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| Detailed information |
| Pre-requisites |
(*)21 ECTS aus Core Business Knowledge 1 Fach aus Unternehmerisches Handeln
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| Original study plan |
Bachelor's programme Business Administration 2025W |
| Learning Outcomes |
Competences |
| Learning Outcomes
After successfully completing the course, students will be able to:
- LO1: understand the basics of diversity in general and diversity in organizations in particular and embed these in broader social contexts. In addition, students know the key approaches that promote or hinder a proactive approach to diversity and can thus implement their knowledge in organizational practice.
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| Skills |
Knowledge |
| Learning Outcomes
After successfully completing the course, students can:
- LO5: analyze organizational phenomena related to diversity and diversity management,
- LO6: apply the relevant concepts from the literature to these,
- LO7: critically reflect on and evaluate current social issues related to diversity in organizations,
- LO8: give a presentation and moderate the subsequent discussion,
- LO9: produce a scientific paper based on an empirical survey (interview).
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Learning Outcomes
- LO2: key concepts and theories on diversity and diversity management
- LO3: embedding diversity in organizations within broader social science theories of inequality, stereotyping, bias, etc.
- LO4: factors and mechanisms that hinder or promote a proactive approach to diversity in organizations
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| Criteria for evaluation |
Up to 100 points can be achieved in the course
- 3 comments of 12 points each: 36 points
- Analysis of organizational phenomena relating to diversity and diversity management by describing the central concepts and theories on diversity and diversity management as well as describing the factors and mechanisms that hinder or promote a proactive approach to diversity in organizations and embedding diversity in organizations within broader social science theories of inequality, stereotyping, bias, etc.
- Presentation + moderation of the discussion: 12 points
- Apply relevant concepts from the literature to an empirical survey (interview) and thereby analyze organizational phenomena relating to diversity and diversity management; critically reflect on and evaluate current social issues relating to diversity in organizations; Giving a presentation and moderating the discussion
- Written group work: 40 points
- Applying relevant concepts from the literature to an empirical survey (interview) and thereby analyzing organizational phenomena around diversity and diversity management and creating a scientific paper on this; critically reflecting on and evaluating current social issues relating to diversity in organizations
- Reflection: 12 points
- Critically reflecting on and evaluating current social issues relating to diversity in organizations
- Active participation: can improve your grade (maximum 10 additional points; 2.5 per block)
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| Methods |
The course uses a mix of different teaching methods to increase the learning opportunities for all students and to take into account different learning and participation styles: lectures by the teacher, individual and group reading of texts and group discussions, exercises for in-depth study and reflection, group work and presentation, and a final individual reflection. Between the blocks, the students read and comment on academic texts, which are then further explored in the course.
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| Language |
German |
| Study material |
Krell, G., Ortlieb R., & Sieben, B. (2018). Jede(r) in eine Schublade?. In: G. Krell, R. Ortlieb & B. Sieben (Hrsg.), Gender und Diversity in Organisationen. Grundlegendes zur Chancengleichheit durch Personalpolitik, 19-38. Wiesbaden: Springer Gabler.
Clair, J.A., Humberd, B.K., Rouse, E.D., & Jones, E. (2019). Loosening Categorical Thinking: Extending the Terrain of Theory and Research on Demographic Identities in Organiations. Academy of Management Review, 44(3), 592-617.
Ahmed, S. (2007): ‘You end up doing the document rather than doing the doing’: Diversity, race equality and the politics of documentation'. Ethnic and Racial Studies 30. 590-609.
Dobbin, F. und Kalev, A. (2016). Why Diversity Programs Fail. Harvard Business Review, 94, 52-60.
van Knippenberg D., Nishii L. H., Dwertmann D. J. G. (2020). Synergy from diversity: Managing team diversity to enhance performance. Behavioral Science & Policy, 6, 75-92.
Ferdman, B. M. 2020. Inclusive Leadership: The Fulcrum of Inclusion. In B. M. Ferdman, J. Prime, & R. E. Riggio (Eds.), Inclusive Leadership: 3–24. New York : Routledge, 2020.
Dang, C. T., und Joshi, A. (2023): „On the Plurality and Politics of Ally Work: Liberalism and Self, Relational, and Organizational Ally Work“. Academy of Management Journal 66(5), 1554–85.
Hellerstedt, K., Uman, T,und Wennberg, K. (2024): „Fooled by Diversity? When Diversity Initiatives Exacerbate Rather than Mitigate Inequality“. Academy of Management Perspectives 38(1). 23-42 https://doi.org/10.5465/amp.2021-0206.
To, C., Sherf, E. N., & Kouchaki, M. (2024). How Much Inequity Do You See? Structural Power, Perceptions of Gender and Racial Inequity, and Support for Diversity Initiatives. Academy of Management Journal, 67(1). 126-149. DOI 10.5465/amj.2022.0253
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| Changing subject? |
No |
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