Insegnamento a.a. 2017-2018



Department of Management and Technology

Course taught in English

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)
Course Director:

Classes: 31 (II sem.)

Course Objectives

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 discusses the more effective measures to promote diversity.

Course Content Summary

After an introduction, the course is organized in two parts, which develop the economic-policy and the management perspective respectively.
  • The debate on diversity, gender equality, new perspectives on diversity policies and management.
Part 1.
  • Gender Gaps: Scenario, Determinants, Consequences, The role of policies and institutions.
  • Recent perspectives: womenomics, the origins of gender gaps (historical determinants), gender identity and social norms, psychological and socio-psychological factors (Experimental evidence), labour market and theories of discrimination, female leadership and outcomes.
  • Policies in favour of female occupation: family policies, subsidized child care and the welfare state; motherhood, female occupation and fertility; maternity, paternity and parental leaves; tax design; labour market; pension design and implications.
  • Policies to promote female leadership and women in decision-making: affirmative action, the debate on gender quotas: politics, business; gender quotas on boards: the case of Norway and Italy.
Part 2.
  • Understanding gender stereotypes: conceptual approaches; descriptive, prescriptive, and proscriptive stereotypes; implicit stereotypes; how are stereotypes determined; are gender stereotypes changing? how are stereotypes perpetuated.
  • Effects of gender on women’s own behavior in organizations and on others’ attitudes and behaviour towards women in organizations: negotiations; performance; opting out of the workforce: work-family conflict; undervaluing women’s skills and contributions: Discrimination in hiring and the glass ceiling; queen bee effect; sexual harassment.
  • Non-gender stereotypes: their origins and perpetuation.
  • Effects of non-gender stereotypes (racial, religious, LGBT) on hiring, performance evaluations, impression management, conflict in the workplace.
  • What can minorities and organizations do to manage diversity more effectively? Behavior modification, training, mentoring and other initiatives.

Detailed Description of Assessment Methods

Written exam consisting of two parts, corresponding to part 1 and part 2 of the course.


A selection of papers indicated in class.
Exam textbooks & Online Articles (check availability at the Library)
Last change 12/06/2017 09:40