30298 - DIVERSITY MANAGEMENT AND POLICY
Course taught in English
Go to class group/s: 31
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.
The course is divided in two parts: Policy and Management.
- 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.
- 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).
- Effetcts 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)
- Interactive class activities (role playing, business game, simulation, online forum, instant polls)
Teaching methods include:
- Face-to-face lectures.
- Guest lectures with experts who discuss policies and measures to promote diversity in practice.
- Interactive classes with exercise and questionnaires and discussions.
|Continuous assessment||Partial exams||General exam|
- Written exam for each of the two parts.
- One final extra point given to class participation.
- World Economic Forum, Global Gender Gap Report 2016, 2017 (page 339, no detailed information on specific countries) (http://www3.weforum.org/docs/GGGR16/WEF_Global_Gender_Gap_Report_2016.pdf).
- OECD, The Pursuit of Gender Equality: An Uphill Battle. Executive Summary and Chapter: Gender Equality. A global Overview, 2017. (http://dx.doi.org/10.1787/9789264281318en).
- Ten facts about economic gender inequality. (http://blog.oup.com/2015/05/tenfacts-gender-inequality/).
- M. BERTRAND, New Perspectives on Gender, in D. CARD, O. ASHENFELTER (eds.), Handbook of Labor Economics, 2011, Vol. 4b, Chapter 17.
- C. GOLDIN, The Quiet Revolution that Transformed Women’s Employment, Education and Family, American Economic Review, 2006, 96: 121.
- M. ESWARAN, Why Gender Matters in economics, Princeton University Press. Chapter 4: "Are women discriminated against in the labor market?"
- E. PATACCHINI, G. RAGUSA, Y. ZENOU, Discrimination and labor market outcomes: Theoretical mechanisms and existing empirical studies, in T. BOERI, E. PATACCHINI, G. PERI, Unexplored dimensions of discrimination, Oxford University Press, 2015, Pages 154167.
- PROFETA, et al., Women Directors. The Italian way and beyond, Palgrave Mac Millan, 2017, Chapter 3.
- 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.