*Apologies for any cross-postings*
12th International Interdisciplinary Conference, 22-24 June 2022,
Bogotá, Colombia, South America
GWO2022 Call for Abstracts
Stream 2: Inclusion o'clock: Gender and Time in Organizations
Email for submissions or inquiries: firstname.lastname@example.org
Format for submissions (abstracts or papers): Abstracts
Deadline: Option 1: December 15th 2021; Option 2: February 1st 2022 (Authors can submit in any of those deadline).
Language for abstracts/papers: ENGLISH
Organization of the stream: Online sessions
Andri Georgiadou, University of Nottingham
Yamila Martin-Ferlaino, Universidad de Buenos Aires
Theresa Simpkin, University of Tasmania
Time is inherent to the experience of work, the way it is organized and how meaningful is perceived to be, with gender to seem to be a defining factor in this context (Rafnsdóttir & Heijstra, 2013; Devetter, 2009). In fact, evidence demonstrates that different genders frequently spend their time differently due to the prevalent gender division in family and work life, with Bryson (2007) highlighting the significance of discussing the structuring of time and time consciousness when considering gender equality at all. Literature points out that the time squeeze imposed by organizational cultures centered around embedded masculine values and assumptions can cause decreased autonomy among individuals, significantly impact their health and wellbeing, and hinder any attempts to promote and safeguard inclusion as a sense of belonging in the organization (Georgiadou & Antonacopoulou, 2021).
The ongoing COVID-19 pandemic and the subsequent 'turbulent' socio-economic environment have already left a deep scar on the work experiences of employees around the globe. It has brought to the surface the need for new organizational and management approaches that are characterized by empathy, determination, flexibility, and a more humane face that understands and acknowledges the needs of employees (Georgiadou, Magrizos & Roumpi, 2021). The ways in which time is perceived, acknowledged, valued, used, and assessed are central to the effectiveness of inclusive organizational approaches and gender equality in private and public life. That's because women tend to encounter time poverty since they are more likely to invest as much or more time undertaking unpaid domestic labor, especially in the new workplace arrangements. On the one hand, this prevents them from working long hours or being the first to respond to tasks and participate in the decision-making process, thus deprives them the opportunity to be seen as an 'ideal worker' (Giurge, Whillians & West, 2020). On the other hand, when women attempt to work as many hours as men, they appear to do so at the cost of their mental health, as they are missing enough or high-quality leisure. This justifies why parents and people with caring responsibilities perceive themselves as being more and more pressed for time, because stress is not simply a matter of the total amount of unpaid and paid work, but rather is exacerbated by the intensity of their use of time (Menzies & Newson, 2008). In general, time inequality in unpaid work is a fundamental indicator of gender inequality and hence exclusion.
Career and performance management in organizations are believed to depend on speed of decision making and execution, as well as on capturing windows of opportunity by pursuing tasks and roles at the "right" time. In addition, scholars have devoted considerable attention in showing the importance of temporal fit or "entrainment" between socio-environmental and organizational rhythms (Shi & Prescott, 2012); a paradigm which fundamentally maintains gender inequalities at the organizational and social level. However, several calls to pay more attention to time, and its interplay with organizational constructs remain unanswered. The lack of explicit consideration of time hinders theory and practice to move forward by restraining the understanding of how constructs relate between each other in the processes and mechanisms by which decisions unfold (Aguinis & Bakker, 2021). For example, subjective conceptualizations of time are likely to have implications for decision-making processes, as individuals are likely to adapt their strategies to their time perceptions.
This stream aims to foster a discussion about the mutual entanglement of gender, time, and inclusion in organizations. The call is therefore directed to those who want to explore the gendered impact of time on inclusion from a broad range of different disciplines and theoretical perspectives. We invite theoretical, empirical, and methodological contributions that explore the way different conceptions of time affect relational and organizational gendered experiences at work, and how that conceptualization constitutes an active medium of ensuring or hindering inclusion management in the organization. While research on inclusion has emphasized the importance of context (Georgiadou & Damianidou, 2021; Georgiadou & Syed, 2021), we advocate explicit courtesy to time when considering context to provide more holistic interpretations of the role of time in gendered experiences at work. Contributions from different fields are welcomed. We also encourage an interdisciplinary approach, acknowledging that gendered organization of time has numerous intellectual roots and allies. The following issues are indicative, but not exhaustive, of our field of focus:
- Experiences of time of people at work and in organizations.
- How do different conceptions of time impact experience of inclusion at work and in organizations?
- How do different conceptions of time impact vary across different cultural and institutional environments?
- What are critical perspectives on time, gender, and inclusion in the South compared to the North?
- How have gendered experiences at work been recognized in the Latin American context?
- Which are the critical factors underlying the unequal distribution of time poverty across social and demographic groups?
- What kind of personal, organizational, and public policies are required to ensure inclusion?
- The role of technology in breaking the patterns of inequality generated and perpetuated between women and men inside the space of time in work and organizations.
- Which are the implications of time for different genders' career strategies?
- How time perceptions affect inclusive organizational behaviors?
- How the pandemic affected the interplay between time, gender, and inclusion?
Abstracts of approximately 500 words (ONE page, WORD NOT PDF, single spaced, excluding any references, no headers, footers or track changes) are invited by January 15th, 2022 with decisions on acceptance to be made by stream leaders within two months.
All abstracts will be peer reviewed. New and young scholars with 'work in progress' papers are welcomed. Papers can be theoretical or theoretically informed empirical work. In the case of co-authored papers, ONE person should be identified as the corresponding author.
In the first instance, abstracts should be emailed to: email@example.com. Abstracts should include full contact information, including your name, department, institutional affiliation, mailing address, and e-mail address.
Aguinis, H. and Bakker, R. M. (2020). Time is of the essence: Improving the conceptualization and measurement of time. Human Resource Management Review, 100763.
Bryson, V. (2007) Gender And the Politics of Time. Feminist Theory and Contemporary Debates. Bristol: Policy Press.
Devetter, F. X. (2009). Gender differences in time availability: Evidence from France. Gender, Work & Organization, 16(4), 429-450.
Georgiadou, A. and Antonacopoulou, E. (2021) Leading Through Social Distancing: The Future of Work, Corporations and Leadership from Home. Gender, Work & Organization, 28, 749-767.
Georgiadou, A. and Damianidou, E. (2021) 'Look at you!': Disembodiment between ugly bodies and able minds. Gender, Work & Organization, 28(5), 1823–1839.
Georgiadou, A. and Syed, J. (2021) The interaction between gender and informal social networks: An East Asian perspective. Human Resource Management Journal.
Georgiadou, A., Magrizos, S. and Roumpi, D. (2021). Inclusion in the COVID-19 Era. 14th International Conference on Equality, Diversity and Inclusion, EDI 2021, Bern, Switzerland.
Giurge, L. M., Whillans, A. V. and West, C. (2020). Why time poverty matters for individuals, organisations and nations. Nature Human Behaviour, 4(10), 993-1003.
Menzies, H. and Newson, J. (2008). Time, stress and intellectual engagement in academic work: Exploring gender difference. Gender, Work & Organization, 15(5), 504-522.
Rafnsdóttir, G. L. and Heijstra, T. M. (2013). Balancing work–family life in academia: The power of time. Gender, Work & Organization, 20(3), 283-296.
Restubog, S. L. D., Ocampo, A. C. G. and Wang, L. (2020). Taking control amidst the chaos: Emotion regulation during the COVID-19 pandemic. Journal of Vocational Behavior, 119 (103440).
Shi, W. and Prescott, J. E. (2012). Rhythm and entrainment of acquisition and alliance initiatives and firm performance: A temporal perspective. Organization Studies, 33(10), 1281-1310.
Dr. Andri Georgiadou, FHEA, PhD, MSc, MBA, PgCert, BSc |
Associate Professor, Nottingham University Business School
Director of MSc Human Resource Management and Organisation
Director, Equality Inclusion Diversity Center
Deputy Chair and Vice Chair Events for Academy of International Business (AIB) Western Europe chapter
Elected Representative-at-Large of the Management Education and Development (MED) Division of the Academy of Management (AOM)
Review Editor International Studies of Management & Organization (ISMO)
Editorial Review Board member Gender, Work & Organization (GWO)
University of Nottingham
Room C31, Business North School, Wollaton Rd, Nottingham, NG8 1BB
Call for papers in Journal of Organizational Behavior (ABS: 4, IF: 8.174):
Working from everywhere: The future of work and inclusive organizational behavior (IOB)
Gender, Bodies and Identities in Organization: Postcolonial Critiques. Gender, Work & Organization (ABS: 3, IF: 3.465). https://doi.org/10.1111/gwao.12745
The interaction between gender and informal social networks: An East Asian perspective. Human Resource Management Journal (ABS: 4*, IF: 5.039). https://doi.org/10.1111/1748-8583.12347
'Look at you!': Disembodiment between ugly bodies and able minds. Gender, Work & Organization (ABS: 3, IF: 3.465). https://doi.org/10.1111/gwao.12648
Leading Through Social Distancing: The Future of Work, Corporations and Leadership from Home. Gender, Work & Organization (ABS: 3, IF: 3.465). https://doi.org/10.1111/gwao.12533
Diversity within Diversity Management: Country Based Perspectives
Diversity within Diversity Management: Types of Diversity in Organizations