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This chapter considers the conflicts which arise at the intersection of the free exercise of religion and sexual minority rights in the domains of work and non-work activities. Specifically, by examining the key features of various discrimination cases from the US and UK contexts, the chapter identifies the possible tensions between different minority groups and the negotiation and settlement of their respective interests and entitlements. In an effort to reconcile the seemingly competing claims made for equality, the chapter considers a theoretical middle range within which the existing debates may be addressed through the careful application of Isaiah Berlin’s theory of positive and negative freedoms in public life. The use of Berlin’s theory contributes to the analysis of the justice standing of religious and sexual minority groups, what protections minority groups in conflict must be accorded vis-à-vis each other, and the nature of remedies which should be accorded to each group in theory and practice.

This chapter prepares expatriates and businesses to live and work in Central Europe. It draws on intercultural relations, international relations, Central and Eastern European studies, interviews with people who are from or living in the region and the American author's experiences as an international student and expat in Kraków, Poland. It begins by introducing the concept of culture and cautioning that Central European culture is not monolithic but contains variety and layers. Second, it explains that the boundaries of Central Europe are hard to define and warns that the labels Central and Eastern European may carry significant meaning for locals. Third, it argues that history is essential to understanding contemporary life in the region and outlines major trends and patterns that remain relevant. It also suggests ways that outsiders can make sense of the relationship between the past and present, with advice on how to talk to locals and a list of questions they can use to integrate and advance their learning. Fourth, it uses Hofstede Insights' (n.d.) model to explore three key dimensions of Central European culture, including indulgence, power distance and uncertainty avoidance. It also presents additional cultural tips from locals and expats for how outsiders can adapt when they move to the region. It concludes by noting that although expats and businesses may find certain elements of Central European culture challenging, they will also likely find their time here moving and memorable.

Introducing the concepts of equality, diversity, and inclusion (EDI), the chapter provides an overview of frameworks and approaches used to manage workforce diversity. First, the authors introduce the notion of the old deal based on the uneven relationship between human diversity, nature, and technological innovation. The chapter then explores the new deal between humans, nature, and technology. The authors are providing cases from the EU, Ecuador, Bolivia, and Iceland to show the emergence of the new deal in managing diversity.

The issues of women empowerment and gender equality have gained the increased attention of scholars and policymakers in Western societies. Gender diversity and the professional participation of women are increasingly acknowledged as transversal drivers for economic development. However, in less developed countries, research and evidence are still accumulating. Thus, this study aims to explore actors and factors empowering female talent to work and achieve managerial positions and run their businesses in two countries with patriarchal social and cultural norms, Saudi Arabia and Kazakhstan. Based on the qualitative interview data collected from 15 female managers and entrepreneurs working in the healthcare sector, we explore the conditions under which women can start their businesses and get promoted to managerial positions in the organizations. Our findings indicate that individual agencies and structural factors in female talent capacity building and empowering women to achieve higher hierarchical positions in organizations form together important dynamics that foster more inclusive practices and internalized schemes. Furthermore, the findings also demonstrate the importance of female talent empowerment in achieving gender diversity in managerial positions in healthcare organizations. Hence, by stating that increased female talent participation in the upper-echelons of the organization and entrepreneurship contributes to the decent employment of women in countries with male-dominated social and cultural norms and promotes the more inclusive and sustainable economic growth of these countries, our research contributes to United Nations (UN) Sustainable Development Goals (SDG) #5.5, #8.5 and #10.2.