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THIS ARTICLE EXAMINES PUBLIC ATTITUDES TOWARDS TERRORISM IN FIVE COUNTRIES: URUGUAY, SPAIN, ITALY, GERMANY AND NORTHERN IRELAND. IT ANALYZES PUBLIC CONCERN OVER TERRORISM, IMAGES OF THE TERRORISTS, SUPPORT FOR THE TERRORISTS' GOALS, AND PUBLIC APPROVAL OF ANTI-TERRORIST MEASURES. THERE ARE SIGNIFICANT DIFFERENCES BETWEEN NATIONALIST AND REVOLUTIONARY TERRORISM. NATIONALIST TERRORISTS HAVE A HIGH DEGREE OF SUPPORT FROM AN ETHNIC CONSTITUENCY, WHILE REVOLUTIONARY TERRORISTS ATTRACT A MUCH SMALLER DEGREE OF SUPPORT PRIMARILY FROM THE EDUCATED YOUNG. IT IS CONCLUDED THAT PUBLIC OPINION TOWARDS TERRORISM IS A PRODUCT OF COMPLEX HISTORICAL SITUATIONS, AND THAT PUBLIC ATTITUDES ARE UNAFFECTED BY THE TERRORIST CAMPAIGN ITSELF.

This flat report provides an overview of the ten individual reports that present the case studies. It gives the most comprehensive coverage of all materials and emphasises similarities and differences among case studies. All informations contained in this report comes from individual reports. The flat cross country comparison is a companion of the consolidated report (WP3 D10 P1) and is organised into five sections. The First Section outlines background information on the case studies. The Second Section presents the Agri Environmental Schemes (AESs) and gives an overview of institutional settings. Section Three focuses on the disigning period while Section Four deals with enforcement issues. Finally, Section Five addresses the environmental impacts; it integrates the outcome of the mid term evaluation. Additional information on institutional settings is given in a specific appendix.

Differences in the workplace, also known as workforce diversity, evoke varied approaches in different countries. These include equity, equal opportunities, affirmative action and managing diversity. This paper compares methods in the US, Canada, UK, India, and South Africa. The system in each country is described and compared using several parameters. These are: the emphasis on sameness or difference; focus on individuals versus groups, classes or categories; voluntary action versus compulsory requirements; and remedies available. All are examined within the context of the national background and culture. The paper concludes that each system has both benefits and drawbacks, and gives lie to the assumption that there is any perfect legislative or voluntary approach to workplace diversity. ; As diferenças em ambiente de trabalho, também conhecidas por diversidade laboral, evocam várias designações em países diferentes. Estas incluem equidade, igualdade de oportunidades, acção afirmativa, e gestão da diversidade. Este artigo compara os métodos usados nos EUA, Canada, Reino Unido, Índia e África do Sul. O artigo descreve e compara o sistema em cada país, utilizando vários parâmetros. Estes incluem: ênfase na semelhança ou diferença; foco em indivíduos versus grupos, classes ou categorias; acção voluntária versus requisitos obrigatórios; e soluções existentes. Todos estes aspectos são examinados no contexto nacional e cultural de cada país. O artigo conclui que cada sistema tem benefícios e desvantagens, e nega o pressuposto de que existe uma forma ideal legislativa ou voluntária para estudar a diversidade laboral.