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CfP: 10th Equality, Diversity and Inclusion International Conference 28-29-30 June!

  • 1.  CfP: 10th Equality, Diversity and Inclusion International Conference 28-29-30 June!

    Posted 02-20-2017 09:44

    **Apologies for cross-postings**

     

    Join us in London at Brunel Business School, Brunel University for the 10th Equality, Diversity and Inclusion International Conference 28-29-30 June!

     

    Stream 10:

    LGBT Research in Management and Institutions: Broadening the Lens
    Erhan Aydin, Fiona Colgan, Oscar Holmes IV

     

    There will be a special issue under the same topic of the stream in the Journal of Organizational Change Management, Edited by Dr Erhan Aydin and Dr Fiona Colgan. The selected papers will be published in the special issue.

     

    Historically, LGBT movements in the world encompass legitimisation as a process whereby a movement or an organisation substantiates to a peer and legal systems regarding its right to exist (Maurer, 1971; Suchman, 1995). Thus, the historical progress of LGBT people and their movement(s) demonstrate how they fight to  gain legal rights by adopting the goal of legitimisation of being LGBT in society. The history of the LGBT movement illustrates the legitimising process in three phases. In the first phase, individual reactions against an authority turn to a movement through becoming small groups (Vincent, 2016; Ataman, 2011). In the second phase, a movement requires becoming a community organised to proceed to have legitimacy in a state (Vincent, 2016). In the third phase, the organised community completes the legitimising process via gaining rights to establish Non- Governmental Organisations (NGOs) (Yılmaz and Göçmen, 2016). Then, the organisations aim to protect LGBT rights against any unethical and unjust implementation of a state and society's laws and practices and set out to gain more LGBT rights as they become legitimately institutionalised (Ozeren and Aydin, 2016). As Rumens et al. (2016) state, LGBT movements have adopted some mainly shared political and civil goals such as challenging heteronormative constructionist of femininity and masculinity, homophobia, heterosexism, the decriminalisation of homosexuality and securing legal protection and rights. In order to achieve these goals, the LGBT movement established NGOs where legitimate, and worked to affirm LGBT identit(ies) within institutions such as the family, work and education.

    Institutions are a critical component of the social environment that shapes organisational structures, the orders of social relationships and sovereignty, which indicate who has power and gets access to beneficial resources (DiMaggio and Powel, 1983; Fligstein 2001; Yang and Konrad, 2011). In this regard, the power of these institutional structures comes from self- reinforcement through reproducing power positions and eliciting dominant elites to protect these structures so creating a continual position of authority (Greenwood and Hinings, 1996). In this context, we believe that LGBT research must be relocated in institutional settings that require multi- level analysis and a variety of different organisational contexts such as non-profit organisations (NGOs) for example. This argument comes from current LGBT research that mostly considers the experiences and social relation of LGBTs in a workplace context and adoptsan individual level of analysis rather than organisational / national level of analysis (e.g. Yılmaz and Göçmen, 2016; Colgan, 2016; Colgan et al., 2007; Rumens, 2016; Rumens, 2011; Wright et al., 2011; Colgan and Mckearney, 2012; Creed, 2003; Creed et al., 2010; Ozturk and Ozbilgin, 2015; Colgan, 2011; Rumens and Broomfield, 2014). On the other hand, different theoretical and ontological approaches such as institutional theory and critical approach should also underpin the LGBT studies in addition to the current theoretical and ontological trends such as queer theory, intersectional and interpretive approaches. For this reason, the content of the conference papers submitted to this conference stream could include but is not restricted to:

    ·         Legitimising LGBT organisations and their work- cross-national research,

    ·         The role of NGOs in promoting and securing LGBT rights at work and in society,

    ·         The role of National/ International/ Supranational LGBT organisations regarding institutional entrepreneurship, employment and activism,

    ·         Methodological issues in conducting LGBT research,

    ·         Contribution of digital media (the internet and social platforms) in legitimising creating and opposing homonormative institutions in heteronormative structures,

    ·         Migration, LGBT organisations and political institutions,

    ·         Dirty work within and/or against LGBT organisations,

    ·         Discrimination, harassment and violence against LGBT people

    ·         Intersectionality, diversity and activism: LGBT organisations

    ·         Cross- cultural studies on institutionalisation of LGBT people at work,

    ·         LGBT employees at work and their roles in organisations through friendship, corporate networks/support and trade union groups.

    ·         Power and organisation: LGBT movements challenging and reframing  constructions of sexuality and gender

    ·         Austerity, crisis, war and LGBT organisations

    ·         Exploring romantic relationships and well-being and career implications of LGBT employees.

    References

    Ataman, H. (2015) 'Avrupa sosyal sartının LGBTİ'lerin ekonomik ve sosyal haklar alanında uğradıkları ayrımcılık acısından değerlendirilmesi', in Tar, Y. (ed.) Çalışma hayatinda ayrimcilik ve ayrimciliga karsi mucadele. Ankara: Kaos GL, pp. 109-116.

    Colgan, F. (2011) 'Equality, diversity and corporate responsibility: Sexual orientation and diversity management in the UK private sector', Equality, Diversity and Inclusion: An International Journal, 30(8), pp. 719-734.

    Colgan, F. (2016) 'LGBT Company Network Groups in the UK: Tackling Opportunities and Complexities in the Workplace', in Sexual Orientation and Transgender Issues in Organizations. Springer, pp. 525-538.

    Colgan, F., & McKearney, A. (2012). Visibility and voice in organisations: Lesbian, gay, bisexual and transgendered employee networks. Equality, Diversity and Inclusion: An International Journal, 31(4), 359-378.

    Colgan, F., Creegan, C., McKearney, A. and Wright, T. (2007) 'Equality and diversity policies and practices at work: lesbian, gay and bisexual workers', Equal Opportunities International, 26(6), pp. 590-609.

    Creed, W. (2003) 'Voice lessons: Tempered radicalism and the use of voice and silence', Journal of Management Studies, 40(6), pp. 1503-1536.

    Creed, W.D., DeJordy, R. and Lok, J. (2010) 'Being the change: Resolving institutional contradiction through identity work', Academy of management journal, 53(6), pp. 1336-1364.

    DiMaggio, P. and Powell, W.W. (1983) 'The iron cage revisited: Collective rationality and institutional isomorphism in organizational fields', American Sociological Review, 48(2), pp. 147-160.

    Fligstein, N. (1991) 'The structural transformation of American industry: An institutional account of the causes of diversification in the largest firms, 1919-1979', In W. W. Powell and P. J. DiMaggio (eds).The new institutionalism in organizational analysis, 394-310, Chicago: University of Chicago Press.

    Greenwood, R. and Hinings, C.R. (1996) 'Understanding radical organizational change: Bringing together the old and the new institutionalism', Academy of management review, 21(4), pp. 1022-1054.

    Maurer, J.G. (1971) Readings in organization theory: Open-system approaches. Random House (NY).

    Ozeren, E. and Aydin, E. (2016) 'What Does Being LGBT Mean in the Workplace? A Comparison of LGBT Equality in Turkey and the UK', in Klarsfeld, A., Ng, E.S., Booysen, L.A.E., Christiansen, L.C. and Kuvaas, B. (eds.) Research Handbook of International and Comparative Perspectives on Diversity Management. 1st edn. UK: Edward Elgar.

    Oztürk, M.B. and Ozbilgin, M. (2015) 'From Cradle to Grave', in Colgan, F. and Rumens, N. (eds.) Sexual Orientation at Work: Contemporary Issues and Perspectives. London: Routledge, pp. 152-165.

    Rumens, N. (2011) 'Minority support: Friendship and the development of gay and lesbian managerial careers and identities', Equality, Diversity and Inclusion: An International Journal, 30(6), pp. 444-462.

    Rumens, N. (2016) 'Towards Queering the Business School: A Research Agenda for Advancing Lesbian, Gay, Bisexual and Trans Perspectives and Issues', Gender, Work & Organization, 23(1), pp. 36-51.

    Rumens, N. and Broomfield, J. (2014) 'Gay men in the performing arts: Performing sexualities within 'gay-friendly'work contexts', Organization, 21(3), pp. 365-382.

    Rumens, N., Aydin, E. And Todd, B. (2016). LGBT and Queer Workplace Activism in the New Millennium. Gender, Work & Organization Conference 2016, Keele University, UK

    Suchman, M.C. (1995) 'Managing legitimacy: Strategic and institutional approaches', Academy of management review, 20(3), pp. 571-610.

    Vincent, J. (2016) LGBT People and the UK Cultural Sector. UK: Routledge.

    Wright, T. (2011) 'A "lesbian advantage"? Analysing the intersections of gender, sexuality and class in male-dominated work', Equality, Diversity and Inclusion: An International Journal, 30(8), pp. 686-701.

    Yang, Y., & Konrad, A. M. (2011). Understanding diversity management practices: Implications of institutional theory and resource-based theory. Group & Organization Management, 36(1), 6-38.

    Yılmaz, V. and Göçmen, İ. (2016) 'Denied Citizens of Turkey: Experiences of Discrimination Among LGBT Individuals in Employment, Housing and Health Care', Gender, Work & Organization, , pp. 1-19.

     

     

    --

    Oscar Holmes IV, Ph.D.

    Assistant Professor of Management

    Director of Access & Outreach for Business Education

    Rutgers, The State University of New Jersey

    School of Business

    227 Penn Street

    Camden, NJ 08102

    BSB 332

    Email:  Oscar.HolmesIV@Rutgers.edu

    P:  856-225-6593

    F:  856-225-6231

    http://business.camden.rutgers.edu/faculty-profiles/hr/holmes/

    "Jersey Roots, Global Reach"

    Twitter: @OHIV

    Pronouns: He, Him, His

     



  • 2.  CfP: 10th Equality, Diversity and Inclusion International Conference 28-29-30 June!

    Posted 03-05-2017 08:15
    **Apologies for cross-postings**

     

    Join us in London at Brunel Business School, Brunel University for the
    10th
    Equality, Diversity and Inclusion International Conference 28-29-30 June!

     

    Stream 6: Diversity, equality and inclusion in the Buffer Condition

     

    Stream Organisers:

    Dr. Andri Georgiadou

    Senior Lecturer, Department of Management Leadership and Organisation

    Business School

    University of Hertfordshire

    e-mail: andrigeorgiadou.ag@gmail.com

     

    Stream Outline

     

    With more than 100 countries involved in some sort of conflict in 2014 (Forrer and Katsos, 2015), it is increasingly difficult for business to avoid entanglements with conflict in the countries where they operate. One unexplored role for business in the buffer condition - a sustained interregnum between war and peace- is to adopt policies and practices that perpetuate the status quo. Of course, the presumed goal is to move the society toward equality through inclusion. But if there are weak prospects for actually advancing equality in a buffer condition, businesses might be wasting valuable resources and efforts in trying to help achieve that goal. When in a buffer condition, deterring a return to war and maintaining the status quo could be preferred: if not promoting inclusion, then preventing exclusion. In Cyprus, for example, the efforts of the Chambers of Commerce to expand cross-border trade between the two divided communities (Greek and Turkish Cypriots) are better understood as perpetuating the stalemate rather than as a way to promote equality. For those Cypriots and others who understand peace in Cyprus to be a unification of the island to a pre-1974 condition, border trade makes the current Green Line partition more tolerable, and therefore does not necessarily promote equality. Promoting stabilisation in a buffer condition may make a better contribution to the communities in some areas than attempting fruitlessly to promote equality.

     

    Public policies designed to provide the best incentives for business to adopt equality-promoting practices are in some cases premature. The discussion of the role of business in promoting equality by policy makers is a positive trend and needs to be encouraged, but such government interventions should be considered case by case and judiciously until there is a better understanding of their potency and efficacy. However well-intentioned, without a better understanding of how business affects equality -especially in buffer conditions as in Cyprus- recommendations on how business could promote equality may do more harm than good. In a buffer condition, business is not only a critical actor, but could be considered the most important institution in determining whether countries advance toward equality, remain in a limbo of conflict/ exclusion, or revert back to war.

     

    This stream therefore, explores the utilisation of the existing theories associated with a number of benefits and challenges of a diverse workforce in societies and raises the main question of how organisations operating in countries under the buffer condition can actively and strategically deal with cultural diversity and inclusion and establish the appropriate organisational culture towards effectiveness and satisfaction. In addition, it seeks to assess the role of migration in those countries and evaluate the degree at which human and social rights are safeguarded.

     

    This stream invites theoretically informed papers, empirically based ones as well as research posters from a range of disciplines that explore the nature of culture diversity and its relationship with inclusion, the impact on individuals (i.e. conflict, performance, satisfaction) and the organisational level of analysis (i.e. climate, culture, human resources practices). Moreover, papers could explore the identification of those activities that can be entered into force so as to effectively implement a corporate strategy that incorporates cultural diversity as a competitive advantage in post-conflict zones.

     

    Possible themes include:

    Conceptual approaches to diversity management; managing diversity in buffer conditions; migration and human rights; cultural diversity as a competitive strategic advantage; the impact of cultural diversity in job performance; cultural diversity and conflict; the relationship between cultural diversity and inclusion in organisations; cultural diversity related discourses of management and leadership; interaction of cultural diversity climate and human resources management; bias and the content of role stereotypes in top management team; managing cultural diversity: experiences and outcomes; the business case for cultural diversity; preparing employees for cultural diversity management.

     

    Keywords

    Diversity, buffer condition, borders, migration, human rights.

     

    Submission deadlines

    • Submissions to the conference can be in the form of long abstracts (5 pages minimum: length to be specified by stream and workshop chairs) and full papers by the deadline of April 28th 2017.
    • All submissions will be subjected to peer review organised by stream chairs with two referees for each paper. Deadline for reviews: May 15th 2017 (acceptance/rejection).
    • Best paper nominations and submission of best papers to the relevant associated journal (as agreed by submitter): May 30th 2017.

     

    Paper Submission Guidelines 

    EDI Conference welcomes two forms of online submissions to regular streams. Please register (no payment of fees required at this stage) and submit online.

    • Developmental papers: These should be approximately 3000-5000 words, including references.
    • Full papers: These are longer contributions of 8000 to 10000 words including references.

    The papers should be formatted with 2.5 cm margins, double line spacing, and Harvard referencing style.

     

    References

    Constantinou, C. M. (2007). Aporias of identity: Bicommunalism, Hybridity and the Cyprus Problem'. Cooperation and Conflict, 42(3), 247-270.

    Dick, P. (2015). To See Ourselves As Others See Us? Incorporating the Constraining Role of Socio‐Cultural Practices in the Theorization of Micropolitical Resistance. Gender, Work & Organization, 22(1), 16-35.

    Forrer, J. J., & Katsos, J. E. (2015). Business and peace in the buffer condition. The Academy of Management Perspectives, 29(4), 438-450.

    Hrubec, M. (2010). The Global Struggle for Human Rights: A Dialogue among Cultures. Perspectives on Global Development and Technology, 9(1), 39-60.

    Kyprianou, M. & Veziroglu, R. (2011). Racism and related discriminatory practices in Cyprus, Enar shadow report 2010-2011.

    Parlalis, S. K. (2013). Legal framework against disability discrimination at work in Cyprus. Equality, Diversity and Inclusion: An International Journal, 32(4), 426-437.

     

    Best regards,


    Dr. Andri Georgiadou | Senior Lecturer and Programme Director MSc Global Business (IBSA); HBS Early Career Researchers (ECR) Representative

     

    Department of Management, Leadership and Organisation

    Hertfordshire Business School 
    Room M246 De Havilland Campus| United Kingdom | Al10 9AB