The complex interface of work and religion (original) (raw)

Emerging countries are those countries who are increasingly industrialising through economic growth and therefore show promise in becoming high performing economies in the current century. These countries are challenged by newly formed constitutions, fluctuating political power, and deeply entrenched and varied religious and cultural norms. The power differences between minority and marginalised groups, and dominant groups are highly varied and structurally entrenched in societal functioning. This chapter compares India, Pakistan and South Africa as examples of such emerging countries in terms of organisational diversity practices in relation to each country’s definition/s of diversity and equality as well as major legislative frameworks that protect the rights of diverse groups. The chapter illustrates how organisations within each country (as opposed to across countries) are responding to macro-level legislative practices highlighting the tensions and inconsistencies in applying legislation and its intent, whilst dealing with country specific realities such as levels of education, economic growth resulting in job opportunities, gender parity, ethnic, language and cultural parity, sexual and religious acceptance, and other diversity variables. The chapter is concluded by highlighting differences in diversity management practices in the three countries. Citation: Bosch, A., Nkomo, S., Jabbour, C., Haq, R., Carim, N., Syed, J., & Ali, F. (2015). Practices of organising and managing diversity in emerging markets countries: Comparisons between Brazil, South Africa, India and Pakistan. In Bendl, R., Bleijenbergh, I., Hentonnen, E., & Mills, A. (Eds.), The Oxford Handbook of Diversity in Organizations, pp.408-431. Oxford: Oxford University Publishing.