module specification

We live in a more diverse society than ever before. Structural changes in labour markets have led to increasing numbers of women, older workers and disabled people in employment, with fewer younger people in many industrialised economies. Globalisation and migration has also lead to greater ethnic diversity. We are also clear about the business for diverse workforces, and the benefits this can bring to society.

However, there is a question as to whether a diverse workforce always equals inclusion. There is evidence that many of these groups are marginalised and face employment disadvantages in practice. The aim of this module is to illuminate some of the inequalities experienced by these groups, and then to examine theoretical perspectives helping explain these and provide insights into how these can be better remedied in practice.

Whilst arguably the principles of inclusion transcend the protected characteristics (Equality Act, 2010), it is clear that these groups tend to suffer more inequalities in the workplace than others (despite law that protects against this). This module will therefore look at the meaning of inclusion and how it differs from concepts of equality and diversity – what it adds and where it might be lacking. We will examine closely the different dimensions of diversity (gender, age, race/ethnicity and so forth) in order to understand the specific barriers these groups experience, and what methods organisations can develop to ensure more inclusive workplaces – so that everyone feels valued regardless of identity or background.

A broader aim of the module is to provide students with an opportunity to ‘step into the shoes’ of diverse marginalised groups and the specific barriers they face, so they are better prepared to identify and promote inclusive workplaces, as social justice champions of our future. This is something our society needs and London Metropolitan University is passionate about developing – values driven graduates who make a positive contribution to the world (see Strategic Plan).

Standard university requirements for Level 5 entry

1. The meaning(s) of inclusion LO1
2. Equality and the law LO4
3. The impact of inclusion on organisational outcomes (business case) LO1
4. Theorising employment disadvantage: segregation and sociological approaches LO2 & LO3
5. Theorising employment disadvantage: an intersectional approach LO2 & LO3
6. Gender inequalities: choice and constraints LO3 & LO4
7. Social mobility and the ‘class gap’ LO3 & LO4
8. Migration and race inequality in employment LO3 & LO4
9. Age diversity and inclusion LO3 & LO4
10. LGBT and inclusion LO3 & LO4
11. Disability and employment (including issues of ‘neurodiversity’) LO3 & LO4
12. Equality and diversity policy in action (the role of line managers and governance) LO3 & LO4

The formal delivery of this module will include three contact hours per week. This will include a two hour lecture which will explore the meaning of inclusion, the barriers for different groups, theoretical perspectives on these inequalities, and targeted recommendations for how organisations can help alleviate these through policies and practices aimed at building inclusivity. This will be supplemented by a one hour seminar which allows for a closer level analysis of the issues in an interactive format. For example, seminars will draw on case studies, videos and scenario activities. We may also draw on the ‘flipped classroom’ approach during seminars, where students are given activities to prepare and reflect on (individually or in groups) for discussion during class time. For example, students may be given an exercise to design an ‘unconscious bias training’ session, to be delivered to middle managers or to analyse some gender pay gap reporting statistics and to diagnose the problems. The aim is to facilitate deeper learning through individual reflection and engagement with the issues, and embedded through the sharing of ideas, viewpoints and experiences of a diverse peer and teaching team. We feel this approach serves to better prepare students with the understanding and empathy necessary to manage inclusively and become socially responsible future leaders.

By the end of the module, students will be able to:

1. Explain the different meanings of inclusion, and ‘the business case’ for investing in developing an inclusive workplace.
2. Identify key patterns of inequality in the workplace and competing explanations for these.
3. Identify the different processes and practices that present barriers to inclusivity in the workplace across dimensions such as gender, race and ethnicity, disability and age.
4. Critically evaluate different strategies for overcoming inequalities and promoting inclusivity in the workplace

Core:
Kirton, G. and Greene, A.M., 2016. The dynamics of managing diversity: A critical approach. Routledge [available as e-book]

Other readings (general):

Arenas, A., Di Marco, D., Munduate, L. and Euwema, M.C. eds., 2017. Shaping inclusive workplaces through social dialogue. Springer International Publishing.
Cooper, D., 2004. Challenging diversity. Cambridge University Press.
Cornelius, N., 2002. Building workplace equality: Ethics, diversity and inclusion. Cengage Learning EMEA.
Daniels, K. and Macdonald, L., 2005. Equality, diversity and discrimination: A student text. CIPD Publishing.
Davidson, Marilyn J. and Fielden, S. (2003) Individual diversity and psychology in organizations. John Wiley.

Dundon, T. and Wilkinson, A., 2020. Work, employment and human resource management: Case study applications. In Case Studies in Work, Employment and Human Resource Management. Edward Elgar Publishing.
Healy, G., Kirton, G. and Noon, M., 2010. Inequalities, intersectionality and equality and diversity initiatives. Equality, Inequalities and Diversity. Basingstoke: Palgrave.
Kirton, G and Greene, A. M. (2005) The Dynamics of Managing Diversity. Elsevier.
Konrad, A, Prasad, P and Pringle, J (2006) Handbook of Workplace Diversity. Sage.

Noon, Mike. (2001) Equality, diversity and disadvantage in employment. Palgrave.
Ozbilgin, M. and Tatli, A. (2015) Global Diversity: An Evidence Based Approach, Palgrave Macmillan: New York.
Wright, T. and Conley, H. (2011) Gower Handbook of Discrimination at Work, Surrey: Gower.
Gender readings:
Bach, E.B.S. and Edwards, M.R., 2013. Work Life Balance: The End of the Overwork Culture?. Managing Human Resources, p.150.
Race and ethnicity readings:
Bhopal, K., 2018. White privilege: The myth of a post-racial society. Policy Press.
Bradley, H. and Healy, G., 2008. Ethnicity and gender at work: inequalities, careers and employment relations. Springer.
Pilkington, A., 2003. Racial disadvantage and ethnic diversity in Britain. Palgrave Macmillan.
Social class/mobility readings:
Friedman, S. and Laurison, D., 2020. The class ceiling: Why it pays to be privileged. Policy Press.
Savage, M., 2015. Social class in the 21st century. Penguin UK.
Journals

Work Employment and Society

Gender Work and Organisation

Equality, Diversity and Inclusion

Work and Occupations

Human Resource Management Journal

British Journal of Industrial Relations

Employee Relations

Human Relations

International Journal of Human Resource Management

Online resources and websites
https://www.equalityhumanrights.com 
https://www.cipd.co.uk
https://www.runnymedetrust.org/
https://www.fawcettsociety.org.uk/
https://www.parliament.uk/womenandequalities
https://www.stonewall.org.uk/
https://www.ageing-better.org.uk/
https://www.socialmobility.org.uk/
https://www.thebridgegroup.org.uk/
https://www.employment-studies.co.uk/
https://www.peoplemanagement.co.uk/
https://www.tuc.org.uk/research-and-reports
https://gender-pay-gap.service.gov.uk/
https://www.gov.uk/government/organisations/government-equalities-office
https://www.hse.gov.uk/
https://www.gov.uk/government/organisations/department-for-business-energy-and-industrial-strategy
https://www.acas.org.uk/
www.statistics.gov.uk
www.europa.eu.int/index-en.htm
www.oecd.org
www.ilo.org 
www.cbi.co.uk
www.resolutionfoundation.org.uk
www.parliament.uk

Surveys and reports
Work and Employment Relations Survey
https://www.ons.gov.uk/

CIPD 2019 Building Inclusive Workplaces:
https://www.cipd.co.uk/Images/building-inclusive-workplaces-report-sept-2019_tcm18-64154.pdf

Task Force on Race Equality, Diversity in the Private Sector and Institute for Public Policy Research, 2004. Race Equality: The Benefits for Responsible Business. Institute for Public Policy Research:
https://www.ippr.org/files/images/media/files/publication/2011/05/race_equality_1312.pdf

Videos:
https://www.youtube.com/watch?v=H43LCaha760
https://www.youtube.com/channel/UCcBqpMy10KBJ533WsFFLySg
https://www.youtube.com/channel/UCEyTdguP_af2lt-O33qEt0g