Inequalities in organisation and societies are related to a myriad of different dimensions including gender, race, social-class, age, sexuality, religion, and disability. These inequalities not only reinforce social injustice but also encourage exploitation and underutilization of human capital by organizations and nations.

Current debates in the area of gender, race, diversity, development and management research embraces inter alia social theory and inequality. This includes intersectionality and post colonialism, the extent to which globalization has facilitated the spread of western ideas (or not) around feminism, organization and management, and what feminism and broader social movements mean in diverse socio-cultural and geo-political contexts. In addition, the complexity and variety in human resources and management policies and institutional frameworks that address issues of social inequality.

Within the Gender, Race, and Diversity in Organisations (GRDO) Strategic Interest Group (SIG) and various tracks and sub-tracks organized by this SIG, we seek to analyse varying socio-demographic, cultural, and geo-political contexts and the implications for work organization, management, and human resource strategies. This incorporates critiques of gender, race, and diversity in a range of organizations, including transnational corporations, public and private sector organisations, NGOs, and international organizations.

We value theoretically inspired papers based on leading social commentators and empirically based research. We encourage contributions from scholars from a broad range of disciplines: management, economics, psychology, women's/ men's/ gender studies, geography, sociology, and development. We welcome conceptual and empirical papers and studies of single countries and comparative research

SIG chairs :

SIG Chairwoman:
Dr Beverly Dawn Metcalfe – American University of Beirut, Lebanon - This email address is being protected from spambots. You need JavaScript enabled to view it.

Programme Co-chairs:  Prof Jawad Syed - Lahore University of Management Sciences, Pakistan - This email address is being protected from spambots. You need JavaScript enabled to view it. 

Dr Hamid Kazeroony – Walden University, USA - This email address is being protected from spambots. You need JavaScript enabled to view it.

Dr Faiza Ali - Liverpool John Moores University, UK - This email address is being protected from spambots. You need JavaScript enabled to view it.

Professor Edwina Pio - AUT University, New Zealand - This email address is being protected from spambots. You need JavaScript enabled to view it.


05_00 Gender, Race and Diversity in Organisations General Track

The aim of the GRDO General Track is to advance and disseminate new scholarship and debates, which address all forms of inequalities in the global political economy. In addition, SIG aims at addressing how policy measures may be devised to nurture the inclusion of marginalized voices and work towards the social justice and well-being of all individuals and communities. GRDO covers all knowledge and content relating to gender, race, and diversity within and outside organizational boundaries, including cultural, societal, political, and geographical levels, to illustrate the intersecting dynamics of differences on a number of scales.

GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG STANDING TRACKS
ST 05_01 Women in Management, Work and Organisation

This track, sponsored by the Gender, Race, and Diversity in Organisations (GRDO) SIG, focuses on gender equality and women’s empowerment in management, work and organization. We invite scholars to submit papers that address women issues in organizations from a variety of different perspectives.

ST 05_03 Sexual Orientation and Transgender Issues in the Workplace

In organizations and management research, a small but increasing amount of attention has been cast on the issues experienced by lesbian and gay employees in the workplace, and organizational responses to these issues. Those issues experienced by bisexual and transgender employees have, until now, largely been overlooked. Many organizations use the term LGBT (sometimes LGBTI) to designate the target group of organizational practices (e.g., diversity management), although, in reality, they are usually aimed at lesbian and gay employees. As transgenderism and intersexuality are not related to a certain sexual orientation, subsuming these phenomena into one umbrella term, together with different sexual orientations, marginalizes the unique stressors transgender or intersex employees have to face. Unique experiences of transgender employees, for example, can appear before, within, and after transitioning. In this context, this track encourages researchers to submit contributions that broaden the understanding of both issues related to employees’ sexual orientation (such as being bisexual, lesbian, gay, and also on heterosexuality), and issues that are specifically related to transgender or intersex employees.

GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG 2017 TRACKS

T 03_05 Gender Entrepreneurship (Co-sponsored with the ENT SIG-03)

This track aims to increase the interest in these directions: government and other supporting policies and programs of gendered entrepreneurship, profiles of male and female entrepreneurs, gender and new business creations, determinants, motivations and constraints of gender in entrepreneurship, gender and innovation, gender and entrepreneurial intentions, perspectives on gender-based enterprises, growing, managing and planning the business, gendered understanding of corporate entrepreneurship, gender and economic growth, gender entrepreneurship in western and emerging economies, differences and similarities between male and female entrepreneurs, inspiring stories.

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Contacts & info

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