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Diversity Management: A Value-Added Inclusion Postgraduate Course

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  • Course description
    By the conclusion of the specified learning and development activities, delegates will be able to:  Distinguish between equal opportunities and diversity management;  Demonstrate an understanding of the Equal Opportunities Legislation and its implications for organisational operation;   Demonstrate their awareness of the bases for racial, ethnic and gender discrimination, focusing on the social identity perspective;  Be able to determine the organisational benefits of organisational diversity, on the bases of cost, resource acquisition, marketing, creativity & system flexibility;  Be aware of vital diversity factoids, useful to their organisation’s effective operation;  Be able to design a system by which organisational diversity will be managed;  Have devised a managed approach to organisational culture;  Have devised a strategy for the creation of a bias-free human resource management;  Have devised ways to encourage a ‘gender friendly’ work environment - manifest in a bias-free career & promotion system and reduction in work-family conflict;  Demonstrate their understanding of ‘sentience’ as a basis for discrimination;  Have devised a system by which gender, racial and ethnic heterogeneity are promoted;  Be aware of the de-moralising effect of ‘resonation’;  Be able to recognise resonation, taking the necessary steps to avert or prevent its reoccurrence;  Demonstrate their ability to manage complaints and disciplinary systems in such a way that all opportunities for discrimination are removed;  Demonstrate their ability to apply their knowledge of organisational diversity to reducing the likelihood of ‘sentience’;  Have applied their understanding of organisational diversity to promote a desirable level of cohesiveness, reducing the likelihood of ‘groupthink’;  Have demonstrated competence in ‘diversity counselling’;  Have demonstrated expertise in ‘relationship management’;  Have exhibited the ability to detect tendencies towards ‘sentience’ as a direct result of diversity;  Have demonstrated the ability to effectively manage in situations where sentience exists, progressing towards its elimination;  Have demonstrated their ability to formulate, implement and monitor an effective diversity policy.      Demonstrate exceptional leadership in the management of a diverse workforce.

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