Inclusive Leadership

REQUEST INFORMATION

Preparing Future Leaders for Our Diverse World

The online Master of Human Relations (MHR) can be completed in 15 months. Our evidence-based curriculum takes an interdisciplinary approach applying research and theory. The program includes core Human Relations courses and courses specific to the Inclusive Leadership specialization. Courses are sequential and you will build upon what you’ve learned, applying knowledge to subsequent courses in the program.

In the Inclusive Leadership specialization, you will learn to apply principles of inclusion as a lens to view relationships, processes, and interacting systems. Emphasis is placed on developing leadership competencies for understanding the interacting components of the organization’s systems, applying appropriate ethical frameworks for solving problems, identifying the pro-social and anti-social nature of organizational behaviors, and effectively implementing strategies that create and sustain intercultural awareness.

Inclusive leaders espouse pro-diversity beliefs and behaviors; support an organizational culture of belongingness; recognize the unique value of the individual and the collective value of groups, and envision an organizational environment based on morality, impartiality, fairness, and respect. Students will learn fundamental leadership theories and theories relevant to the study of human relations for practical application.

A Sample Course Sequence is Below

Inclusive Leadership	Credit
Fall Semester A
Graduate Research and Writing + - Prepares students in Human Relations to produce clear, effective, and well-argued graduate-level academic writing. Students will conduct online searches, evaluate sources, think critically about issues, and write various types of papers, including a literature review.	3
Fall Semester B
Theoretical Foundations in Human Relations + - This course focuses on human relations theories and concepts formed by a wide range of social sciences, humanities, and education research. Students will learn how such theories govern policies, perspectives, interventions, and individual behaviors. In addition, students will be equipped to understand the limitations of each theory in the field.	3
Spring Semester A
Research in Human Relations - Qualitative + - The purpose of this course is to introduce students to the field of qualitative research and its multiple epistemological approaches that inform the understanding of human behavior, interaction, and structure. Qualitative research is a rigorous process of data collection and analysis that requires a unique skill set. The course will equip students to explore activities relevant to the conduction of qualitative methodology.	2
Leadership in Organizations + - This course is designed to explore the conceptual and practical application of leadership in organizational settings and the traditional theories of leadership that inform the study of the leadership phenomenon. Social identity theory will be studied to explain how perceptions of the leader\'s social identity (e. g. women, people of color, sexual minorities, etc.) can challenge the process of leadership and impact organizational goals and outcomes.	3
Spring Semester B
Research in Human Relations - Quantitative + - This course is designed to provide basic skills in statistical methods, data analysis, and evaluation, as well as an introduction to the concepts of research design, methodology, sampling techniques, measurement, and internal/external validity. Special focus will be upon designing and implementing a research project related to the student's area of concentration in human relations. The methodological approaches covered in this course are varied and include a wide range of social science orientations. Emphasis will be placed on students\' understanding of research methods and becoming critical consumers of research. This course will also offer a critical analysis of the statistical and research methods utilized in research studies.	2
Developing Inclusive Leaders in a Diverse World + - Inclusive leaders promote inclusionary principles and values at the individual, group, and broader organizational levels. In order for inclusion to become an embedded norm, leaders will need to develop competencies to effectively create, convey, implement, and sustain an inclusive environment.	3
Summer Semester A
Organizational Behavior for Leaders + - Organizational behavior is the study of the dynamics that emerge from human emotions and behaviors at the individual, group, and larger organization level. Leaders need the competencies and skills to understand why people think and act as they do for sustaining a healthy organizational climate. Topics covered in this course include managing stress, managing conflict, group cohesion, power and control, motivation, and engagement. Cultivating an understanding of self and recognizing how a leader should know and manage their own behavior is fundamental to this course.	3
Organizational Ethics + - This course focuses on professional values, integrity, and ethical decision-making processes in organizations. Ethical leadership for socially responsible organizations is a central component of the course. Students will discover theoretical and practical ways to approach moral and ethical dilemmas in organizational life and develop moral reasoning and ethical decision-making skills. A case analysis approach will be used to resolve ethical problems, issues, and dilemmas.	3
Summer Semester B
Strategic Leadership for Intercultural Awareness + - Strategic leadership is the ability to create direction, communicate goals, and align the workforce around those goals. As organizations expand across cultures, leaders will need to adapt their strategic leadership styles to a different cultural context. A challenge encountered: what has worked in one culture may not work well in another. This course will focus on strategic leadership competencies and skills for leaders working across multicultural environments domestic and abroad.	3
Leadership in the Legal Environment + - Leaders are accountable for ensuring an anti-discriminatory work environment. For this reason, leaders should be highly competent in concepts relevant to discrimination and harassment law. This course is designed to explore Title VII of the 1964 Rights Act (and amended in 1991), the Age Discrimination Act of 1967, Immigration Reform and Control Act of 1986 (IRCA), and Americans with Disabilities Act of 1990 (ADA), to name a few. The functions and actions taken by the Equal Opportunity Employment Commission (EEOC) are examined.	3
Fall Semester A
Leadership for Systemic Change + - Systemic change is change that can impact policies, processes, structures, the organizational culture, or other ways that organizations exist and function. Systemic change takes into account inter-relationships and interdependencies among the parts of an organization\'s system and can result in reforming and restructuring parts of the system or transforming the whole system. A fundamental aspect of systemic change is how a change in one part of the system can affect changes to the whole system. This course will explore the competencies needed for leaders to understand the overall alignment of the organization\'s system to plan, implement, and guide the process, then assess the effectiveness of the outcomes.	3
Summer Semester B
Capstone + - The capstone is designed for students to articulate their learning experience throughout this program by developing a portfolio of individual projects that are unique to their profession. Students will integrate and synthesize the learning objectives of each course to tell a story within each individual project that demonstrates their newly gained knowledge and present their own conceptual development model of inclusive leadership. This course aims to guide students on transferring their learning experience into their respected professional field.	2
Total Credits	33

Jumpstart Your Career with OU's Master's in Human Relations

The fracturing of the human relations system is at a high and continues to grow in complexity. As a result, there is a need for employees with an advanced understanding of organizational studies and human relations theory, along with practical experience serving the needs of impacted groups. Your OU education prepares you to continue or embark on successful careers in the private sector, human services, nonprofit organizations, education, government, military, and a multitude of other business and work settings.

Additional Course Descriptions
Current Problems in Human Relations
The United States, as well as the larger global community, is replete with ever-changing social problems. In this class, students will grapple with some of these issues in order to examine the role of HR professionals in addressing concerns such as racial discrimination, refugees, gender- based violence, and many other pressing and current problems. In-depth studies of outstanding problems facing social practitioners, including racism, sexism, poverty, and human rights will be examined. Strategies for change and ethics of intervention also will be discussed.
Social Change and The Law
Understanding the interaction between social change and the law is an integral part of successful leadership in an ever-changing dynamic society. This course will explore this complex interaction by examining the creation and enforcement of relevant federal laws and regulations by the Equal Opportunity Employment Commission (EEOC) and other governmental entities. Laws to be studied include the Americans with Disabilities Act (ADA), the Equal Pay Act (EPA), the Age Discrimination in Employment Act (ADEA), the Individuals with Disabilities Education Act (IDEA), and Immigration Reform and Control Act of 1986 (IRCA).
Program Training and Development
Organizations develop programs to meet specific needs of stakeholders. Program development is unique to an organization\'s capacities, goals, and expectations. In this course, students will learn the basic tools needed to develop and implement programs. An essential component of this course is how to conduct a needs assessment to determine the need for the program and the most appropriate ways to meet those needs.
Strategies of Social Change
A study of techniques for bringing about individual, group, or organizational changes. Special focus will be placed on philosophies and results of violent and nonviolent tactics. The spectrum of strategies for change is traditionally argued in relation to violence or non-violence methodology and whether such methodologies are connected to oppressive groups. Hence, this course focus on a wide spectrum of strategies by including different case studies to demonstrate that change is not associated with a unique approach to impact policies and society. Examples include different movements throughout history and contemporary ideas. Throughout the course, students will acquire the skills needed to analyze strategies and their potentials.
Program Assessment and Evaluation
This class will equip students with the basic tools to evaluate the impact and effectiveness of programs and interventions. Students will leave the class able to understand the importance of assessing whether programs and interventions are meeting their stated goals, as well as with an understanding of various approaches to evaluation.
Policy, Program, and Practice
This course examines the relationship between government policies, programs, and different forms of practice. Sometimes, a policy or a government bill does not correspond with the designated program or current research. Therefore, the purpose of this course is to identify and deconstruct any disconnect between, policy, program, practice, and research. Students will be equipped to identify whether the policies and in sync with program and practice or there is a disconnect in the process. This course will focus on policies affecting diversity and social justice.
Diversity and Justice
This course focuses on the impact of social injustice as experienced by the protected classes under Title VII of the 1964 Civil Rights Act (race, sex, national origin, color, religion, age, disability). The historical background of diversity, as it relates to a specific group, is highlighted.