Module LAW3169 for 2021/2
- Overview
- Aims and Learning Outcomes
- Module Content
- Indicative Reading List
- Assessment
Undergraduate Module Descriptor
LAW3169: Equality and Diversity at Work
This module descriptor refers to the 2021/2 academic year.
Module Content
Syllabus Plan
Whilst the module’s precise content may vary from year to year, it is envisaged that the syllabus will cover some or all of the following topics:
Introduction
- Overview
- Levels of analyses and disciplinary contributions
- Team building
The meaning of Equality and Diversity
- Policies
- Organisation
- Individual and interpersonal
Forms of Inequality and Lack of Diversity
- Policies
- Organisations
- Individual and Interpersonal
Enabling Equality and Overcoming Challenges
- Policies
- Organisations
- Individual and Interpersonal
Learning and Teaching
This table provides an overview of how your hours of study for this module are allocated:
| Scheduled Learning and Teaching Activities | Guided independent study | Placement / study abroad |
|---|---|---|
| 36 | 114 | 0 |
...and this table provides a more detailed breakdown of the hours allocated to various study activities:
| Category | Hours of study time | Description |
|---|---|---|
| Scheduled Learning and Teaching Activity | 33 | Seminars (11 x 3 hours) |
| Guided Independent Study | 71.5 | Reading and preparation for seminars (6.5 hours per seminar) |
| Guided Independent Study | 45.5 | Reading and preparation for essay |
Online Resources
This module has online resources available via ELE (the Exeter Learning Environment).
Indicative Reading List
This reading list is indicative - i.e. it provides an idea of texts that may be useful to you on this module, but it is not considered to be a confirmed or compulsory reading list for this module.
This list is compiled in APA referencing style; another accepted referencing style for this module is OSCOLA
Allport, G.W. (1954). The nature of prejudice. Garden City, NY: Doubleday Anchor.
Dovidio, J.F., Hewstone, M., Glick, P., & Esses, V.M. (Eds.). (2013). The SAGE handbook of prejudice, stereotyping and discrimination. London, UK: Sage Publications.
Ely, R.J. & Thomas, D.A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46, 229-273.
Fredman, S. (2011). Discrimination law (2nd ed.). Oxford, UK: Oxford University Press.
Hepple, B. (2014). Equality: The Legal Framework (2nd ed.). Oxford, UK: Hart Publishing.
Jones, J.M., Dovidio, J.F., & Vietze, D.L. (2014). The psychology of diversity: Beyond prejudice and racism. Oxford, UK: Wiley-Blackwell.
Kaiser, C.R., Major, B., Jurcevic, I., Dover, T.L., Brady, L.M., & Shapiro, J.R. (2013). Presumed fair: Ironic effects of organizational diversity structures. Journal of Personality and Social Psychology, 104, 504-519.
Khaitan, T. (2015). A theory of discrimination law. Oxford, UK: Oxford University Press.
McColgan, A. (2014). Discrimination, equality and the law. Oxford, UK: Hart Publishing.
Tropp, L.R., & Mallett, R.K. (Eds.). (2011). Moving beyond prejudice reduction: Pathways to positive intergroup relations. Washington, DC: APA.
van Knippenberg, D., van Ginkel, W. P., & Homan, A. C. (2013). Diversity mindsets and the performance of diverse teams. Organizational Behavior and Human Decision Processes, 121, 183–193.
Wadham, J., Robinson, A., Ruebain, D., & Uppal, S. (Eds.). (2016). Blackstone's guide to the Equality Act 2010 (3rd ed.). Oxford, UK: Oxford University Press.
