1. Demonstrate a critical understanding of advanced concepts of Identity & Belonging, Segregation, Othering, and Organisational Inclusivity relative to the Equalities Act 2010.

2. Critically examine the impact of power and contribute to enhancement of positive outcomes for organisational inclusive practice.

3. Critically evaluate, and articulate the effectiveness of inclusive organisational culture and its associated strategy.

Assessment 1 – Production of three 15 minute reflective video journals, in which students will demonstrate application of learning and problem solving within the workplace or wider society relevant to their current role, supported by appropriate sources and references. This addresses LO’s 2 and 3.

Assessment 2 – Students will identify, enquire into and analyse a contemporary case study, drawing upon knowledge & understanding of organisational inclusive practice, supported by appropriate sources and references, as the basis for a 15 minute presentation to a marking panel followed by a 15 minute question and answer session relating to the presentation This addresses LO’s 1 and 3.

- The historical realities and legacies of segregation and othering in European society.
- Exploration of theories regarding segregation, othering & identity relative to contemporary society.
- The significance and necessity of inclusive work environments.
- Importance of inclusive organisational practice, policy and strategy.
- Organisational culture and reform.
- ‘Professionalisation’ of public sector organisations, inclusive and diverse workforces.
- The centrality of diversity and inclusion at all levels of organisational leadership for inclusive change and organisational (identity) reform.
- Critique and evaluation of inclusive practices and organisations.

This module engages participants in a critical understanding of a phenomenon broadly understood as organisational diversity and inclusion. It challenges participants to critically engage with the historical realities of (in)equality in British society and how these realities have fashioned perceptions of (in)justice in both work and public places. The module compels participants to understand some of the more emotive debates regarding Race, Faith, Gender and related protected characteristics, focusing on how some organisations have engaged with diverse communities to form a distinct organisational identity.

The module further compels participants to critically reflect on their own professional practice to better understand how they can develop, support and enhance inclusive workspaces at all levels within an organisation.

The module is delivered by way of online lectures.
Detailed pre-reading will be required before taught sessions, and students will be supervised as they seek to develop ideas for their Independent Studies
Students will gain formative feedback by a series of group tasks that will be administered within the seminars.
Candidates will receive tuition on referencing technique in the social sciences, guidance on the avoidance of plagiarism, and all submitted coursework by MSc candidates will be expected to systematically follow the Harvard referencing system.

​Jacobs, J. A. (1995). Gender inequality at work. London: Sage.

​Kenschaft, L., Clark, R., & Ciambrone, D. (2015). Gender Inequality in Our Changing World. New York: Routledge.

​Lorber, J. (2010). Gender inequality: Femminist theory and politics. New York: Oxford University Press.

​Ponthieux, S., & Meurs, D. (2015). Gender inequality. In A. B. Atkinson, & F. Bourguignon, Handbook of Income Distribution (pp. 981-1146). Elsevier.

​Ridgeway, C. L. (2011). Frames by gender: How gender inequality persists in the modern world. New York: Oxford University Press.

​​Asad, T. (1999). Religion, nation, state, secularism. In P. v. Veer, & H. Lehmann, Nation and religion (pp. 178-196). Princeton: Princeton University Press.

​Casanova, J. (2011). The secular, secularizations, secularisms. In C. Calhoun, M. Juergensmeyer, & J. VanAntwerpen, Rethinking secularism. New York: Oxfor University Press.

​Gökarıksel, B. (2009). Beyond the officially sacred: religion, secularism, and the body in the production of subjectivity. Social & cultural geography, 10(6), 657-674.

​Habermas, J. (2008). Notes on Post-Secular Society. New prspectives quarterly, 25(4), 17-29.

​Modood, T. (2010). Moderate Secularism, Religion as Identity and Respect for Religion. The political quarterly, 81(1), 4-14.

​ Ashforth, B. E, & Schinoff, B. S. (2016). Identity Under Construction: How Individuals Come to Define Themselves in Organizations. Annual review of organisational psychology and organisational behaviour, 3, 111-137.

​Cooper, B. (2016). Intersectionality. In L. Disch, & M. Hawkesworth, Oxford handbook of femminist theory. Oxford University Press.

​Hawkins, M., & Matthews, A. (2016). Identity and belonging. London: Palgrave Macmillan.

​Hirsch, A. (2018). Brit(ish): On race, identity and belonging. Immigrants & Minorities: Historical Studies in Ethnicity, Migration and Diaspora, 36(3), 367.

​​Banton, M. (2018). The concept of racism. In S. Zubeda, Race and racialism. London: Routledge.

​Bonnett, A. (2016). White Identities: An Historical & International Introduction. London: Routledge.

​Ezorsky, G. (1991). Racism & justice: The case for affirmative action. Cornell University Press.

​Macedo, D., & Gounari, P. (2016). The globalisation of racism. Oxford: Routledge.

​Maltby, E. (2017). The Political Origins of Racial Inequality. Political research quarterly, 70(3), 535-548.

​Balmer, J, M, T. (2008). Identity based views of the corporation: Insights from corporate identity, organisational identity, social identity, visual identity, corporate identity and corporate image. European Journal of Marketing 42 (9/10), 879-906.

​Abimola, T. Vallaster C. (2007). Brand, organisational identity and reputation in SME's: An overview. Qualitative market research: An international journal.

​Seidl, D. (2016). Organisational identity and self-transformation: An autopoietic perspective. Oxford: Routledge.

​Balmer, J, M, T. Burghausen, M. (2015). Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory. Journal of brand management 22 (5),385-411.

​Julia A. Yesberg, Arabella Kyprianides, Ben Bradford, Jenna Milani, Paul Quinton & Oliver Clark-Darby(2022) Race and support for police use of force: findings from the UK, Policing and Society, 32:7, 878-895,DOI: 10.1080/10439463.2021.1994568

​Silvestri, M., Tong, S., & Brown, J. (2013). Gender and Police Leadership: Time for a Paradigm Shift? International Journal of Police Science & Management, 15(1), 61–73. https://doi.org/10.1350/ijps.2013.15.1.303

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During this module, students will be encouraged to utilise Microsoft Teams and Blackboard Virtual Learning Environment (VLE) to support their learning. Students will be invited to collaborate with academic staff virtually through Microsoft Teams and where appropriate, in person. Students will have access to a range of materials including articles, lecture slides, and interactive activities. Students will also be able to access a range of digital material through our Library and specialist databases.