Course 2024-2025 a.y.

The course is divided in two parts: Policy and Management.

1. First part: the policy dimension. This part of the course covers the following concepts:
   • Gender equality: an overview of the gender gaps, dimensions, scenario, based on data.
   • Labor market and the family: the role of maternity, fertility, intrahousehold bargaining power as determinants of the gender gaps.
   • Psychological and socio-psychological factors which determine the gender gaps.
   • At the root of gender gaps: the role of gender culture, at individual and firm level.
   • Theories of discrimination and non-neutrality in selection.
   • Policies to favour female occupation.
   • Policies to measure female empowerment in business and in politics. A special focus on gender quotas.
2. Second part: The management dimension. This part of the course covers the following concepts:
   • Introduction to diversity management in organizations: why diversity is important? What types of diversity?
   • Understanding and exploring gender stereotypes.
   • Effects of gender status on women's own behavior in organizations  and on others' attitudes and behaviour towards women in organizations.
   • Intergroup (non-gender) relations and stereotypes (main theories).
   • Effects of minority status on their own behaviors and other's behaviors towards them in organizations.
   • What can women/minorities do to be more successful in organizations.
   • What can organizations do to manage diversity more effectively in organizations.

• Understand the dimensions of gender gaps.
• Explore the determinants of gender gaps.
• Analyze policies to favour female occupation policies to promote female empowerment in business and in politics.
• Understand why diversity is important in organizations.
• Explore gender stereotypes.
• Analyze what women/minorities can do to be more successful in organizations and what organizations do to manage diversity more effectively.

• Interpret the existence and the dimensions of gender gaps.
• Assess the determinants of gender gaps.
• Evaluate and discuss policies to favour female occupation policies to promote female empowerment in business and in politics.
• Interpret why diversity is important in organizations.
• Assess gender stereotypes.
• Evaluate and discuss what women/minorities can do to be more successful in organizations and what organizations do to manage diversity more effectively.

• Guest speaker's talks (in class or in distance)

Teaching methods include:

•  lectures.
• Guest lectures with experts who discuss policies and measures to promote diversity in practice.
• Interactive classes with discussions.

The written exam is 100% of the grade. The exam contains multiple choice questions and open questions on the program.

Students can take two midterms (50% of the grade each) or one general exam (100% of the grade)

The written exam is 100% of the grade. The exam contains multiple choice questions and open questions on the program.

Students can take two midterms (50% of the grade each) or one general exam (100% of the grade)

Attending students attend at least 50% of the classes

For the first part of the course the teaching material is the book: Profeta, P. Gender equality and public policy. Measuring progress in Europe (2020) Cmabridge University Press

For the second part of the course there are the following readings

• NPR (2010). Defining diversity: beyond race and gender. In the special series “Diversifying the American Workplace”. URL: http://www.npr.org/templates/story/story.php?storyId=122327104)
• McClintock, E. A. (2014). A comparison of male and female homemakers. Psychology Today. URL: http://www.psychologytoday.com/blog/its-man-s-and-woman-s-world/201401/happy-homemakers
• Rudman, L. A., & Glick, P. (2008). Understanding gender (chapter 1). The social psychology of gender. New York, NY: Guilford Press. 
• Catalyst (2005). Women “take care” and men “take charge”: Stereotyping of US business leaders expose. URL: http://www.catalyst.org/system/files/Women_Take_Care_Men_Take_Charge_Stereotyping_of_U.S._Business_Leaders_Exposed.pdf

• Rudman, L. A., & Glick, P. (2008). Content and origins of gender stereotypes (chapter 4). The social psychology of gender. New York, NY: Guilford Press. 
• Rudman, L. A., & Glick, P. (2008). Descriptive and prescriptive stereotyping (chapter 5). The social psychology of gender. New York, NY: Guilford Press. 

• Babcock, L., & Laschever, S. (2003). Introduction. Women don’t ask: Negotiation and gender divide. Princeton University Press. URL: https://assets.press.princeton.edu/chapters/i7575.pdf.

• Gilbert, D. (1994) Women acknowledge presence of workplace discrimination; rarely believe it applies to them. The University Record. URL: http://www.ur.umich.edu/9394/Feb07_94/15.htm

• Pew Research Global Attitudes Project (2009). Opinions of ethnic and religious minorities. URL: http://www.pewglobal.org/2009/11/02/chapter6-opinions-of-ethnic-and-religious-minorities/

• Ellemers N. & Haslam S.A. (2011). Social identity theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 379398.
• Sidanius, J., & Pratto, F. (2011). Social dominance theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 418338.
• Turner, J. C. & Reynolds, K. J. (2011). Selfcategorization theory. In: Van Lange P.A.M., Kruglanski A.W., Higgins E.T. (Eds.), Handbook of Theories of Social Psychology. London: Sage Publications. 399-417.

• NPR (2008). Race perception in the workplace. URl: http://www.npr.org/templates/story/story.php?storyId=98462207

• Sheppard, L. (2019). Attractive businesswomen viewed as less trustworthy 'femmes fatales'. American Association for the Advancement of Science. URL: https://www.eurekalert.org/pub_releases/201903/wsu-abv032119.php

• Roulstone, A., & Williams, J. (2014). Being disabled, being a manager:‘glass partitions’ and conditional identities in the contemporary workplace. Disability & Society, 29(1), 1629.
• Mitra, S., & Kruse, D. (2016). Are workers with disabilities more likely to be displaced?. The International Journal of Human Resource Management, 27(14), 15501579.
• Pingitore, R., Dugoni, B. L., Tindale, R. S., & Spring, B. (1994). Bias against overweight job applicants in a simulated employment interview. Journal of applied psychology, 79(6), 909.

• NPR (2010). Career coaches help minorities on way to the top. In the special series “Diversifying the American Workplace”. URL: http://www.npr.org/templates/story/story.php?storyId=122576958

• Kulik, C., & Roberson, L. (2008). Diversity initiative effectiveness. In A. P. Brief (Ed.), Diversity at Work. Cambridge University Press

• Wallis, H. & Robb, S. 2012. Workplace discrimination prompts 'whitened' job applications. BBC News. URL: http://www.bbc.com/news/uk-20608039

• Eagly, A. H., & Carli, L. L. (2007). Women and the Labyrinth of Leadership. Harvard Business Review, 85, 6371. URL: https://hbr.org/2007/09/womenand-the-labyrinth-of-leadership#
• Ely, R., & Roberts, L. M. (2008). Shifting frames in teamdiversity research. In A. P. Brief (Ed.), Diversity at Work. Cambridge University Press
• Singletary, S. L., & Hebl, M. R. (2009). Compensatory strategies for reducing interpersonal discrimination: the effectiveness of acknowledgments, increased positivity, and individuating information. Journal of Applied Psychology, 94(3), 797805.
• Bauer, T. & Erdogan, B. 2012. Chapter 2.2. Demographic Diversity. In the “An Introduction to Organizational Behavior”. Creative Commons. URL: http://2012books.lardbucket.org/books/anintroduction-to-organizational-behavior-v1.1/s06-02-demographic-diversity.html

The material is indicated in blackboard