Spheres of Diversities from Concept to Policy

Spheres of diversities From concept to policy Ricard Zapata-Barrero & Anne R. van Ewijk (Eds.) MINISTERIO DE CIENCIA E INNOVACIÓN Supported by the Spanish Ministry of Science and Innovation (Ref. CSO2008-02181) This volume is an activity of the Spanish partner of Accept Pluralism : Tolerance, Pluralism and Social Cohesion: Responding to the Challenges of the 21st Century in Europe, a research project funded by the European Commission (7th Framework Programme), ) and coordinated by Anna Triandafyllidou (Robert Schuman Centre for Advanced Studies, European University Institute, Florence, Italy). For more information: http://accept.eui.eu © CIDOB. Barcelona Centre for International Affairs Edited by CIDOB Elisabets, 12 08001 Barcelona Tel. 93 302 64 95 Fax. 93 302 21 18 [email protected] www.cidob.org GRITIM-UPF Grup de Recerca Interdisciplinari sobre Immigració Universitat Pompeu Fabra www.upf.edu/gritim Production CIDOB edicions Print Color Marfil, S.L. ISBN: 978-84-92511-35-8 D.L.: Barcelona, November 2011 CONTENTS A FRAMEWORK FOR EUROPEAN DIVERSITY STUDIES 5 Ricard Zapata-Barrero and Anne R. Van Ewijk PART 1. DIVERSITY AS A POLICY 15 Petra Stienen and Gerd Junne Chapter 1. Managing diversity – by transforming conflicts into assets for citizens? The case study of Limburg, a province in the Netherlands ................................................................................................ 17 Camil Ungureanu Chapter 2. Between pluralism and majoritarianism: the European Court of Human Rights on religious symbols and education ....................... 35 PART 2. DIVERSITY IN PUBLIC POLICY CONTEXTS 45 Ricard Zapata-Barrero Chapter 3. Education as a mirror of Spanish society: challenges and policies towards multiple diversity ....................................... 47 Alberto Vega, Ester Marco, Ana B. Macho and Antònia Agulló Chapter 4. Immigration and Housing: Rethinking the Role of Fiscal Policies to Manage Diversity ............................................................................. 71 Sikunder Ali Baber Chapter 5. Transition processes of immigrants youths in the multicultural context in Catalonia: a case study ................................. 87 PART 3. DIVERSITY WITHIN ORGANISATIONS 105 Anne R. van Ewijk Chapter 6. Dynamics of diversity within the Mossos d’Esquadra ........... 107 Olga Jubany Chapter 7. Beyond equality: recognising and managing cultural diversity at the workplace ................................................................. 131 Anna Bocchino, Manuel Garcia Ramirez and Caterina Arcidiacono Chapter 8. Understanding the impact of cultural competence and prejudice towards cultural diversity on cases of burnout in patient-to-provider interactions ................................................................. 155 ABOUT THE AUTHORS 173 ABSTRACTS 177 A FRAMEWORK FOR EUROPEAN DIVERSITY STUDIES Ricard Zapata-Barrero & Anne R. van Ewijk 5 A FRAMEWORK FOR EUROPEAN DIVERSITY STUDIES Ricard Zapata-Barrero & Anne R. van Ewijk GRITIM-UPF, Department of Political and Social Sciences Contextual framing of the conceptual debate on diversity Diversity policies are at the top of the European Agenda. The Stockholm Programme underlines that the EU motto of “United in Diversity” is not only about the richness resulting from cultural diversity between Member States but also about the cultural diversity and tolerance found within societies. It also calls to invest major political efforts in underlining diversity as a source of richness rather than as a ‘problem to be managed’. This line of thinking is also the driving forces behind the Zaragoza Summit 4th Ministerial Conference on Integration of Immigrants ‘Integration as an engine for development and social cohesion’ (April 2010). Additionally, culture-related themes outlined under the Spanish EU-presidency1 are also portraying the importance of not only recognition, but also political intervention in the realm of diversity. As such, diversity has become the key-word for many policy-makers and social scientists. However, diversity is a broad, sometimes even vague notion. It is a concept with many different forms, often defined and approached differently in specific contexts. This book is concerned with the diversity debate in the context of Europe. It is about diversity both as a concept and as a policy. Indeed, the epicentre of the analysis is the link between the spheres of diversity-concepts and diversity-policies. The book explores how the concept of diversity orien- tates policies and management, and also how public/private management facilitates new policy orientations. As such, the book enhances conceptual thinking on diversity, but also facilitates policy thinking on the concept involved in novel policy orientations towards diversity. The specific mode of use of certain concepts often significantly shapes (by facilitating legitimisation) public policy, occasionally rendering whole inventories of policy solutions inapplicable in some contexts (witness the ‘crisis of multiculturalism´ in many countries). If only for this reason it is important to discuss how the concept of diversity is not cut in stone. The concept of diversity is not politically neutral. In the current European 1. http://procura.org/web/el-comit-de- debate on diversity, it has been noted that theories and concepts of diver- asuntos-culturales-de-la-unin-euro- pea-en-zaragoza-temas-de-trabajo- sity, which origin in North America lack applicability in Europe (T. Modood, bajo-presidencia-espaola 7 A. Triandafyllidou and R. Zapata-Barrero, eds. 2006). However, more generally, there are also specific theoretical stances, and debates over diversity are very heavily dependent, also in scholarly literatures, upon real political disputes, dilemmas, structural contexts, and specific histori- cal points. Therefore, the book is particularly interested in showing how the concept of diversity is many-fold and covers different spheres. Conceptually, ‘diversity’ has no unified meaning. It is a constructed category, which takes its meaning according to context. Without a given context, there cannot be a semantic of diversity. Diversity expresses the variety of forms of collective/individual expression of difference. It is also an interpretative concept, in the sense that it helps us to interpret the new dynamics that have to be incorporated within the policy and management realm, both at the private and public organizational sector. It is thus ‘constructed by societal agents by drawing demarcation lines between classifications with social meanings and sometimes defining certain classifications as the dominant ones’ (Faist, 2009: 178). One of the basic premises of this book is that the first principle to clarify in a diverse context is diversity itself. In this conceptual framework, this book is mainly concerned about immigration-related diversity. Also in immigration theory there has been a tendency to understand the category of immigration in a uniform and homogeneous way. However, linked to diversity, some authors argue that the best notion encapsulating the reality is “super-diversity” pointing to the necessity of considering multi-dimensional conditions and processes affecting immigrants (Vertovec, 2007). This way of thinking can also be applied to debates surrounding other diversities, such as religious, language and national diversity that are (re)activated by the presence of immigrants. Immigration is not a specific type of diversity separated from other types of diversity (linguistic, religious, national), but rather a vehicle for the expression of “multiple diversities”, category based, rather than group-based as the immigration theory diversity-related is assuming (Zap- ata-Barrero, 2010: 44-45). This also means that we are interested in the cultural and practical effects of living in an increasingly diverse context. Diversity causes a qual- itative change in the relations between people and between people and institutions, at the society level, and also between workers, and between workers and their own organisation, at the private and public realms. It is at the root of a complex process of change in accommodation, where all dimensions of the basic structure of society/organisation are affected. A city and an organisation that recognizes its dynamics of diversity, the tra- ditional ones such as gender, sexual orientation, age, and disability, but especially the new ones, related to cultural practices, religion, language or nationality, is implicitly expressing a political commitment to diversity. We also follow the argument in another direction and show how public and private organizations adapt their practices to new dynamics of diversity immigration-related, such as ethnic, religious and language categories. We then want to analyse the migrant’s relationship with organizations both from the private and from public sector. Diversity is considered as a new paradigm since it involves policies, programmes and routines (Faist, 2009), and as such organizations are adjusting their practices to old and new forms of diversity such as ethnicity, religion, gender, A FRAMEWORK FOR EUROPEAN DIVERSITY STUDIES 8 sexual orientation, language, in order to ‘mainstream’ their structures and routine. At this level, we know that organizations display diversity as a resource, offer training programmes to increase the intercultural competence of staff, implement criteria for diversity personnel recruitment, and offer special services to clients and customers. Having entered the theme

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