Understand, explain and account for central and current theories and empirical evidence of inequalities  from a labour market and an organisational, managerial perspectiveLearn to critically reflect on diversity from different theoretical and inter-disciplinary perspectives & learn to critically evaluate EDI (equality, diversity and inclusion) policies in organisationsUnderstand how social and organisational processes can influence inequalities across different political economies (comparative perspective)Identify the dimensions of diversity that matter most in organizations and whyApply critical thinking skills to complex workforce issues associated with human diversity and exclusion/inclusion Recognize unconscious bias and how it affects the way that people perceive, evaluate, and react to othersProfessional development: through reading, writing, and speaking with colleagues, you will develop your analytical skills so that you can critically evaluate the strenghts and weaknesses of an intellectual position. You will work to synthesize a variety of research evidence to support a coherent, evidence-based intellectual position. You will also be able to demonstrate an ability to interact with others in a professional manner, and to effectively present your ideas orally and in writing.

lectures, videos, class discussions based on group presentations.                               weekly memos: each week students are required to produce a one page typed reaction to the weekly readings. The assignment briefly summarizes the themes of the reading and the debates that the readings are engaged with. Students should also share their critiques of the readings and provide two questions that they will raise in class discussions.           lead discussions: Students are divided into groups. Each week one group is expected to lead the class discussion on that week’s reading and class questions.Assessment: 30% Student weekly class participation 20% Group class participation 50% Final exam: sit-in written essay in class 

In this module, you will gain a critical appreciation of inequality at work. We examine EDI processes and outcomes across the dimensions of gender, race/ethnicity, disability, religion, age, sexual orientation as well as class and situate this discussion within the wider context of intersectionalities. You will explore what is meant by the concepts of inequality and EDI in labour markets as well as in organisations and workplaces by using an evidence-based, inter-disciplinary and comparative perspective. Most of the inequalities we observe in our societies (health, education, poverty et al.) are ultimately shaped by labour market factors. At the same time employment conditions themselves are shaped by historical and structural patterns of inequalities. We will dig into these complexities by considering important questions such as: why and in what ways are some groups of people disadvantaged at work, while others are more privileged? Why do we see a persistent gender, race and class pay gap, a glass and class ceiling, discrimination, and exclusion? What are the historical trajectories and how does this compare across different countries and their economic systems? How (far) can societies and organisations address these issues? How effective are collective labour institutions, how effective are EDI laws and policies? We take a comparative approach and explore inequalities and EDI progress in labour markets across different capitalist systems/ political economies. We compare Anglophone liberal market economies (Great Britain, the USA) and Central European social market economies (such as Austria or Germany). Theories of occupational segregation and labour market segmentation are introduced. We also analyse empirical developments on a micro level in business organisations focusing on organisational processes, management strategies and HR policies, which can produce or, conversely, inhibit equity and inclusion among diverse social groups in workplaces and careers and critically explore their pros and cons. 

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Readings include state-of-the art academic articles, selected book chapters as well as reports by leading international organisations such as the OECD. The reading list will list specific readings for each week. Below is an indicative sample of readings used for this course:Hebl, M. and E. King (2024) Working Together. Practicing the Science of Diversity, Equity and Inclusion, Oxford: Oxford University Press.Wajcman, J., Young, E. and L. Sprejer (2023) Mind the gender gap: Inequalities in the emergent professions of artificial intelligence (AI) and data science, New Technology, Work and Employment, online 27 August, 2023. https://doi.org/10.1111/ntwe.12278Dobbin, F. and A. Kalev (2022) Getting to Diversity: What Works and What Doesn’t, Boston: Harvard University Press.Syed, J. and Ozbilgin, M. (2020) Managing Diversity and Inclusion: An International Perspective, 2nd edition, London: Sage