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Abstract As migrant integration policies touch upon almost all spheres of citizens’ life, collaboration across policy levels as well as across policy domains is needed. Over time, a series of both policy and analytical paradigms on the integration of migrants emerged, going from the traditional ideas of differentialism and assimilation, over multiculturalism, interculturalism, integrationism, liberal egalitarianism and mainstreaming, up to superdiversity and intersectionality. While networks for integration policies are likely to be at least partly driven by these paradigms, recent studies seem to nuance this assumption based on so called paradigmatic pragmatism, meaning that cities draw on a variety of ideas and pragmatically combine them under the header of diversity policies. The need for multi-level and multi-actor governance on migrant integration, the theoretical knowledge about homophily in organizational networks, and the recent findings on paradigmatic pragmatism, raise the question to what extent collaboration between public and non-profit organizations active around migrant integration is based on a shared policy paradigm on the integration of migrants. This question is answered based on a multiple case study of four central cities in Flanders (Belgium), covering 1.403 organizations. In the quantitative and qualitative (social network) analyses, comparisons along both the axes of cities and policy domains are made. Findings contribute to literature on organizational homophily, showing that clustering of organizations is likely to be at least partly driven by policy paradigm on integration. This is however nuanced by the observation that policy paradigms appear to be ambiguous, which in turn reveals opportunities for more flexible collaborations between actors and for avoiding deadlocks in policy making.

This article is concerned with the concept of postsecular rapprochement, which refers to the coming-together of secular and religious voices over mutual ethical concerns such as welfare, care, and solidarity. Although the concept provides a useful analytical instrument for capturing context-contingent transgressions of faith boundaries, we question some of the assumptions hidden in the way it has been employed so far. More specifically, we respond to geographers' recent call for more sensitivity to "power relations and marginal experiences within practices of rapprochement." We do so by turning the gaze toward historically non-incorporated religious welfare practices, in particular evangelical Christian solidarities in a Flemish urban welfare regime. Based on document analysis and in-depth interviews, we unpack a trajectory of postsecular rapprochement in a local cooperative network that connects a Flemish city council, a pluralistic umbrella organization, an evangelical Faith-Based Organization (FBO), and a Church of Christ. We propose to see this configuration as a "stretched" mode of postsecular rapprochement in which crossovers take place at different levels of interaction, thereby bridging faith and other divides. Capturing this mode, we conclude, brings us one step further in exploring the full scope of the phenomenon of postsecular rapprochement. [ABSTRACT FROM AUTHOR]

This study analyses the perspectives of nonprofit organizations (NPOs) on workplace diversity. Organizational diversity is a well‐established research topic in both profit management and organization studies, as well as in nonprofit scholarship. However, diversity is often discussed from a managerial point of view and, particularly in nonprofits, with little attention to workplace diversity. Using interview data from 25 Belgian NPOs, we explore how leaders in different types of nonprofits approach workplace diversity, discursively and in their organizational practices. Our analysis is centered around Maier and Meyer's typology on nonprofit governance and aims to understand how workplace diversity is perceived in organizations with a domestic, professionalist, grassroots, and civic discourse. We outline the main diversity perspectives underlying these governance discourses. Our study reveals that the way NPO leaders approach workplace diversity is shaped by their overall governance, resulting in differing discourses that go beyond business or social justice rationales. We conclude that there are various ways in which NPOs differentiate diversity, making it important not only to go beyond a managerial/business and social justice discourse, but also to unpack the different forms in which civic or grassroots discourses for example manifest themselves in the nonprofit sector. [ABSTRACT FROM AUTHOR]