SIG OFFICERS:

SIG Chairwoman:

Professor 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:

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

Dr Faiza Ali - Lahore University of Management Sciences, Pakistan-  This email address is being protected from spambots. You need JavaScript enabled to view it.

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

Dr Fiona Colgan-Birkbeck-University of London, UK-  This email address is being protected from spambots. You need JavaScript enabled to view it.

PD Dr. Thomas Köllen, University of Bern, Switzerland -  This email address is being protected from spambots. You need JavaScript enabled to view it. 

Professor Jasmin Mahadevan, Pforzheim University, Pforzheim, Germany- This email address is being protected from spambots. You need JavaScript enabled to view it.

Professor Eddy Ng, Dalhousie University- Canada- This email address is being protected from spambots. You need JavaScript enabled to view it.

Dr Henriett Primecz, Corvinus University of Budapest, Corvinus Business School, Hungary- This email address is being protected from spambots. You need JavaScript enabled to view it.

Professor Jawad Syed- University of Management Sciences, Pakistan - This email address is being protected from spambots. You need JavaScript enabled to view it.

 

International Committee Co-chair:  Harry J. Van Buren III, University of New Mexico, USA - This email address is being protected from spambots. You need JavaScript enabled to view it.

Communication Officer: Dr Memoona Tariq, University of Huddersfield, UK – This email address is being protected from spambots. You need JavaScript enabled to view it. 

 


 GT 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, it aims at addressing how policy measures may be devised to nurture the inclusion of marginalised 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 organisational boundaries, including cultural, societal, political, and geographical levels, to illustrate the intersecting dynamics of differences on several scales. We are keen to incorporate scholar’s work based on social theory, feminist theory and development theory that address how social justice and equality is understood and practiced in diverse cultural fields. Subjects can include:

  • Femininities, masculinities and whiteness in organization and society
  • Women and ethnic minorities in management and corporate boards
  • Impact of intersectionality on ethnic minorities
  • Women's leadership and career development
  • Gender, race and diversity in diverse geographical and transnational contexts
  • Gender, race and diversity issues in entrepreneurship and development
  • Critiques of inequality in labour markets, including skilled migrants, refugees and the working
  • poor
  • Cross-cultural management and critical diversity studies
  • Power, identity and diversity
  • Gender and diversity across cultures
  • Age diversity
  • Faith based organisations and religious diversity
  • Differently abled workers
  • Cultural diversity at work/society and Intersectionality at work/society
  • Sexual harassment and work-life balance
  • Women, public administration and political leadership
  • The politics of inequality and social justice
  • Women's social movements, and the role of women's organizations in supporting social and economic development
  • Women, post-colonialism and development
  • Women, ethics and CSR
  • Gendered critiques of the SDGs, UN and World Bank human development strategies Scholars of colour as leaders in education

 


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 Organization’s (GRDO) SIG, focuses on gender equality and women’s empowerment in management, work and organization. We invite scholars and practitioners to submit papers that address ‘women’ issues in organizations from a variety of different perspectives.

 

ST 05_02 Queer Perspectives: Sexual Orientation, Gender Identity and the Plurality of Self-Concepts in Organisations

In organization 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 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 on heterosexuality), and issues that are specifically related to transgender or intersex employees.

 

GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG TRACK

T 05_03 Diversity / identity / power: intersections of cross-cultural management

This track wishes to challenge cross-cultural management (CCM) knowledge from three intersecting angles, namely diversity, power and identity. As diversity research informs us, the perceptions and realities of difference are not power-free, and markers such as race, gender, ethnicity and religion and others contribute to inequalities in management, organizations, and beyond. This is not yet acknowledged by CCM, and traditional CCM focus groups and themes might have lost their relevance for the societal, organizational and managerial challenges ahead. For overcoming this limitation, CCM needs to acknowledge diversity, power and identity as part of the CCM responsibility, to focus on contemporary issues such as migration, religion, and to consider intersections of culture/identity, power and diversity. This might mean to focus on refugee movements instead of professional expatriation, to learn from diversity at home instead of describing cultural differences abroad, and to challenge commonplace cultural explanations as a power-mechanism by which some groups affirm their interest over others. Ideally, these contributions come from scholars currently locating themselves within AND outside the field of CCM/GRDO, so that we can have a stimulating and interdisciplinary debate.

 

 

Contacts

 EURAM 2018 Local Organising Team:

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