In this section a brief description of the general rationale for, and purpose of, the module should be provided, indicating at whom the module is aimed and if, for example, it is an introductory, basic, intermediate or advanced module. This section should also include if there are discrete module elements / components.
Due to globalisation and technological advancement, diversity is becoming a fundamental issue for organisations. This module examines the role of diversity in the workplace in a comprehensive and holistic manner from examining overarching theories and concepts to students’ reflecting on their own biases and perceptions. The main aims of this module are to raise awareness of different diversity issues, highlight the importance of diversity for organisations, and the different approaches to managing diversity. Moreover, by reflecting on this coursework, students shall become more self-aware of their own biases and in doing so, possibly broaden their perspective on diversity.
Managing Workforce Diversity
Defining and exploring diversity, equality, and inclusion. Outline the benefits and advantages of diversity management – including business case and social justice case. Equity vs. Equality vs. Diversity vs. Inclusion.
Liff’s typology approach to Diversity Management.
Psychology of diversity and HR approaches to DM
In-group vs. out-group bias, social identity, bio-social psychological theories, Stereotype content model. Lack of fit models. Evaluate unconscious bias training and contact hypothesis. HR Approaches: Liff’s typology, Diversity Enlargement/Diversity Sensitivity/Cultural Audit/Organisational Outcomes (Kossek & Lobel, 1996)
Stereotypes, Prejudice and Discrimination
Defining and understanding impact of stereotypes (beliefs) on prejudice (attitudes) and in turn discrimination (behaviour) in workplace. Biases and perceptions impact in work e.g., hiring, promotion etc. Self-reflection and Self-awareness.
Gender Diversity
Gender considerations in the workplace, motherhood, earning gaps, retention, quotas, sexism, women’s underrepresentation in leadership roles. Role congruity theory of prejudice. Lack of fit Model.
Gender Identity and Sexual Orientation
Defining different Gender Identities and Sexual Orientations. Issues and strategies specific to employees of various sexual orientations and gender identities including LGBTQ+ issues.
Cultural and Religious Diversity
Religion in the workplace, accommodation of religious practice vs. non-accommodation debate in business context. Non-national employees in the workplace, cultural diversity including race and ethnic diversity, white privilege, integration, etc.
Age and Disabilities
Strategies for including individuals with differing physical and mental abilities in the workplace, reasonable accommodations. Discrimination of older workers, especially in recruitment.
Irish specific and other
Discuss rights of travelling community and lack of representation in business context. Economic Social Status and/or Geographical Location, physical appearance as areas of discrimination.
Statements about the various types of learning and teaching methods that are used in the delivery of the module
Lectures will provide overview and different perspectives on issues. Include in-class exercises and media clips etc.
Case Studies will be used to support the above content. Journal articles will be distributed on an on-going basis.
Current issues and trends will be identified in newspapers, journals and other media – which will be brought into class and discussed and/or debated during the semester.
Possible guest lectures from representative populations/organisations to enrich content.
| Module Content & Assessment | |
|---|---|
| Assessment Breakdown | % |
| Formal Examination | 50 |
| Other Assessment(s) | 50 |