This book explains how a diverse Indian Ocean international system arose and endured during Europe's crucial opening stages of imperial expansion.

Provides a new framework for reconceptualizing the historical and contemporary relationship between cultural diversity, political authority, and international order.

Critically evaluates how international relations theories have conceived culture, and advances a new account of cultural diversity and international order.

This book offers five proven principles so multinational companies can advance diversity, equity, and inclusion with a nuanced understanding of local contexts across countries and cultures. It's easy to fall into the trap of using a single-culture worldview when implementing global DEI in organizations. But what makes DEI change efforts successful in one country may have opposite, unintended consequences in another. How do companies find the right balance between anchoring their efforts locally while pushing for change that may disrupt existing power dynamics? This is the question at the heart of global DEI work. Along with practical advice and examples, Rohini Anand offers five overarching principles derived from her own experience leading global DEI transformation and interviews with more than sixty-five leaders to provide a through line for leading global DEI transformation in divergent cultures. Local relevance—understanding markets and acknowledging local beliefs, regulations, and history—is essential for global success. This groundbreaking book explicitly details how to take local histories, laws, and practices into account in DEI transformation work while promoting social justice worldwide.

The emergence of new states and independence movements after the Cold War has intensified the long-standing disagreement among international lawyers over the right of self-determination, especially the right of secession. Knop shifts the discussion from the articulation of the right to its interpretation. She argues that the practice of interpretation involves and illuminates a problem of diversity raised by the exclusion of many of the groups that self-determination most affects. Distinguishing different types of exclusion and the relationships between them reveals the deep structures, biases and stakes in the decisions and scholarship on self-determination. Knop's analysis also reveals that the leading cases have grappled with these embedded inequalities. Challenges by colonies, ethnic nations, indigenous peoples, women and others to the gender and cultural biases of international law emerge as integral to the interpretation of self-determination historically, as do attempts by judges and other institutional interpreters to meet these challenges.

This book offers new perspectives on the concept of diversity and the role diversity can play in the world of work of the future.Scholars and practitioners from various disciplines and backgrounds reflect on the most appropriate interventions to create a more inclusive labour market for all. They explore the economic case for diversity and diversity management strategies, finding that diversity and inclusion must go hand in hand.The authors show that biases and stereotypes that lead to discrimination and violence – whether in blatant or more subtleforms such as microaggressions – are a major impediment to diversity. However, cultural change in the workplace cannotbe obtained with one-off policies and the effectiveness of prodiversity initiatives may depend on variables outside the labourmarket. Legal protections from discrimination and provisions forequal opportunities for “diverse persons” are often not enoughto deliver outcomes of equality and inclusion.The book also sheds light on the policy dilemma between respecting individuals with all their particularities and countering structural inequalities, which often requires categorization into groups. The authors remind us that there is diversity within diversity: not everyone receiving the same label has the same needs.The book covers issues such as gender equality and mainstreaming, migration and ethnic diversity, racism, violence against LGBTI people and age discrimination. Tools used in one area to overcome exclusion are often also applicable in others. The future of diversity is thus a rich source of inspiration for anyone wishing to move towards greater justice in the labour market.

In recent years the concept of ‘diversity’ has gained a leading place in academic thought, business practice and public policy worldwide. Although variously used, ‘diversity’ tends to refer to patterns of social difference in terms of certain key categories. Today the foremost categories shaping discourses and policies of diversity include race, ethnicity, religion, gender, disability, sexuality and age; further important notions include class, language, locality, lifestyle and legal status. The Routledge Handbook of Diversity Studies will examine a range of such concepts along with historical and contemporary cases concerning social and political dynamics surrounding them. With contributions by experts spanning Sociology, Anthropology, Political Science, History and Geography, the Handbook will be a key resource for students, social scientists and professionals. It will represent a landmark volume within a field that has become, and will continue to be, one of the most significant global topics of concern throughout the twenty-first century.

Written by a team of experts in the field of workplace diversity, The Global Diversity Desk Reference offers a strategic approach for international organizations that want to succeed in the worldwide marketplace by maximizing the potential of all their employees. You'll discover how to increase effectiveness in managing diversity at three levels--the individual, interpersonal, and organizational. You'll also get the practical tools, concrete suggestions, and pragmatic methods you need to successfully manage a global workforce and create and align organizational systems, policies, and practices with the requirements of an international workforce.

While multicultural composition of nations has become a catchword in public debates, few educators, not to speak of the general public, realize that cultural interaction was the rule throughout history. Starting with the Islam-Christian-Jewish Mediterranean world of the early modern period, this volume moves to the empires of the 18th and 19th centuries and the African Diaspora of the Black Atlantic. It ends with questioning assumptions about citizenship and underlying homogeneous "received" cultures through the analysis of the changes in various literatures. This volume clearly shows that the life-worlds of settled as well as migrant populations in the past were characterized by cultural change and exchange whether conflictual or peaceful. Societies reflected on such change in their literatures as well as in their concepts of citizenship.

International relations scholars typically expect political communities to resemble one another the more they are exposed to pressures of war, economic competition and the spread of hegemonic legitimacy standards. However, historically it is heterogeneity, not homogeneity, that has most often defined international systems. Examining the Indian Ocean region - the centre of early modern globalization - Andrew Phillips and J. C. Sharman explain how diverse international systems can emerge and endure. Divergent preferences for terrestrial versus maritime conquest, congruent traditions of heteronomy and shared strategies of localization were factors which enabled diverse actors including the Portuguese Estado da India, Dutch and English company sovereigns and mighty Asian empires to co-exist for centuries without converging on a common institutional form. Debunking the presumed relationship between interaction and homogenization, this book radically revises conventional thinking on the evolution of international systems, while deepening our understanding of a historically crucial but critically understudied world region.