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Diversity in the Workplace --Winter 2025
MGHC23
Teams of 4-5 business students enrolled in an elective course on Workplace Diversity will work together on an workplace problem of equity and inclusion while providing culturally and industry-specific solutions. Projects can involve testing for bias in a hiring platform that a company may use for selection, how to communicate with a diverse client base (via social media posts, public service announcements, infographics), training programs for reducing sexual or racial harassment, or strategies to reduce prejudice or bias in the workplace.
Leadership Development - Winter 2023
MGHC02
3rd and 4th year undergraduate business management (BBA) students working in 3-6 person teams will conduct research and develop an actionable strategy to solve a leadership development or training challenge faced by your organization, stakeholders, and/or clients. For example, they can design leadership training programs incorporating the latest virtual and in-person design features and gamification ideas. They can providing leadership competency maps that could align with current or novel performance management systems for companies.
Leadership Development - Winter 2023
MGHC02
3rd and 4th year undergraduate business management (BBA) students working in 3-6 person teams will conduct research and develop an actionable strategy to solve a leadership development or training challenge faced by your organization, stakeholders, and/or clients. For example, they can design leadership training programs incorporating the latest virtual and in-person design features and gamification ideas. They can providing leadership competency maps that could align with current or novel performance management systems for companies.
Compensation and Benefits
MGM360/MGHD28
3rd and 4th Year undergraduates from the University of Toronto Business programs students specializing in Human Resources will work in teams of 3-4 will conduct qualitative (e.g., job evaluation, benefits, aligning new job descriptions into the existing compensation structure) or quantitative analyses (e.g., statistical analyses on pay data for market pay analyses or company's internal equity analyses) using industry data along with data provided by your organization (optional).