Diversity and Organisational Change MA | Middlesex University London
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Diversity and Organisational Change MA

Learn about the course below
October 2018
January 2019
12 months full-time
24 months part-time
£10,800 (UK/EU) *
£15,500 (INT) *
Course leader
Maria Adamson

With the increasing diversity of the workforce and the impact of austerity measures it is crucial that traditional approaches to HR, and people and change management are be reassessed. In today’s challenging work environment organisations are looking to professionals from the HR sector to lead on business sustainability and organisational change.

Why study MA Diversity and Organisational Change at Middlesex University?

Companies in both the private and public sectors increasingly require specialists to lead change and manage diversity. This course, with its focus on equipping you with knowledge and practical skills in analysing, strategically planning and solving issues related to managing organisational change and diversity, is designed to develop current HR professionals who want to progress and recent graduates looking for a career in this field. With the opportunity to explore the interrelationship between leading and managing change at individual, team and organisational level and managing diversity from social, psychological, legal and policy and HR perspectives, the MA enables you to explore the synergies between diversity and change.

This course is the only one of its kind in the UK, and is taught by academics with strong connections to the CIPD who are highly research active in areas such as organisational behaviour, change and transformation, discrimination law, and leadership. By taking a critical approach, this programme enables you to evaluate policies and practices based on the most recent and relevant theory and research findings, empowering you to make evidence-based decisions about managing a diverse workforce.

Course Highlights

  • The first and only course of its kind in the UK to combine the two highly topical areas of diversity and change, giving graduates a unique advantage in the workplace
  • Taught by academics who have a strong understanding of and links with learning, development and coaching communities
  • A highly critical approach, enabling students to evaluate policies and practices based on the most recent and relevant theory and research

What will you study on the MA Diversity and Organisational Change?

The structure of the course ensures that you get basic knowledge of core concepts and theories by taking two core modules in Diversity and Organisational Change. You are then able to choose four option modules – two from Diversity cluster and two from Organisational Change cluster. This will enable you to learn in-depth about the areas you are most interested in and are most relevant to your career choices.

The course develops your knowledge of, and ability to critically evaluate contemporary issues and a range of theoretical approaches to diversity and change management in organisations. You will be equipped with skills which will allow you to be effective in managing a globalising workforce in a complex and dynamic organisational environment, and to understand how important the relationship between change and diversity is for developing people and organisations. The course is designed to enable you to apply theory to everyday situations in order to consult on, manage and lead effectively on a range of projects, issues and initiatives related to diversity and organisational change. You will also be required to reflect critically on your professional development, as well as develop your research and writing capacity providing a sound platform to pursue further academic study at Doctoral level if you wish.

  • Modules

    • Diversity: Critical Concepts and Practical Interventions (30 Credits) Compulsory

      The aim of this module is to promote greater awareness and critical understanding of the importance of diversity, fairness, equality and workplace inclusion. It will also critically explore the link between theory and practical interventions; provide an insight to the implications of diversity from a societal, organisational, and employee standpoint, and offers students an insight into issues related to the design and application of diversity management in practice.

    • Managing and Leading Change (30 Credits) Compulsory

      This module will enable students to develop an enquiry based approach to leading and managing change in order to shape the nature and direction of any organisational change. The module will cover a range of classic and contemporary theories of organisational change and debate ideas at the frontier of knowledge around change that offer insights into the psychological impact of being in an organisation or a society that is in transition.

    • Inclusion and Exclusion at Work (15 Credits) Optional

      Aims: The module will help students to understand and learn how to tackle into various mechanisms of inclusion and exclusion in various work settings: organizations, occulations and the wider labour market. It will explore the nature and various patterns of inclusion and exclusion in the workplace, how they relate to a range of social divisions in society – such as gender, class, race, and so on.

    • Diversity, Flexible Working Practices and Work-Life Balance (15 Credits) Optional

      Traditional notions about how work should be organised and performed often prevent organisations from accessing the full extent of qualified workers in the labour force. This module enables students to take an evidence-based approach to leveraging the importance of the work-life interface and flexible working practices in recruiting from and retaining a diverse talent pool.

    • Managing Global and Diverse Workforce (15 Credits) Optional

      The module aims to provide students with a critical understanding and awareness of the role of national culture, organisational culture and institutional factors and how they impact on, people management strategies in a global and diverse context. International strategic human resource management and development will be critically reviewed in terms of its implementation and contribution to the organisation and the interactions of HR with other functional groups within a global context.

    • Equality and the Law (15 Credits) Optional

      The module will enable students to gain a critical understanding of the law in relation to non-discrimination in the workplace and then to apply this knowledge to their own workplace and workplaces in general. Students will develop an understanding of what is meant by direct and indirect discrimination, as well as harassment and victimisation, in relation to the nine protected characteristics contained in the Equality Act 2010

    • Learning and Talent Development (15 Credits) Optional

      The aim of this module is to enable students to develop a critical understanding of the potential and limitations of the contribution of learning and talent development policies and strategies, and to formulate and achieve objectives at individual, group and organisational levels especially in the situations of managing organizational change. The module will cover a wide array of theories and models on learning and talent development.

    • Designing Adaptive Organisations (15 Credits) Optional

      This module aims to enable learners to develop a critical understanding of the theories and historical development of the practice of organisation design and how it needs to capitalise on the ever-growing diversity inherent within its stakeholder populations and its workforce. Students will be encouraged to appreciate a systemic view of complex change and its implications for designing for adaptation, growth and renewal.

    • Critical Leadership (15 Credits) Optional

      The module applies key concepts from Critical Management Studies (CMS) perspectives – such as identity, discourse and performance – to the study of leadership. It does so to provide students with resources with which to critically reflect on their prior experiences of leadership in organisational settings.

    • Resilience at Work (15 Credits) Optional

      The module offers an insight into a new area of study and expertise to promote well-being and resilience in today’s complex and changing workplace. In a context of austerity and economic change, this course looks critically at individualistic models of ‘wellbeing’ or resilience at work and introduces a relational model of mental health. Using psychodynamic ideas it looks at systemic and organisational factors such as bullying and the impact on individual states of mind.

You can find more information about this course in the programme specification. Module and programme information is indicative and may be subject to change.

How is the MA Diversity and Organisational Change taught?

You will take part in a full range of learning, including lectures, seminars and workshops to explore concepts and theories, engage in discussion and look at real world issues. You will also take part in online activities, group and individual tutorials and self-directed study.


The modes of assessment will have some exams while most have coursework which is a variety of written assessments. Some examples include: Traditional academic essay of different length. A written coursework that involves assessing case studies, an evaluation of diversity policy, a self-reflection journal, a portfolio of evidence gather about a particular case and so on. There are also a number of group assessments including planning and presenting a set of learning and talent development interventions in the context of diversity and inclusion, creating an org design simulation.

  1. UK & EU
  2. International
  3. How to apply
  1. UK & EU
  2. International

How will the MA Diversity and Organisational Change support your career?

The skills development aspect of the course would be very helpful to those wanting to specialise in the area of diversity and change management. The innovative and forward looking content of the curriculum would also be helpful for future job applications and progression in HR. Roles with a specific focus on diversity and change are:

  • Diversity & change management project lead/consultant
  • Equality and diversity officer / manager / consultant
  • Organisational change advisor / project manager
  • Employee engagement specialist
  • HR advisor
  • Talent management consultant
  • Training and Development Officer or Manager
  • Management Consultant
  • Coaching and Mentoring Advisor or Consultant

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