Hi all,
As a US native of a certain age, ethnicity, SES, and musical taste, I smiled (ok giggled) when I saw the acronym. :-)
But seriously, this sounds like a VERY interesting and generative research topic. I can’t wait to see what comes of it. It makes me think of Chevy’s “Nova.”
All the best of success to you!
Jaye
Sent from my iPhone
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J. Goosby Smith, MBA, PhD
The Citadel, The Military College of South Carolina
Asst. Provost Diversity, Equity & Inclusion
Assoc. Prof. Management
Baker School of Business
Co-Dir. Truth Racial Healing and Transformation (TRHT) Center
Original Message------
Hello friends and colleagues,
We are putting together a presenter symposium on Organization Diveristy Blunder for the upcoming AOM Annual Conference 2019 (Boston, MA). If you have any current works that will fit our symposim proposal, we welcome your submission!
Organization diversity blunder (ODB) is when an organization commits an unintentional, socially offensive act or judgement in an incident that inadvertently elicits stereotypes, and perpetuate prejudice. For example, earlier this year, all eyes were on Dove and their new body lotion advertisement of a black woman removing her shirt and becoming a white woman after using Dove's lotion. The commercial's intentions were to promote the quality of their products; however, it resulted in consumer backlash toward the organization and were received as a tone deaf racial ad. Many were confused by Dove's decision-making and wondered, how does an entire organization "miss the mark" and release a indirect-racist ad? On the other hand, some viewed the ad as a mere misinterpretation. So, why the diversity discourse?
For this symposium, we are interested in papers (conceptual or empirical) that focuses on diversity mistakes at the individual, group/team, and/or organizational level. Below are some extended topics that may fit our symposium (a non-exhaustive list):
- Explore or discuss types, levels, or degree of diversity mistakes made by organizations
- Strategies to prevent diversity blunders or become a victim of diversity blunder (e.g., unconscious bias training, diverse teams, inclusive communication)
- Explanation on why diversity blunders may occur
- Best practices on diversity blunder recovery
- Outcomes of diversity blunders
- Unintentional pro-sexual harassment culture (#metoo)
- Culturally exclusive or insensitive initiatives
- Cross-cultural mistakes or faux pas (e.g., entering new markets, opening operations abroad, global branding and marketing)
- Post-racial society (myth) and egalitarianism impact on workplace attitudes and behaviors
- Diversity evolution (overt to covert) effects in the workplace
- Diversity ideology (colorblindness and multiculturalism) and cultural blind spots
- Diversity division (e.g., NFL and Colin Kaepernick, kneel or stand during national anthem, the backlash from both sides)
- Corporate Social Responsibility (CSR)
If you are interested in contributing to our symposium, please email me at ntran3@springfield.edu by December 18, 2018 with the following information:
- Description/abstract (less than 100 words) and the proposed title of paper
- Please identify whether the paper is conceptual or empirical
The proposed submission timeline:
December 18, 2018: Description/abstract due to ntran3@springfield.edu
December 21, 2018: Submissions notified
January 10, 2018: Paper due (2-5 pages using Times New Roman 12-point font, double spaced, excluding references and up to 2 pages of appendices)
AOM Submission Deadline: January 15, 2018
Cheers,
Mia
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Ny Mia Tran, PhD
Assistant Professor
Director, IO Psychology Graduate Program
Springfield College
Springfield, MA 01109
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