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Nomadic pastoralism has thrived in Asia's rangelands for several millennia by tracking seasonal changes in forage productivity and coping with a harsh climate. This pastoralist lifestyle, however, has come under intense transformations in recent decades due to socio-political and land use changes. One example is of the high-altitude trans-Himalayan rangelands of the Jammu and Kashmir State in northern India: major socio-political reorganisation over the last five decades has significantly impacted the traditional pasture use pattern and resources. We outline the organizational transformations and movement patterns of the Rupshu pastoralists who inhabit the region. We demonstrate the changes in terms of intensification of pasture use across the region as well as a social reorganisation due to accommodation of Tibetan refugees following the Sino-Indian war in 1961 to 1962. We focus in particular on the Tso Kar basin - an important socio-ecological system of livestock herding and biodiversity in the eastern Ladakh region. The post-war developmental policies of the government have contributed to these modifications in traditional pasture use and present a threat to the rangelands as well as to the local biodiversity. In the Tso Kar basin, the number of households and livestock has almost doubled while pasture area has declined by half. These changes have potentially negative consequences for the long-term resilience of nomadic pastoralism as well as for the survival of rare local wildlife. To increase the pastoralist standard of living, having fewer pastoralists may be the only solution, and alternative livelihood options may bring this about. Development programmes should concentrate on enhancing opportunities for herders so that there is a greater diversity of employment opportunities and potentially better chances for the persistence of biodiversity.

During the 1990's the diversity idea entered the Swedish socio-political debate under the name 'mångfald'. The concept originated in the United States and discusses how organizations can be more efficient if they combat discrimination and acknowledge differences. This development attracted the attention of mass-media and led to the publication of books, articles and reports that advocated or commented the concept. It had also had effects on policymaking and various types of consultancy work. The present thesis focuses on studying the dissemination of the diversity concept. This is a way of describing how change takes place through the introduction of new ideas and practices and how various forces and obstacles influence this process. In this dissertation it is the ethnic dimension of the diversity concept that is under the spotlight because this is the aspect which has been given most attention in Sweden. Another limiting factor is that the main object of interest it is diversity as a question involving working life and organisation. This thesis consists of three parts. The first part focuses on how the concept was developed in the USA and discusses the prerequisites in Europe for the dissemination of the diversity idea. The conclusion is that although some economic and structural developmental trends are basically the same in Europe and the United States, there are some obstacles due to contextual differences. In the second part the introduction and the dissemination of the diversity concept in Sweden in the 1990's is studied. The main conclusions of this study are that the idea is 're-invented' in a number of different ways as it is diffused in the Swedish context. The idea, that can be labelled as an essentially contested concept, is modified by different actors in several ways. The contextual differences between the USA and Sweden are another reason that the idea becomes modified and watered down during the dissemination process. The third part investigates how the diversity concept is disseminated and implemented in the municipal organization the City of Malmö. Several obstacles to the dissemination process are revealed, for example the complex nature of the organization and the different views on the benefits of a diversity management strategy. These studies of the dissemination of the diversity idea in Sweden points to the fact that the impact of the idea is rather shallow despite the attention that it has attracted in different arenas.