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[ 986CABUMS2S21 ] SE MS2: Gender & diversity skills
Versionsauswahl
Workload Education level Study areas Responsible person Hours per week Coordinating university
3 ECTS M1 - Master's programme 1. year Business Administration Thomas Gegenhuber 1 hpw Johannes Kepler University Linz
Detailed information
Pre-requisites SE BC2: Induction: Team development UND SE BC1: Foundations of management UND KS BC3: Foundations of management science
Original study plan Master's programme Leadership and Innovation in Organizations 2024W
Objectives
  1. To impart the significance of gender and diversity in shaping organizing processes: Instruct on how various aspects of gender and diversity contribute to, and often enhance (and are challenges to), the organizing processes within organizations.
  2. To elucidate the competitive advantage of diversity in the business context: Educate on the multitude of ways in which diversity can serve as a source of competitive advantage for businesses, with a focus on innovation and market adaptability.
  3. To contrast the business and social justice cases for diversity: Clarify the differences between the business case for diversity, which focuses on the economic benefits for the organization, and the social justice case, which emphasizes ethical imperatives and equity.
  4. To analyze the impact of gender and diversity on organizational dynamics: Provide insight into how gender and diversity influence team dynamics, hierarchical structures, promotion policies, and the broader entrepreneurial landscape.
  5. To examine the influence of gender and diversity on external stakeholder engagement: Explain the nuances of how gender and diversity considerations affect an organization's interaction with external stakeholders such as investors, customers, media, and others.
  6. To integrate gender and diversity considerations into AI and technology design: Prepare to discuss the importance of incorporating gender and diversity perspectives in the development and deployment of AI technologies within organizational structures.
  7. To foster a critical understanding of gender and diversity issues: Develop a critical approach towards gender and diversity issues, encouraging the evaluation of current practices and the proposal of inclusive strategies.

Learning Outcomes

On successful completion of this course/seminar, the students will be able to:

  • Understanding how gender and diversity affects organizing processes and how diversity can be a source of competitive advantage
  • Students are able to explain the difference between the business case for diversity and the social justice case
  • Students are able evaluate how gender and diversity shape intra organizational dynamics (e.g. team dynamics, promotion policies, entrepreneurial journey) as well as interactions with external stakeholders (e.g. investors, etc.)
  • Students apply their gained knowledge about gender and diversity to reflect upon the design of AI technologies within and across organizations.
Subject In this Master's seminar, students will engage in an exploration of gender and diversity within organizational contexts, focusing on their influence on organizing processes The course provides an understanding of how gender and diversity impact both internal operations and external interactions in business settings.

Students will delve into the complex dynamics of gender and diversity in the business environment, understanding their significance in enhancing innovation, resilience, and market competitiveness. The seminar will facilitate an in-depth discussion on the contrasting perspectives of diversity: the business case focusing on organizational benefits and the social justice case emphasizing equity and societal implications.

A significant portion of the course will be dedicated to examining the effects of gender and diversity on internal organizational dynamics. This includes an analysis of team functionality, leadership styles, promotion policies, and the entrepreneurial journey, as well as the influence on relationships with external stakeholders like investors and clients.

Additionally, the course uniquely incorporates the application of gender and diversity knowledge to the design and implementation of AI technologies within organizations. Students will be encouraged to critically assess and propose inclusive AI designs that reflect a broad spectrum of perspectives. This aspect aims to prepare students to effectively contribute to technology development in diverse corporate environments.

Overall, this seminar is tailored to equip students with theoretical knowledge, practical skills, and ethical considerations crucial for leadership and management roles in inclusive and diverse workplaces.

Criteria for evaluation The course uses following grading system:

PointsGrade
100 – 871(very good)
86 – 752(good)
74 – 633(satisfactory)
62 – 504(sufficient)
49 – 05(failed)

This seminar builds on proactive participation in the classroom. Based on your attendence and your particpation in class (e.g. contributing to discussions, actively particpating in exercises) is 50 % of your grade. The other 50 % are for the presention of a selected paper, where you are able to summarize the key argument of an article on gender and diversity and you can explain this insight can inform an understanding of gender and diversity dynamics in organizations.

Methods This course uses following methods:

  • Lectures
  • Guest lectures with practitioners
  • Exercise based on readings
  • Discussions
  • Student presentations of selected papers
Language English
Study material You will read in groups of 2 a selected paper and do a short presentation on it:

1. Balkin, David B., Len J. Treviño, and Caroline Straub. 2022. “The Effect of Gender Inequities in the Classroom and Beyond in U.S. Business Schools.” Journal of Management Education 46 (3): 582–606.

2. Due Billing, Yvonne, and Mats Alvesson. 2000. “Questioning the Notion of Feminine Leadership: A Critical Perspective on the Gender Labelling of Leadership.” Gender, Work & Organization 7 (3): 144–57. [https://doi.org/10.1111/1468-0432.00103](https://doi.org/10.1111/1468-0432.00103).

3. Eck, Dide van, Laura Dobusch, and Marieke van den Brink. 2023. “Creating Inclusivity through Boundary Work? Zooming in on Low-Wage Service Sector Work.” Human Relations.

4. Greenberg, J., and E. Mollick. 2016. “Activist Choice Homophily and the Crowdfunding of Female Founders.” Administrative Science Quarterly 62 (2): 341–74. [https://doi.org/10.1177/0001839216678847](https://doi.org/10.1177/0001839216678847).

5. Johnson, Michael A, Regan M Stevenson, and Chaim R Letwin. 2018. “A Woman ’ s Place Is in the … Startup! Crowdfunder Judgments, Implicit Bias, and the Stereotype Content Model.” Journal of Business Venturing, no. March: 1–19. [https://doi.org/10.1016/j.jbusvent.2018.04.003](https://doi.org/10.1016/j.jbusvent.2018.04.003).

6. Kaufmann, L. 2022. "Feminist Epistemology and Business Ethics." Business Ethics Quarterly 32(4): 546-572.

7. Malmström, Malin, Jeaneth Johansson, and Joakim Wincent. 2017. “Gender Stereotypes and Venture Support Decisions: How Governmental Venture Capitalists Socially Construct Entrepreneurs’ Potential.” Entrepreneurship: Theory and Practice 41 (5): 833–60. [https://doi.org/10.1111/etap.12275](https://doi.org/10.1111/etap.12275).

8. McAdam, Maura, Richard T. Harrison, and Claire M. Leitch. 2018. “Stories from the Field: Women’s Networking as Gender Capital in Entrepreneurial Ecosystems.” Small Business Economics, 1–16.

9. Obukhova, Elena, and Adam M. Kleinbaum. 2020. “Scouting and Schmoozing: A Gender Difference in Networking during Job Search.” Academy of Management Discoveries.

10. Rocha, Vera, and Mirjam van Praag. 2020. “Mind the Gap: The Role of Gender in Entrepreneurial Career Choice and Social Influence by Founders.” Strategic Management Journal 41 (5): 841–66.

11. Wynn, Alison T. 2019. “Pathways toward Change: Ideologies and Gender Equality in a Silicon Valley Technology Company.” Gender and Society XX (X): 1–25.

For an in-class exercise on AI diversity you need to read the following readings:

Logg, J. M. (2019). Using algorithms to understand the biases in your organization. Harvard business review.

Daugherty, P. R., Wilson, H. J., & Chowdhury, R. (2018). Using artificial intelligence to promote diversity. MIT Sloan Management Review.

Changing subject? No
Further information Infos and Timeline of the session: see moodle
Corresponding lecture 986CABUMS2S19 SE MS2: Interpersonal Skills, Gender & Diversity
On-site course
Maximum number of participants 20
Assignment procedure Direct assignment