6 courses with the subject eCornell ILRDI, each shown exactly as we captured it from the college's catalog, with every element we hold. Where the wording looks broken, that is our reading of the catalog, not the college's text.
eCornell ILRDI001Improving Engagement0
Research shows that engagement is the key factor that promotes higher performance and effort, greater returns, and lower turnover. Yet across companies, industries, and countries, studies show that only 11-19% of employees are highly engaged. In this course, you will examine the foundational drivers of engagement, explore the components of successful engagement initiatives, and identify strategies for creating stronger engagement in teams.
There is no such thing as a workplace that lacks diversity. Despite decades of legal and social reform aimed at reducing discrimination in the workplace, inequality continues to be a significant problem in all societies and most workplaces. In this course, you will identify the perceptual and psychological processes that impact the way that individuals interact with people who are demographically dissimilar from them. You will examine the psychological processes that impact decision making within organizations and identify how professionals can design better work practices and help to more effectively leverage the potential among employees. As a trained psychologist with research and consulting expertise related to diversity and inclusion, Cornell University Professor Lisa Nishii is uniquely positioned to help course participants understand the complex dynamics underlying diversity challenges and opportunities within organizations.
eCornell ILRDI003Diversity, Equity, and Inclusion at Work0
The management of diversity, equity, and inclusion has evolved from a focus on compliance to a strategic-level effort with a demonstrated positive impact on an organization's performance. In the current business climate, companies that strive for diversity, equity, and inclusion are achieving intended business results. They provide proof that diversity, equity, and inclusion are much more than a legal or moral requirement; they're also a competitive advantage. This course provides an overview of the evolution of the management of diversity, equity, and inclusion and presents targeted and high-involvement diversity practices. It examines diversity in the contexts of teams and leaders, and it frames diversity in terms of current business and cultural challenges. During this course, you will complete a project in which you identify sources of inclusion and how equity fits into your diversity and inclusion goals, align inclusion to improve employee engagement and business results, and determine methods to assess the effectiveness of inclusion initiatives. At the end of the course, you will use the results from the project to prepare a final presentation describing how to apply your work to your organization.
Inclusion is a relational construct. It's ultimately about how your team functions and performs based on the quality of social connections, openness to learning, agility, and depth of decision making. How can you foster greater inclusion within your workgroup? Throughout these modules, you will be asked to reflect upon your own experiences and apply the lessons in the modules in your own role. You will examine the concept of climate, specifically inclusive climates, as well as learn about the specific behaviors and skills you need to demonstrate in order to be successful in shaping an inclusive climate.
Achieving meaningful dialogue across difference is the essence of taking diversity, equity, and inclusion efforts deeper. Research shows that positive relationships at work help diminish role ambiguity, provide employees with task-related help and information, and enhance employees' identification with their work and their workgroups. In this course, you will use the tools provided to practice engaging in meaningful dialogue with others. Participation in three 90-minute synchronous dialogue sessions is a requirement for successful completion of this course. These weekly sessions are led by trained facilitators from Cornell's Intergroup Dialogue Project and will occur on the three days during the course. The Intergroup Dialogue Project (IDP) at Cornell University is an academic initiative grounded in theory and practice. In the last few years, IDP has developed and implemented an innovative DEI education model focusing on four key development areas drawn from existing research and internal assessment: human connection, social identity, intergroup communication, and strategic change. Its objectives are to raise awareness and to effect both behavioral and institutional change.
You can't make strategic change if you don't understand your role in challenging the systems of which you are a part. As social agents, we reproduce critical social constructs such as norms, status hierarchies, and social identities through our everyday actions and interactions. This is true of every single one of us. If we want to influence change for the better, it's crucial that we understand our own roles in reinforcing complex systems of inequity but also our capacity to leverage personal and collective resources to promote inclusion and equity. In this course, you will examine the ways in which we as individuals participate in the maintenance structures and behaviors that hinder inclusion and equity. You will also apply frameworks and practice using dialogue-based tools to improve inclusion and equity. You will observe and analyze identity, interpersonal, and intergroup dynamics in the workplace and explore strategies for how to address them. Participation in three 90-minute synchronous dialogue sessions is a requirement for successful completion of this course. These weekly sessions are led by trained facilitators from Cornell University's Intergroup Dialogue Project and will occur for three days. The Intergroup Dialogue Project (IDP) at Cornell is an academic initiative grounded in theory and practice. In the last few years, IDP has developed and implemented an innovative DEI education model focusing on four key development areas drawn from existing research and internal assessment: human connection, social identity, intergroup communication, and strategic change. Its objectives are to raise awareness and to effect both behavioral and institutional change.
