Expatriation as an Element of Diversity Management

The ongoing internationalization of companies goes hand in hand with an increase of international assignments. With it, knowledge is transferred and diverse teams emerge in the subsidiaries abroad. However, expatriation management and diversity management have been separated areas so far. Thus, the readiness to use expatriation as an integral element of an overall diversity strategy has been evaluated in an exploratory empirical study. For this purpose, semi-structured interviews have been conducted with both expatriates and HR （human resources） managers in six subsidiaries and the headquarters of an international mechanical engineering company. It was found that operative aspects of the expatriate management dominate the viewpoint of those involved. However, the findings also suggest that an implicit recognition of advantages that stem from the variety of individual employees exists. Willingness to systematically strengthen the exchange and learning process was detected. Based on these results, a new approach could be conceptualized and implemented. This provides various foci for further research.

Organizational Health Among Catholic Religious Congregations

Diversity among organizations may promote a better organizational performance, and diversity management can be used as a competent strategic management conceptual framework in the governance of religious congregations, just as for other organizational forms. Catholic religious congregations are currently undergoing profound changes： They are more and more multicultural; The younger generations have a different understanding of their consecrated in comparison with the previous generations; In addition, they deal with a growing role of lay people in the Church. The study investigated the specific challenges faced by governance of religious congregations, as particular organizational form, in terms of organizational health. A semi-structured interview was administered to a sample of catholic consecrated people （n = 40）. Differences emerged among participants coming from different cultures as well as between younger and older members on their representation and perception of normative organizational control, and differences emerged also on the role and the tasks expected from leaders and followers.

Increasing Equal Opportunities in Education in Transcarpathia.Talent Development Programmes of the“GENIUS”Charity Foundation

The essential condition of the economic evolution in Transcarpathia is the assistance of young researchers,finding the young talents,supporting their development as well as finding those young people with outstanding achievements and with appropriate knowledge.Searching for,identifying,and developing young people with outstanding abilities is a determining key factor of the competitiveness of a given region;in such a work,a prominent role is given to different educational institutions and talent agencies.Thus concerning this reason,“GENIUS”Charity Foundation has been established in 2011.It carries out a wide range of talent management,talent development and research among the schoolchildren,students,and young researchers.Our aim is to create an integrated system of the talent support programs,to assure equal access in promoting talents,and increase the talented youth’s social responsibility.The Foundation among many others,organizes the Conference of Young Researchers,as well as the Conference of Scientific Students,and operates the nine Talent Points where more than 2,000 children,more than 300 qualified teachers,and nearly 90 schools take part.

Including Minorities Within Organizations.A Research on Cultural Diversity in Italian Public Administration

The organizations operating in the public sphere can adopt various relational strategies to adapt to transformations linked to the presence of minorities and cultural diversities among its members.The emergence of the concept of diversity in the 1990s and the associated shifting of equal opportunities pose specific challenges in relation to minority employees.The aim of this study is to carry out a primary mapping of the diversity inclusion policies in Italian public administrations,as an emblematic example of the public sector in the Mediterranean area,and to analyse the factors that may favour the inclusion of minorities within organizations.Our approach integrates both quantitative and qualitative analysis.The research was organized in two phases:the first one was a monitoring of those public administrations sensitive to diversity policies;the second one was an analysis of 38 semi-structured interviews with privileged witnesses,including an analysis of the data and information from current activities of their organizations.An important element of originality of this contribution is that it investigates the perspectives and perceptions of the inhabitant of the Italian public administrations.Finally,this study offers concrete recommendations for the implementation of gender equality and diversity&inclusion in Italy,particularly in terms of training policies.