive and ethno-cultural identity conflicts such as, rejection from multiple cultural perspectives because they continually cross-multiple cultural microcosms. Suggestions are presented to help maintain one’s sense of self-worth and minimizing ethno-cultural conflicts.

Notwithstanding the value of analyzing the examples of expatriate acculturation experiences, the limitation to the examples is that it is limited to the experience of three individuals. However, the examples were effective in raising points to discuss relevant challenges and/or the double-edged reality faced by boundary spanners, multi-, and n-culturals.

The paper presents possible ways multi- and n-culturals navigate through their multiculturalism, including suggestions to help individuals who struggle with their multiculturalism through mentoring.

The paper highlights the challenges of acculturation and suggests ways that individuals can overcome these challenges. It further suggests how organizations can take advantage of such individuals by utilizing existing personnel within the organization.

The paper is one of the few that acknowledge multiculturalism is highly challenging even for successful multi-culturals and n-culturals. Currently the literature is scant concerning how individuals can manage and master multicultural experiences in the workplace. The paper suggests a number of useful strategies for individuals and organizations to manage the challenges.

“Multiculturalism” is a troubled concept, in a political as well as in a scholarly sense. What has triggered this paper is the authors’ experience of the hardships involved in understanding the power structures embedded in societies termed “multicultural”; we find ourselves equipped with a set of conceptual tools that are confusing, and with policy makers that compound that confusion. This presentation takes as its point of departure the tension engendered at the interface between popular democracy ground rules and minority rights, and turns in its second part to current political vocabulary in Norway. Thematically, the discussion moves from the intricacies of “cultural rights” to a closer look at the bias implicit in the benevolent phrase “fair terms of integration.” The suggestion is that hidden underneath the niceties, we find the unavoidable and seemingly unspeakable dilemmas of a welfare state confronted with non-economic, humanitarian principles. Let us be clear about one thing, however; the aim of this presentation is not to solve problems, but to face them.

This paper examines cases of multiculturalism in Singapore and Malaysia. Through causal sociocultural mechanisms, the authors observe how two countries in proximity, with shared histories and demographic profiles, achieve differing outcomes in regard to social cohesion and competitiveness.

The paper employs case-centric process tracing (CPT) to build a “plausible” explanation of causal mechanisms that can contribute to social cohesion and competitiveness. The authors adopt a common analytical framework to distil the nuances of generalizability and a cross-case analysis in order to ascertain factors that enable multiculturalism.

Different causal mechanisms result in diverging outcomes in the two countries. In managing multiculturalism, Singapore has pursued policy actions emphasizing “integration and pragmatism,” while Malaysia has followed a model of “separation and preferentialism.” Judging by a selected number of established indicators, Singapore's multiculturalism outcomes seem more successful than that of Malaysia in respect to areas of national competitiveness and interethnic tolerance.

This paper sheds insights on the policy actions that promoted multicultural integration. The process tracing approach is found to be a useful tool in helping policymakers understand how intrinsic mechanisms can contribute to more/less desirable socioeconomic outcomes.

Together with the evidence using the CPT approach, the paper draws attention to multiculturalism evolving through distinctive sets of public policy. The authors ultimately suggest that such policies can be paralleled to the function played by institutions in leading to “varieties of capitalism” and have an impact on achieving cohesive and competitive societies.

Samuel Huntington’s vision in the early 1990s of a “clash of civilizations” struck a chord to such an extent that his core theme was reignited after the attacks of September 11th. International migration seems to be viewed as an issue that signifies this so-called clash (Bade & Bommes, 1996). Migration, culture, ethnicity and conflict have become linked. The result is that conflicts arising from migration are more likely to be seen as an outcome of the multiplication of different cultures within one country. Germany, the U.K., the Netherlands and Switzerland have all been described as multicultural societies and advised to pay attention to this “fact.” This has been combined with the view that even if there was no road to multiculturalism without social conflicts, there was also no viable alternative to tolerance as a device for the interaction of cultures (Leggewie, 1990).

In June 2016, a clear majority of English voters chose to unilaterally take the United Kingdom out of the European Union (EU). According to many of the post-Brexit vote analyses, the single strongest motivating factor driving this vote was “immigration” in Britain, an issue which had long been the central mobilizing force of the United Kingdom Independence Party. The chapter focuses on how – following the bitter demise of multiculturalism – these Brexit related developments may now signal the end of Britain's postcolonial settlement on migration and race, the other parts of a progressive philosophy which had long been marked out as a proud British distinction from its neighbors. In successfully racializing, lumping together, and relabeling as “immigrants” three anomalous non-“immigrant” groups – asylum seekers, EU nationals, and British Muslims – UKIP leader Nigel Farage made explicit an insidious recasting of ideas of “immigration” and “integration,” emergent since the year 2000, which exhumed the ideas of Enoch Powell and threatened the status of even the most settled British minority ethnic populations – as has been seen in the Windrush scandal. Central to this has been the rejection of the postnational principle of non-discrimination by nationality, which had seen its fullest European expression in Britain during the 1990s and 2000s. The referendum on Brexit enabled an extraordinary democratic vote on the notion of “national” population and membership, in which “the People” might openly roll back the various diasporic, multinational, cosmopolitan, or human rights–based conceptions of global society which had taken root during those decades. This chapter unpacks the toxic cocktail that lays behind the forces propelling Boris Johnson to power. It also raises the question of whether Britain will provide a negative examplar to the rest of Europe on issues concerning the future of multiethnic societies.

This chapter examines the patterns of immigrants’ integration in a state of the Midwest of the United States, Indiana, which has experienced a growth of more than 250% of the foreign-born population in the last 20 years. The study, based on in-depth interviews and document analysis, examines the ways that immigrants blend into mainstream society in everyday life and in social interactions, as well as the obstacles they encounter in this process. The study reveals the cultural changes in the host culture as a result of the large number of immigrants who have established their residence in this state, the dichotomies that emerge between “natives” and “newcomers.” It also shows that immigrants stay connected to their country of origin through electronic media (in particular television and computers) and how this technology affects the process of integration. Finally, the study demonstrates that there is a process of segmented assimilation and variations in the immigrants’ sense of identity according to their socioeconomic status and ethnic background.

The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration.

An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically.

Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves.

While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues.

Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation.

Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.

Poland has traditionally been perceived as a net emigration country. The scale of the recent inflow of foreigners to the country, however, places Poland among those states of growing attractiveness to migrants. Therefore, the main aim of this chapter is to present the Polish model of integration policy and describe the development of Poland's migration and integration policy at the national level. As the local perspective on migration and integration has become increasingly important, local policies are also presented through the example of several of the largest Polish cities. Additionally, the role of public discourse in shaping Polish society's attitude towards migrants is discussed. Finally, some aspects of economic migrants' integration are described.

Poland still lacks a long-term and comprehensive migration and integration policy that covers all areas of integration, and all categories of immigrants and so far only once, for a short period, has adopted migration policy at a national level. There is also little coordination among the different governmental bodies that deal with this issue. Therefore, only some of the crucial elements of integration policy at a national level, like the liberalization of the labour market, have occurred successfully. It seems that local policies, especially in large cities, have addressed more precisely various issues faced by immigrants, not only related to employment, and could foster the process of integration.