Inequalities in organization 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, ethics and inequality. This includes intersectionality, transnationalism 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 SIG seeks to unravel the complexity and variety in human resources and management policies and institutional frameworks that address issues of social inequality in the global political economy. Our aim is to challenge dominant Global North accounts of inequalities.

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

We value theoretically inspired papers based on leading social theorists and also empirically based research. We encourage contributions from scholars from a broad range of disciplines: management, economics, psychology, development women's/ men's/ gender studies, geography, and sociology. We welcome conceptual and empirical papers and studies of single countries and comparative research. Topics of particular interest to the GRDO SIG’s general track are outlined below, though the list is not exhaustive:

  • Gender, race and diversity in management and organizations;
  • Gender, race and diversity in society;
  • Femininities, masculinities and whiteness in organization and society;
  • Women and ethnic minorities in management and corporate boards;
  • 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
  • LGBT issues in the workplace
  • Age diversity
  • Disabled workers
  • Cultural diversity at work/society
  • Intersectionality at work/society
  • Institutional frameworks for managing labour and equality including gender mainstreaming
  • 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

 

SIG Chair:

Dr Beverly Dawn Metcalfe – Global Development Institute, University of Manchester, UK - 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.

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

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

Edwina Pio, New Zealand - 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.

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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.

GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG STANDING TRACKS

ST 05_01 Women and Sexual Orientation 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, and Sexual Orientation issues in work and organisation. We invite scholars to submit papers that address women and sexual orientation issues in organisations 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, 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.

Contacts

 EURAM 2018 Local Organising Team:

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