Due to the Corona virus it is unclear how the programmes will take place. For the latest news please check the course page in Blackboard/Brightspace.

Prospectus

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Culture and Diversity at Work

Course
2020-2021

Important Note

  • All Semester I bachelor and master psychology courses and examinations (2020-2021) will be offered in an on-line format.

  • If it is safe and possible to do so, supplementary course meetings may be planned on-campus. However, attendance at these meetings will not be required to successfully complete Semester I courses.

  • All obligatory work groups and examinations will be offered on-line during Central European Time, which is local time in the Netherlands.

  • Information on the mode of instruction and the assessment method per course will be offered in Brightspace, considering the possibilities that are available at that moment. The information in Brightspace is leading during the Corona crisis, even if this does not match the information in the Prospectus.

  • At this time it is not possible to provide information about Semester II (2020-2021).

Entry requirements

Only open to second year students that completed at least a Social and Organisational Psychology course or a similar course. For admission requirements, please contact the study advisor.

Description

In this course we study the social psychological processes related to culture and diversity in work and organisations. Diversity and inclusion are important issues in today’s world, offering opportunities as well as posing major challenges for organisations and its employees at all levels. Increasing globalisation and the many forms of diversification have a growing impact on work outcomes, mobility, and wellbeing. For example, diversity is often associated with innovation, but research has also shown ambiguous results for the impact of group composition on workgroup performance. One of the questions we will address is how to explain this. Other topics include – but are not limited to – strategies to enhance equality and inclusion, how to manage diversity, diversity training, the role of ethnic minorities, and gender inequality.

In the lectures and readings we examine both classic and current theories and research on the impact of diversity on group processes, motivation and performance. We specifically pay attention to challenges in recruitment and selection, evaluation, leadership, and decision-making. We also discuss how stereotypes and prejudice can influence personnel decisions and career development; how group composition affects teamwork, and how motivation is impacted by group processes.

Course objectives

Upon completion of the course, students will be able to:

  • Recognize and describe the key concepts and theories that are presented in the course;

  • Explain and/or recognize how these relate to each other;

  • Apply these concepts and theories to practical issues relevant to culture and diversity at work.

Timetable

For the timetables of your lectures, work group sessions, and exams, see the timetables page of your study programme. You will also find the enrolment codes here. Psychology timetables

Registration

Course

Students need to register for lectures, workgroups and exams. Instructions for registration in courses for the 2nd and 3rd year

Elective

Elective students have to enroll for each course separately. For admission requirements contact your study advisor.

Exchange/Study abroad

For admission requirements, please contact your exchange coordinator.

Examination

Students are not automatically enrolled for an examination. They can register via uSis from 100 to 10 calendar days before the date; students who are not registered will not be permitted to take the examination. Registering for exams

Mode of instruction

8 2-hour lectures

Assessment

Students will be examined on their knowledge and understanding of the material and their ability to apply the knowledge they have acquired in a final exam comprising multiple choice (70% of the grade) and open questions (30% of the grade). Open questions may be answered in either English or Dutch. The students will be examined on the readings and the information presented in the lectures.

The Institute of Psychology uses fixed rules for grade calculation and compulsory attendance. It also follows the policy of the Faculty of Social and Behavioural Sciences to systematically check student papers for plagiarism with the help of software. Disciplinary measures will be taken when fraud is detected. Students are expected to be familiar with and understand the implications of these three policies.

Readings

Reading consists of articles and chapters made available via Blackboard (link or download). Typical examples are provided below. The final list and additional readings will be printed in the syllabus; changes may be announced in lecture and/or via Blackboard.

  • Berry, J. W. (1997). Individual and group relations in plural societies. In C. S. Granrose & S. Oskamp (Eds.), Cross-cultural work groups: Claremont symposium on applied social psychology (pp. 17-33). Thousand Oaks, CA: Sage.

  • Brewer, M. B. (1995). Managing diversity: The role of social identities. In S.E. Jackson & M. N. Ruderman (Eds.), Diversity in work teams: Research paradigms for a changing workplace (pp. 47-68). Washington, DC: American Psychological Association.

  • Dovidio, J. F., Gaertner, S. L., & Bachman, B. A. (2001). Racial bias in organizations: The role of group processes in its causes and cures. In M. E. Turner (Ed.), Groups at work: Theory and research (pp. 415-439). Mahwah, NJ: Erlbaum.

  • Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598. doi:10.1037//0033-295X.109.3.573

  • Eccles, J. (2009). Who am I and what am I going to do with my life? Personal and collective identities as motivators of action. Educational Psychologist, 44, 78-89.

  • Ellemers, N. (2014). Women at work: How organizational features impact career development. Policy Insights from Behavioral and Brain Sciences, 1, 46-54.

  • Ely, R. J., & Thomas, D. A. (2007). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. In A. S. Wharton (Ed.), The sociology of organizations: An anthology of contemporary theory and research (pp. 290-315). Oxford, UK: Oxford University Press.

  • Glick, P., & Fiske, S. T. (2007). Sex discrimination: The psychological approach. In F. J. Crosby, M. S. Stockdale & S. A. Ropp (Eds.), Sex discrimination in the workplace: Multidisciplinary perspectives (pp. 155-187). Malden, MA: Blackwell.

  • Kanter, R. M. (1976). The impact of hierarchical structures on the work behavior of women and men. Social Problems, 23, 415-427. doi:10.2307/799852

  • Kulik, C. T., & Roberson, L. (2008). Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs. In A. P. Brief (Ed.), Diversity at work (pp. 265-317): Cambridge University Press.

  • Moss-Racusin, C. A., Van der Toorn, J., Dovidio, J. F., Brescoll, V. F., Graham, M. J., & Handelsman, J. (2014). Scientific diversity interventions. Science, 343, 615-616. doi:10.1126/science.1245936

  • O'Brien, L. T., Major, B. N., & Gilbert, P. N. (2012). Gender differences in entitlement: The role of system-justifying beliefs. Basic and Applied Social Psychology, 34, 136-145. doi:10.1080/01973533.2012.655630

  • Putnam, R. D. (2007). E pluribus unum: Diversity and community in the twenty‐first century the 2006 Johan Skytte Prize Lecture. Scandinavian Political Studies, 30, 137-174. doi:10.1111/j.1467-9477.2007.00176.x

  • Roberge, M. É., & Van Dick, R. (2010). Recognizing the benefits of diversity: When and how does diversity increase group performance?. Human Resource Management Review, 20, 295-308. doi:10.1016/j.hrmr.2009.09.002

  • Ryan, M. K., & Haslam, S. A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32, 549-572. doi:10.5465/amr.2007.24351856

  • Schmitt, M. T., Ellemers, N., & Branscombe, N. R. (2003). Perceiving and responding to gender discrimination in organizations. In S. A. Haslam & D. Van Knippenberg & M. J. Platow & N. Ellemers (Eds.), Social identity at work: Developing theory for organizational practice (pp. 277-292). New York: Psychology Press.

  • Stephan, W. G., & Stephan, C. W. (2001). Diversity initiatives in the workplace. In W. G. Stephan & C. W. Stephan (Eds.), Improving intergroup relations (pp. 75-101). Thousand Oaks, CA: Sage.

  • Van den Brink, M. (2011). Scouting for talent: Appointment practices of women professors in academic medicine. Social Science & Medicine, 72, 2033-2040. doi:10.1016/j.socscimed.2011.04.016

  • Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology, 89, 1008–1022. doi:10.1037/0021-9010.89.6.1008

  • White, J. B. (2008). Fail or flourish? Cognitive appraisal moderates the effect of solo status on performance. Personality and Social Psychology Bulletin, 34, 1171-1184. doi:10.1177/0146167208318404

  • Wright, S.C. (2001). Restricted intergroup boundaries: Tokenism, ambiguity, and the tolerance of injustice. In J. T. Jost & B. Major (Eds.), The psychology of legitimacy: Emerging perspectives on ideology, justice, and intergroup relations (pp. 223-250). New York, NY: Cambridge University Press.

Contact information

Dr. Niels van Doesum n.j.van.doesum@fsw.leidenuniv.nl