Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Diversity, equity, and inclusion (DEI) - while always an important topic - has recently gained traction in the industry and in research, notably marked by an increase in DEI research in industrial-organizational (I-O) psychology. There has always been a need for schools to prepare practitioners to foster safe and productive work environments for people of all identities; however, are I-O graduate programs providing enough to meet this need? The goal of this project was to evaluate IO programs’ offerings compared to two other relevant fields, clinical psychology and business administration. We focused on two main criteria: coursework and faculty research, asking: 1) Across fields, how many graduate programs have a dedicated course on DEI? 2) Across fields, how many DEI courses are required in the program curricula? 3) Across fields, how many programs have at least one full-time DEI faculty researcher? 4) Across fields, how many faculty members (core and adjunct) at each program are conducting DEI research? We hypothesized that clinical psychology would have the greatest diversity offerings (e.g., DEI faculty researchers and coursework) between the 3 fields. We collected a random sample of 90 programs, using a random number generator to select 30 IO programs from SIOP’s list, 30 clinical psychology programs from APA list, and 30 business school programs from MBA.com. Our sample consisted of half MA and half PhD programs per field. Two coders reviewed university websites (e.g., program handbooks and curricula) to identify whether programs offered a DEI course and whether or not the course was required. They also examined faculty pages and CVs to determine if there was a full-time faculty member conducting DEI research and coded how many overall faculty were researching DEI. We ran preliminary analyses to answer questions 1 and 3. After conducting Chi-Square tests, we found that there were significantly more IO programs with a full-time faculty member researching DEI than the other programs, 𝛸2(2, n = 90) = 10.23, p < .01. However, clinical psychology programs offered significantly more DEI coursework than the other two fields, 𝛸2 (2, n = 90) = 19.64, p < .05. While IO may espouse diversity values, our findings point to a missing gap in practice, especially within program curricula — here we can look to clinical psychology as an example. These are significant findings as increased DEI offerings would better train IO students to be mindful of these issues in their future workplaces.
Date
10-16-2021
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc/4.0/
Included in
Delivering on Diversity: An Analysis of Diversity Coursework & Faculty in Graduate Programs
Diversity, equity, and inclusion (DEI) - while always an important topic - has recently gained traction in the industry and in research, notably marked by an increase in DEI research in industrial-organizational (I-O) psychology. There has always been a need for schools to prepare practitioners to foster safe and productive work environments for people of all identities; however, are I-O graduate programs providing enough to meet this need? The goal of this project was to evaluate IO programs’ offerings compared to two other relevant fields, clinical psychology and business administration. We focused on two main criteria: coursework and faculty research, asking: 1) Across fields, how many graduate programs have a dedicated course on DEI? 2) Across fields, how many DEI courses are required in the program curricula? 3) Across fields, how many programs have at least one full-time DEI faculty researcher? 4) Across fields, how many faculty members (core and adjunct) at each program are conducting DEI research? We hypothesized that clinical psychology would have the greatest diversity offerings (e.g., DEI faculty researchers and coursework) between the 3 fields. We collected a random sample of 90 programs, using a random number generator to select 30 IO programs from SIOP’s list, 30 clinical psychology programs from APA list, and 30 business school programs from MBA.com. Our sample consisted of half MA and half PhD programs per field. Two coders reviewed university websites (e.g., program handbooks and curricula) to identify whether programs offered a DEI course and whether or not the course was required. They also examined faculty pages and CVs to determine if there was a full-time faculty member conducting DEI research and coded how many overall faculty were researching DEI. We ran preliminary analyses to answer questions 1 and 3. After conducting Chi-Square tests, we found that there were significantly more IO programs with a full-time faculty member researching DEI than the other programs, 𝛸2(2, n = 90) = 10.23, p < .01. However, clinical psychology programs offered significantly more DEI coursework than the other two fields, 𝛸2 (2, n = 90) = 19.64, p < .05. While IO may espouse diversity values, our findings point to a missing gap in practice, especially within program curricula — here we can look to clinical psychology as an example. These are significant findings as increased DEI offerings would better train IO students to be mindful of these issues in their future workplaces.
Department
University of Tennessee at Chattanooga. Dept. of Psychology