DYNM 646 001
Course permits for non-DYNM students: https://www.sas.upenn.edu/lps/graduate/dynamics/course-permit
DYNM Category: F. DYNM Concentrations: LMC, GL
The U.S. workplace has long been one of the foremost spheres in which racial and ethnic inequality is created and perpetuated. This course investigates how racial and ethnic inequality affect our experiences in the workplace as well as how we as employees, managers, and the like, can positively impact upon our work environments against bias to promote equality and inclusion. Although most Americans largely perceive the employment relationship as ones personal relationship with his/her boss, ones occupation and/or job encompasses much more than that. How we come to work at the jobs that we do is about our access to larger institutional structures within society including education, family background, and, importantly our ascribed location within the social hierarchy. In the first part of the course, we focus on understanding history and evolution of diversity and inclusion practices in the workplace as they relate to addressing racial and ethnic inequality. How have diversity and inclusion practices in the private and public sector evolved over time? How do these practices reflect broader historical and societal trends concerning social inequality? What does it mean to go from compliance to commitment? Have we moved from diversity for its own sake to true and meaningful inclusion? Here, we will also spend time studying race and ethnicity as dynamic social and political constructs that evolve through time and space. We will examine how these constructs relate to social stratification, intergroup and intragroup relations, and economic and political hierarchies within U.S. society. The objective here is to provide you with a better understanding of how and why race continues to be such a powerful stratifying agent in all part of contemporary America. For the rest of the semester, we will examine how workplace inequality gets produced and reproduced along racial and ethnic fault lines. Do D & I programs tailored to distinct groups alleviate issues of marginalization for employees? Why are successful D & I programs profitable for big business? We will also look at the intersections of race, gender, and class in the workplace; how do these intersections impact how we address inequality in hiring, promotions, and recidivism? We will study in-depth how and why personal and organizational biases remain mechanisms of inequity as well as how social class and gender intersect with race/ethnicity to contribute to workplace discrimination. We will host several guest lecturers throughout the semester.
Subject Area Vocab