Insegnamento a.a. 2024-2025

30298 - DIVERSITY MANAGEMENT AND POLICY

Department of Management and Technology

Course taught in English

Student consultation hours
Class timetable
Exam timetable
Go to class group/s: 31
CLEAM (6 credits - II sem. - OP  |  SECS-P/10) - CLEF (6 credits - II sem. - OP  |  SECS-P/10) - CLEACC (6 credits - II sem. - OP  |  SECS-P/10) - BESS-CLES (6 credits - II sem. - OP  |  SECS-P/10) - WBB (6 credits - II sem. - OP  |  SECS-P/10) - BIEF (6 credits - II sem. - OP  |  SECS-P/10) - BIEM (6 credits - II sem. - OP  |  SECS-P/10) - BIG (6 credits - II sem. - OP  |  SECS-P/10) - BEMACS (6 credits - II sem. - OP  |  SECS-P/10) - BAI (6 credits - II sem. - OP  |  SECS-P/10)
Course Director:
PAOLA PROFETA

Classes: 31 (II sem.)
Instructors:
Class 31: PAOLA PROFETA


Suggested background knowledge

No

Mission & Content Summary

MISSION

The concept of diversity is central in modern societies. Differences of gender, age, nationality, race, ethnicity, sexual orientation, socio-economic status, religious beliefs, political ideologies are a key value for societies, economies and organizations. Diversity is receiving a growing attention in strategic policy and business agendas.This course addresses the main arguments to understand why diversity is key for policy-making and organizations, focusing in particular on the gender dimension. It also discuss the more effective measures to promote diversity. After an introduction, the course is organized in two parts, which develop the socio-economic-policy and the management perspective respectively. The main goal of the course is to understand and discuss topics related to the economic value of gender equality and how to promote it in public policy and in organizations. The course promotes discussion in class based on data, respectful of each other and the topic. We learn and grow from each other, as well as from the course content.

CONTENT SUMMARY

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.

Intended Learning Outcomes (ILO)

KNOWLEDGE AND UNDERSTANDING

At the end of the course student will be able to...
  • 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.

APPLYING KNOWLEDGE AND UNDERSTANDING

At the end of the course student will be able to...
  • 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.

Teaching methods

  • Guest speaker's talks (in class or in distance)

DETAILS

Teaching methods include:

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

Assessment methods

  Continuous assessment Partial exams General exam
  • Written individual exam (traditional/online)
  x x

ATTENDING STUDENTS

The written exam is 100% of the grade. The exam contains multiple choice questions and open questions on the program.

Students can take two midterms (50% of the grade each) or one general exam (100% of the grade)


NOT ATTENDING STUDENTS

The written exam is 100% of the grade. The exam contains multiple choice questions and open questions on the program.

Students can take two midterms (50% of the grade each) or one general exam (100% of the grade)


Teaching materials


ATTENDING STUDENTS

Attending students attend at least 50% of the classes

For the first part of the course the teaching material is the book: Profeta, P. Gender equality and public policy. Measuring progress in Europe (2020) Cmabridge University Press

 

For the second part of the course there are the following readings

  • Rudman, L. A., & Glick, P. (2008). Content and origins of gender stereotypes (chapter 4). The social psychology of gender. New York, NY: Guilford Press. 
  • Rudman, L. A., & Glick, P. (2008). Descriptive and prescriptive stereotyping (chapter 5). The social psychology of gender. New York, NY: Guilford Press. 
  • Ellemers N. & Haslam S.A. (2011). Social identity theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 379398.
  • Sidanius, J., & Pratto, F. (2011). Social dominance theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 418338.
  • Turner, J. C. & Reynolds, K. J. (2011). Selfcategorization theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 399-417.

 

  • Sheppard, L. (2019). Attractive businesswomen viewed as less trustworthy 'femmes fatales'. American Association for the Advancement of Science. URL: https://www.eurekalert.org/pub_releases/201903/wsu-abv032119.php
  • Roulstone, A., & Williams, J. (2014). Being disabled, being a manager:‘glass partitions’ and conditional identities in the contemporary workplace. Disability & Society, 29(1), 1629.
  • Mitra, S., & Kruse, D. (2016). Are workers with disabilities more likely to be displaced?. The International Journal of Human Resource Management, 27(14), 15501579.
  • Pingitore, R., Dugoni, B. L., Tindale, R. S., & Spring, B. (1994). Bias against overweight job applicants in a simulated employment interview. Journal of applied psychology, 79(6), 909.

 

  • Kulik, C., & Roberson, L. (2008). Diversity initiative effectiveness. In A. P. Brief (Ed.), Diversity at Work. Cambridge University Press
  • Wallis, H. & Robb, S. 2012. Workplace discrimination prompts 'whitened' job applications. BBC News. URL: http://www.bbc.com/news/uk-20608039

NOT ATTENDING STUDENTS

The material is indicated in blackboard

Last change 20/11/2024 17:18