Diversity Management: Workforce Diversity, Postgraduate Course.

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 #006 Diversity Management: A Value-Added Inclusion Course, Leading to Diploma - Postgraduate in Diversity Management, 30 Credit-Hours, accumulating to a Postgraduate Certificate, with 150 additional Credit-Hours, and a Postgraduate Diploma, with 330 additional Credit-Hours.

Doctor of Philosophy {(PhD) {University College London (UCL) - University of London)};

MEd Management (University of Bath);

Postgraduate (Advanced) Diploma Science Teacher Ed. (University of Bristol);

Postgraduate Certificate in Information Systems (University of West London, formerly Thames Valley University);

Diploma in Doctoral Research Supervision, (University of Wolverhampton);

Teaching Certificate;

Fellow of the Institute of Management Specialists;

Human Resources Specialist, of the Institute of Management Specialists;

Member of the Asian Academy of Management (MAAM);

Member of the International Society of Gesture Studies (MISGS);

Member of the Standing Council for Organisational Symbolism (MSCOS);

Member of ResearchGate;

Executive Member of Academy of Management (AOM). There, his contribution incorporates the judging of competitions, review of journal articles, and guiding the development of conference papers. He also contributes to the Disciplines of:

Human Resources;

Organization and Management Theory;

Organization Development and Change;

Research Methods;

Conflict Management;

Organizational Behavior;

Management Consulting;

Gender & Diversity in Organizations; and

Critical Management Studies.

Professor Dr. Crawford has been an Academic in the following UK Universities:

University of London (Royal Holloway), as Research Tutor;

University of Greenwich (Business School), as Senior Lecturer (Associate Professor), in Organisational Behaviour and Human Resource Management;

University of Wolverhampton, (Wolverhampton Business School), as Senior Lecturer (Associate Professor), in Organisational Behaviour and Human Resource Management;

London Southbank University (Business School), as Lecturer and Unit Leader.

His responsibilities in these roles included:

Doctoral Research Supervisor;

Admissions Tutor;

Postgraduate and Undergraduate Dissertation Supervisor;

Programme Leader;

Personal Tutor.


Classroom-Based Duration and Cost:

Classroom-Based Duration:

5 Days

Classroom-Based Cost:

£5,00000 Per Delegate

Group Cost:

Varies With Group Size

Group Residential Cost:

Up To 86% Discount, Based on Numbers.

Online Synchronous (Video-Enhanced) Duration and Cost

Online Duration:

10 Days @ 3 Hours Per Day

Online Cost:

£3,350.00 Per Delegate

Daily Schedule: 09:30 – 16:30


The course cost does not include living accommodation. However, delegates are treated with the following:

  • Free Continuous snacks throughout the Event Days;  

  • Free Hot Lunch on Event Days;                           

  • Free City Tour;             

  • Free Stationery;                               

  • Free On-site Internet Access;

  • HRODC Postgraduate Training Institute’s   Diploma – Postgraduate; or

  • Certificate of Attendance and Participation – if unsuccessful on resit.


 HRODC Postgraduate Training Institute’s Complimentary Products include:

  •  HRODC Postgraduate Training Institute’s Leather Conference Folder;

  •  HRODC Postgraduate Training Institute’s Leather Conference Ring Binder/ Writing Pad;

  •  HRODC Postgraduate Training Institute’s Key Ring/ Chain;

  •  HRODC Postgraduate Training Institute’s Leather Conference (Computer – Phone) Bag – Black or Brown;

  •  HRODC Postgraduate Training Institute’s 8GB USB Flash Memory Drive, with Course Material;

  •  HRODC Postgraduate Training Institute’s Metal Pen;

  •  HRODC Postgraduate Training Institute’s Polo Shirt.


The Management Of Workforce Diversity: A Value-Added Inclusion Seminar’. Leading to Diploma - Postgraduate - in Diversity Management, Accumulating to a Postgraduate Diploma



For Whom This Course is Designed

This Course is Designed For:

  • Administrative Staff;

  • Business Unit Heads;

  • Career Specialists;

  • Departmental Heads;

  • Directors of Human Resource;

  • Diversity and Human Resource Practitioners;

  • Diversity Management Consultants;

  • Diversity Management Lecturers;

  • Diversity Professionals;

  • Diversity Researchers;

  • Diversity Steering Groups;

  • Divisional Heads;

  • Employment Directors;

  • Human Resource Development Managers;

  • Human Resource Generalists;

  • Human Resource Managers;

  • Human Resource Specialists;

  • Implementation Managers;

  • Industrial relations Specialists;

  • Line Leaders;

  • Organisational Development Consultants;

  • Organisational Development Managers;

  • Organisational Effectiveness Specialists;
    Marketing Directors;

  • Project Managers;

  • Quality Improvement Officers;

  • Recruitment Specialists;

  • Social Integration Officers;

  • Others with a genuine interest in the importance of Diversity Management in organisations;

  • All others with responsibility for executing effective diversity principles in workplace.


Diversity Management: A Value-Added Inclusion

Leading to Diploma-Postgraduate in Diversity Management


Course Objectives


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;

  • Determine the organisational benefits of organisational diversity, on the bases of cost, resource acquisition, marketing, creativity & system flexibility;

  • Develop awareness of the vital diversity factoids, useful to their organisation’s effective operation;

  • Design a system by which organisational diversity will be managed;

  • Devise a managed approach to organisational culture;

  • Devise a strategy for the creation of a bias-free human resource management;

  • Devise 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;

  • Devise a system by which gender, racial and ethnic heterogeneity are promoted;

  • Develop awareness of the de-moralising effect of ‘resonation’;

  • 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’;

  • Apply their understanding of organisational diversity to promote a desirable level of cohesiveness, reducing the likelihood of ‘groupthink’;

  • Demonstrate competence in ‘diversity counselling’;

  • Demonstrate expertise in ‘relationship management’;

  • Exhibit the ability to detect tendencies towards ‘sentience’ as a direct result of diversity;

  • Demonstrate the ability to effectively manage in situations where sentience exists, progressing towards its elimination;

  • Demonstrate their ability to formulate, implement and monitor an effective diversity policy. 

  • Demonstrate exceptional leadership in the management of a diverse workforce.


Course Contents, Concepts and Issues

  • The Concepts of Equal Opportunities and Diversity Management;

  • Equal Opportunities in Employment and the British Legislation;

  • Exploring Workforce Diversity;

  • Cultural Diversity, Generally;

  • Gender Diversity;

  • Racial Diversity;

  • Ethnic Diversity;

  • Age Diversity;

  • Perceptual and Mental Diversity;

  • Physical Diversity;

  • Sexuality Diversity;

  • Sentience as a Basis for Racial, Ethnic and Gender Discrimination;

  • Racial, Ethnic and Gender Discrimination: The Social Identity Perspective;

  • Gender and Sex Discrimination;

  • Age Discrimination (Ageism and Reverse Ageism);

  • Disability Discrimination;

  • Racial Discrimination;

  • Discrimination as Social Identity;

  • Understanding and Dealing with Sentience;

  • The Effectiveness of the British Legislation in Protecting the Rights of the Disadvantaged Groups;

  • Gender Disparity in Organisations: An Analysis of the Status of Women in the Workplace;

  • Diversity Mismanagement and Its Consequence for Organisational Survival: Some Case Examples;

  • Beyond Equal Opportunities: Towards Diversity Management;

  • Diversity Management and Effective Human Resource Utilization;

  • Constitution of Committees and Task Forces;

  • Gate Keeping: Avoiding ‘Resonation’;

  • Utilizing Marketing Intelligence;

  • Activities Necessary for an Effective Management of Organisational Diversity: Managing Organisational Culture;

  • Ensuring Human Resource Management System Is Bias Free;

  • Managing Diversity through Recruitment, Training, Education & Development;

  • Managing Diversity in Appraisal, Compensation and Benefits;

  • Promotion;

  • Creating a Higher Career Involvement of Women: Eliminating Dual Career Routes;

  • Managing Diversity through the Prevention of Subtle Sexual Harassment;

  • Managing Racial, Ethnic and Gender Diversity through the Elimination of the Opportunities for Discrimination That Are Created By the ‘Complaints System’;

  • Reducing Work-Family Conflict;

  • Promoting Heterogeneity in Race, Ethnicity, Nationality;

  • Being Mindful of the Effect of Homogeneity on Cohesiveness and Groupthink;

  • Effective Diversity Management and Organisational Success;

  • Some Effective Diversity Initiatives;

  • Mummy Tracks;

  • Granny Crèche;

  • Employment of Older People;

  • Example of Organizations with Diversity-Enhanced Environments:

  • Wall Street Journal;

  • Lockheed Martin Aeronautics Company;

  • Clairol;

  • Quaker Oats;

  • IBM;

  • Ciba-Geigy;

  • Pacific Telesis;

  • Mercedes Benz;

  • Levi Strauss.

  • Managing Cultural Differences: Promoting An Understanding Of Sensitivity   Towards Differences Existing Among Workers, e.g. in:

  • Culture;

  • Gender;

  • Ethnicity;

  • Race;

  • Sexuality;

  • Age;

  • Disability.

  • Taking Advantage of the Opportunities Which Diversity Provides;

  • Organisational Diversity and the Issue of ‘Sentience’;

  • Relationship Management;

  • Diversity Management, Workforce Flexibility and Flexible Working Practices;

  • Developing, Monitoring and Enforcing Equal Opportunities and Diversity Policies;

  • The Adaptation of a Leadership Style That Is Conducive To an Effective Diversity Management System.


The Management Of Workforce Diversity: A Value-Added Inclusion Seminar’. Leading to Diploma - Postgraduate - in Diversity Management, Accumulating to a Postgraduate Diploma