Faculty Spotlight: Roz Jaffer

Last Updated February 21, 2020

Who will lead the way in the use of online technology to enhance the learning and teaching experience?  Spartans will! Or to be more specific, Dr. Roz Jaffer, Fixed-Term Faculty in the Department of Management at the Broad College of Business and proud MSU alum, will!

Jaffer was recently recognized with an Award of Excellence Honorable Mention at the 2018 AT&T Faculty-Staff Instructional Technology Awards for her fully online course, Managing Diversity in the Workplace (MGT 814). The 5-week accelerated course utilizes an online Management Learning System (MLS) platform by which all instruction, assignments and classroom interaction are completed 100% online. Managing Diversity in the Workplace is also the first graduate-level diversity course of its kind within the Broad College of Business at MSU.

We spoke with Dr. Jaffer about being a leader in the use of technology to enhance teaching and learning outcomes, and the importance of fostering diversity and inclusion in both the classroom and the workplace.

Q. The AT&T Faculty-Staff Instructional Technology Awards at MSU recognizes “outstanding contributions to the use and development of information technology for teaching and learning.” Can you tell us more about the Managing Diversity in the Workplace (MGT 814) course, including how you’ve incorporated the use of online virtual personas and role-playing into course curriculum and assignments?  

This graduate-level course is designed to provide a foundational knowledge on the various topics of diversity and inclusion in managing a diverse workforce, such as diversity practices in recruitment, retention, cultural competencies, promotions and talent management. Within those topics, best practices in managing a diverse workforce are covered through the use of case studies, discussions, and research of top performing companies in the U.S.

The course curriculum utilizes “Second Life,“ an online virtual community and role-playing platform, in applying an advanced, creative and innovative means to deliver the course content. Students engage in role-play case scenarios in “Second Life” through the use of identity changes by taking on a new “persona” different from one’s own identity, thereby creating a non-threatening environment where sensitive topics may be discussed. Topics for the case studies in “Second Life” include but are not limited to sexual harassment and discrimination in the workplace. The use of “Second Life” is highly effective in discussing and confronting sensitive issues faced by many employees in the workplace, thereby allowing students to practice how to address and manage a diverse workforce.

Q. Managing Diversity in the Workplace is taught as part of the Master of Science in Management, Strategy and Leadership program, also offered 100% online. Why is diversity a critical component of leadership and management?

The demographic make-up of the U.S population has shifted from a high majority (white) population to a more diverse population with the fastest growth in the Asian and Hispanic populations in recent years.  According to the U.S Census data, the white population has steadily declined from over 75% in 2000 to approximately 72% in 2010. The Hispanic population has had a rapid growth from 12.5% to 16%. Other minority groups show similar growth trends, calling for a sense of urgency in managing across diverse cultural groups in the workplace. Companies are looking for managers and leaders who can manage across different cultures and can work with a diverse workforce. Therefore, diversity and inclusion have been and will continue to be an imperative business necessity. Most great Fortune 500 companies have diversity as one of their core organizational values and goals. Managers and leaders are expected to acquire competencies in managing across cultures for a diverse workforce.

Q. Tell us about your experience teaching in an online environment. What have you learned about being an effective instructor?

Teaching this graduate-level class online has been a challenge as students have different levels of competencies and comfort levels about the topics of diversity and inclusion. I have discovered that in teaching this course online, it is very important to create a safe, non-intimidating, non-threatening environment where students can feel free to discuss the various topics of diversity and inclusion, which may be very sensitive to a diverse group of students. Some students may be resistant about the topics of diversity in the workplace, while others may be advocates of diversity and inclusion. Regardless of one’s worldviews on the topics discussed, I have learned that it is important for both the instructor and the students to “listen before being heard” and respect differing viewpoints. It is in the creation of this higher level of engagement of controversial topics where actual learning takes place.

Q. What do you consider to be the most important factors for student success in an online classroom?

I believe the most important factors in promoting student success for the online courses is for the instructor to show presence – to be supportive in facilitating and coaching students in their academic journey with a mutual goal of helping students succeed.

Q. According to a 2015 report by McKinsey & Co., companies with higher levels of ethnic, racial and gender diversity were more likely to have financial returns that exceeded national industry medians. The Diversity Matters report also found a link between increased ethnic and racial diversity at the senior-executive level and improved corporate earnings. How else can greater workplace diversity benefit companies?

There are many scholars in the field of diversity and inclusion who have shared “a business case for diversity” in the workplace. Some of their findings as to why diversity and inclusion (D & I) matters can be summarized as follows:

• D & I promotes higher levels of creativity and innovation.
• D & I facilitates greater solutions through diverse perspectives.
• D & I promotes a welcoming culture and greater team collaborations.
• D & I has demonstrated to increase bottom line profits and a greater ROI.
• D & I helps organizations attract and retain the “cream of the crop” workforce.
• D & I helps organizations to better serve their customer base.
• D & I is essential in the success of companies doing business abroad through cross-cultural collaborations.
• D & I fosters a wide range of suppliers and distributors.
• D & I helps companies improve the corporate image and culture.
• D & I helps companies to expand their market share.

Q. By 2055, no single ethnic or racial group will represent a majority of the U.S. population, the Pew Research Center has reported. With demographic and immigration shifts transforming society and the workplace, what do you consider to be the key drivers in fostering a workplace environment that promotes diversity?

Today, more than ever before in the history of the U.S, the shift in population demographics is the calling for a sense of urgency among top companies to recruit and retain a diverse workforce in gaining a competitive edge over other companies. No longer are consumers just accepting a non-diverse and an un-welcoming workplace. The media plays a strong role in shaping how companies operate. This is demonstrated through active boycotts and active media pressure, particularly from social media, on various U.S companies. For instance, recently in the news, Starbucks was under fire on how their management team handled the use of their restrooms by African Americans. Consequently, there was enough pressure on Starbucks to provide diversity training for all their employees in all of their establishments across the U.S.

This is clearly one example of how companies must foster and create an environment free of discrimination, biases and harassment. A corporate culture, specifically one that is free of biases and discrimination, is essential to a company’s overall bottom line profits and for sustainable long-term success.

Q. Which industries and/or organizations do you consider to be leaders in workplace diversity? Why?

Each year, Diversity Inc. provides a list of the top companies recognized for their “best practices in diversity and inclusion.” The 2018 top companies include:

1. Johnson and Johnson, where D & I is a top leadership priority driven by the chairman and CEO.  Accountability is an important aspect of D & I results.  Johnson and Johnson are recognized for their scholar’s development program promoting women in science, technology, engineering, and math fields.
2. Marriott International drives business success through workplace empowerment. Marriott has promoted 41% more African Americans and Latinos into leadership positions, thereby enhancing their representation of minorities in the management levels.
3. AT&T has been consistently recognized for diversifying the company at every level of the organization, from entry levels to management levels. AT&T has promoted more minorities and women in recent years and has been recognized for a successful mentoring program for minorities and women.
4. MasterCard has specifically worked hard in recent years to close the gender wage gap with an increase of women representing the 10% highest paid to the 20% highest paid over the last four years.  MasterCard has been recognized for having twice as many women in senior leadership and management positions than the Fortune 500 companies.
5. ADP has ranked on the top 10 for their integrated diversity plan in all facets of their organization, including talent management in recruitment, talent development, and succession planning.  President and CEO Carlos Rodriguez have embraced diversity initiatives that include human capital metrics, which are linked to accountability and compensation.  As a result, ADP has achieved 33% women and 20% minority representation in their executive management ranks. ADP has twice as many Latinos in their top-level management categories than the national average in most U.S companies.

Q. How has education shaped your own career path?

I believe in education; I believe that education is the backbone of one’s success. I have been fortunate in achieving three higher education degrees: a Bachelor in Business; a Master in Human Resources and Labor Relations; and a Doctoral degree in Higher Adult and Life Long Education, all from Michigan State University (MSU). I believe that it is my educational degrees, along with my practical work experiences, which have contributed to my career successes. The bonus to all this is, I am a professor in higher education, which is my career niche.

Q. What is one fun fact about you?

I was born in East Africa, Uganda, but of East Indian descent from northern parts of India. I have been in the U.S for over 40 years. I enjoy traveling the world!