MPHR-707 Creating and Sustaining a Climate of Inclusion
Fall for 2016-2017
Spring for 2016-2017
No faculty information available
Many organizations with existing diversity initiatives have been unable to effectively use them to change the way that the organization behaves. In an effort to do so, organizations must develop a plan to move its efforts from tactical to strategic. This course examines the diversity field from an organizational perspective. Participants explore organization development theory and change models and interview, survey, feedback, data collection and analysis methods.This course includes an organization action-research practicum designed to identify and implement the cornerstones of an inclusive organization, to determine whether an organization has significant political and other barriers to becoming inclusive and to design and implement an inclusion template for organizations. Using a case study methodology, students will critique existing paradigms of inclusion and determine how to create new ones. Students will use powerful tools that are designed to address diversity as organizational change thus leading to inclusive policies, practices and procedures in all dimensions of organization life. Students will be required to present an inclusion strategy at course end.
Credits: 3
Prerequisites: None

Course syllabi
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Fall '16: Earley, Keith (file download)
Additional syllabi may be available in prior academic years.

Sections:

MPHR-707-01 Creating and Sustaining a Climate of Inclusion
Fall for 2016-2017
Faculty:
Diversity and inclusion are terms that have become ubiquitous in societies across the globe. The importance of a commitment to diversity and inclusion has been readily articulated in response to emerging demographic trends and underlying cultural changes. Diversity initiatives also are seen as solutions to intractable social upheavals.

Yet diversity issues are often difficult to discuss. Why?

This class will examine the tendency to narrowly define diversity (usually based on race, gender and sexual orientation). As a consequence, many important elements of diversity that go beyond visible social identity receive scant attention. We are thus obliged to ask the following initial questions

• What do we mean by the terms “diversity” and “inclusion”?
• How are these terms similar and how do they differ?
• Why is it important to create and sustain a climate of inclusion?
• What are the essential elements of an effective diversity and inclusion strategy?
• What are the key challenges and what is required to analyze such challenges?

This course examines diversity and inclusion from a systems perspective beginning with individual dynamics that explore cultural competency, privilege, resistance and internalized oppression. In addition, we also will examine group, institutional and broader societal dynamics that contextualize discussions of diversity and inclusion.

The approach to this class will be predicated on organization development theories and processes that emphasize student centered, experiential learning that is both diagnostic and dialogic. Students will be required to develop and present a strategic diversity plan at the end of the course. In this way, the course will provide an in-depth and solid theoretical grounding for HR professionals, and others with responsibility for diversity and inclusion initiatives within organizations.
Credits: 3
Prerequisites: None
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