Examining the Diversity Curriculum of Leading Executive MBA Programs in the United States

Abstract

Properly managed diversity practices enable organizations to maximize human capital, create a sustainable competitive advantage, attract more customers, and become more profitable. Many organizations conduct diversity training to address workplace diversity issues. Top management communicates the value of and commitment to diversity, whereas managers facilitate an environment that embraces diversity. Diversity management has emerged as a prominent strategy to handle diversity issues. This chapter examines diversity curriculum of leading Executive MBA (EMBA) programs in the United States and highlights the current state of the educational environment in addition to explaining how curriculum supports diversity and inclusion reforms at the organizational level. Through content analysis, the authors summarized the diversity topics featured in 20 leading EMBA programs in the United States. None of the reviewed programs explicitly utilized the word “diversity” in any of their core or elective course titles, and only three (3) explicitly mentioned the words “diverse” or “diversity” within course descriptions. Nevertheless, the data suggest that programs do seek to offer some form of experiences which have the potential and intent to enhance cultural awareness. The majority of programs under study require students to travel to a foreign country to participate in global travel exploration. The authors provide recommendations for future research related to effectively implementing diversity practices and curriculum so that leaders become better equipped to address the challenges of diversity for their organizations.

Human Resource Management Reimagined: A New Perspective on HR Courses for Contemporary Careers

“…Therefore, educators need to be proactive in approaching these issues with the students. Gavrilova Aguilar et al (2012) argued that the topic of diversity management should be included in an introductory core awareness diversity course. Although the introductory HR course is not a sole diversity course, HR functions have profound implications for workplace diversity and inclusion.…”

On the Discourse of Affirmative Action and Reservation in the United States and India

“…At the national level, nations are seeking to leverage their human resources by tapping into the diversity inherent in their populations. Many hold the view that workforce diversity is an untapped resource that can produce competitive advantage by maximizing human capital and attracting customers (Aguilar, Bracey, & Allen, 2014; Byrd, 2014; Byrd & Scott, 2014; Greer & Hill, 2012; Konrad, 2003; Scott, 2012). For example, India has adopted HRD as part of its national policy by creating a Ministry of HRD (Rao, 2004).…”