1 I would like to express my deepest gratitude to The PAUSE foundation for granting me this opportunity. The experience and the new knowledge is of great value. Also many thanks and more to Professor Chris Brewster who has provided me with valuable advice and indispensable support. Thank You. This report is based on interviews with representatives from public and private organisations in England. The main objective has been to collect knowledge and inspiration for the development of diversity management in Sweden. The results indicate that the English organisations are undergoing a change in their view on diversity management, which is based on an all-inclusive definition of diversity. With this change the focus is no longer on equal treatment of the disadvantaged groups only, but on placing value on individual differences and thereby increasing the level and use of diversity. Ethnicity and race are thus only two factors of many, which contribute to diversity. Diversity management is furthermore described as a strategy for the change of the entire organisational culture and must as such be seen as a long-term change project. The participating organisations regard diversity management as a means of development for the organisations to meet future needs and demands. They all stress the requirement of top management support and commitment
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