ILRHR 6400 - Organizational Diversity and Inclusion

Fall. 4 credits. Letter grades only.

L. Nishii, D. Proudfoot.

The diversity of the U.S. workforce has been steadily increasing over the last 50 years, and is projected to continue increasing significantly. Although Title VII of the Civil Rights Act was passed in 1964 to prohibit employment discrimination based on an individual’s race, color, religion, sex, or national origin, and other employment legislation has since been passed to prohibit discrimination based on other group characteristics such as age and disability status, claims of discrimination have been on the rise. This suggests that much work remains to be done in organizations. The purpose of this course is to introduce you to current theory, research, and practice regarding discrimination and inclusion in the workplace. We will begin by defining diversity and the multiple existing justifications for “managing diversity” within organizations. We will then examine bias within organizations, including its root cause in stereotyping and power differentials, and its manifestation in the implementation of HR practices, the treatment of employees, and in broader society. We will also explore the impact of demographic diversity on the functioning of work groups/teams, particularly as it relates to commonly made arguments about the “business case” for diversity. We will spend some time discussing the role of HR and diversity practices in fostering inclusion, and the important role of an organization’s climate and culture. Finally, we will begin to explore the role of leaders and change agents in fostering diversity and inclusion.