Insegnamento a.a. 2023-2024

The course is divided in two parts: Policy and Management.

1. First part: the policy dimension. This part of the course covers the following concepts:
   • Gender equality: an overview of the gender gaps, dimensions, scenario, based on data.
   • Labor market and the family: the role of maternity, fertility, intrahousehold bargaining power as determinants of the gender gaps.
   • Psychological and socio-psychological factors which determine the gender gaps.
   • At the root of gender gaps: the role of gender culture, at individual and firm level.
   • Theories of discrimination and non-neutrality in selection.
   • Policies to favour female occupation.
   • Policies to measure female empowerment in business and in politics. A special focus on gender quotas.
2. Second part: The management dimension. This part of the course covers the following concepts:
   • Introduction to diversity management in organizations: why diversity is important? What types of diversity?
   • Understanding and exploring gender stereotypes.
   • Effects of gender status on women's own behavior in organizations  and on others' attitudes and behaviour towards women in organizations.
   • Intergroup (non-gender) relations and stereotypes (main theories).
   • Effects of minority status on their own behaviors and other's behaviors towards them in organizations.
   • What can women/minorities do to be more successful in organizations.
   • What can organizations do to manage diversity more effectively in organizations.

• Understand the dimensions of gender gaps.
• Explore the determinants of gender gaps.
• Analyze policies to favour female occupation policies to promote female empowerment in business and in politics.
• Understand why diversity is important in organizations.
• Explore gender stereotypes.
• Analyze what women/minorities can do to be more successful in organizations and what organizations do to manage diversity more effectively.

• Interpret the existence and the dimensions of gender gaps.
• Assess the determinants of gender gaps.
• Evaluate and discuss policies to favour female occupation policies to promote female empowerment in business and in politics.
• Interpret why diversity is important in organizations.
• Assess gender stereotypes.
• Evaluate and discuss what women/minorities can do to be more successful in organizations and what organizations do to manage diversity more effectively.

• Face-to-face lectures
• Guest speaker's talks (in class or in distance)

Teaching methods include:

•  lectures.
• Guest lectures with experts who discuss policies and measures to promote diversity in practice.
• Interactive classes with discussions.

• Written exam for each of the two parts.

Book

• Profeta, P. Gender equality and Public Policy. Measuring progress in Europe. Cambridge University Press (2020)

Readings:

• NPR special series, Diversifying the American Workplace: Defining diversity: beyond race and gender (http://www.npr.org/templates/story/story.php?storyId=122327104).
• E.A. MCCLINTOCK, A comparison of male and female homemakers, Psychology Today, 2014 (http://www.psychologytoday.com/blog/its-man-s-and-woman-s-world/201401/happy-homemakers).
• CATALYST, Women “take care” and men “take charge”: Stereotyping of US business leaders exposed, 2005 (glance over Chapters 2, 3, and 5).(http://www.catalyst.org/system/files/Women_Take_Care_Men_Take_Charge_Stereotyping_of_U.S._Business_Leaders_Exposed.pdf).
• L.A.RUDMAN, P. GLICK, The social psychology of gender, New York, NY, Guilford Press, 2008 (Selected chapters).
• L.J. KRAY, L. THOMPSON, Gender stereotypes and negotiation performance: An examination of theory and research, Research in Organizational Behavior, 2004, 26, 103182.
• D. GILBERT, Women acknowledge presence of workplace discrimination; rarely believe it applies to them, The University Record, 1994. (http://www.ur.umich.edu/9394/Feb07_94/15.htm).
• Pew Research Global Attitudes Project, Opinions of ethnic and religious minorities, 2009 (http://www.pewglobal.org/2009/1102/chapter6-opinions-of-ethnic-and-religious-minorities/).
• N. ELLEMERS, S.A. HASLAM, Social identity theory, in: P.A.M. VAN LANGE, A.W. KRUGLANSKI, E.T. HIGGINS (Eds.), Handbook of Theories of Social Psychology, London, Sage Publications, 2011, 379398.
• J. SIDANIUS, F. PRATTO, Social dominance theory,  in P.A.M. VAN LANGE, A.W. KRUGLANSKI, E.T. HIGGINS, (Eds.), Handbook of Theories of Social Psychology, London, Sage Publications, 2011, 418338.
• NPR Race perception in the workplace, 2008 (http://www.npr.org/templates/story/story.php?storyId=98462207).
• S. FISKE, T. LEE,  Stereotypes and prejudice create workplace discrimination, in A.P. BRIEF (Ed.), Diversity at Work, Cambridge University Press, 2008.
• K. JEHN, L. GREER, J. RUPERT, Diversity, conflict, and consequences, in A.P. BRIEF (Ed.), Diversity at Work, Cambridge University Press, 2008.
• A.H. EAGLY, L.L. CARLI, How do some women find their way through the labyrinth. Through the labyrinth, Harvard Business School Press, 2007.
• R. ELY, L.M. ROBERTS, Shifting frames in team diversity research, in A.P. BRIEF (Ed.), Diversity at Work, Cambridge University Press, 2008.
• S.L. SINGLETARY, M.R. HEBL, Compensatory strategies for reducing interpersonal discrimination: the effectiveness of acknowledgments, increased positivity, and individuating information, Journal of Applied Psychology, 2009, 94(3), 797-805.
• NPR special series, Diversifying the American Workplace: Career coaches help minorities on way to the top, (http://www.npr.org/templates/story/story.php?storyId=122576958).
• C. KULIK, L. ROBERSON, Diversity initiative effectiveness, In A.P. BRIEF (Ed.), Diversity at Work, Cambridge University Press, 2008.