2023 Gender, Work and Organization
13th International Interdisciplinary Conference
CALL FOR ABSTRACTS/PAPERS
Stream 3
Collective mobilization for pathways to more inclusive human resource management practices in emerging and developing economies
28-30 June 2023, Stellenbosch, South Africa,
hosted by Stellenbosch Business School
The deadline for abstract/paper submissions: 7 November 2022
Convenors
Fida Afiouni, Olayan School of Business, American University of Beirut
Charlotte Karam, Telfer School of Management, University of Ottawa
Carmen Geha, Department of Political and Social Sciences, Pompeu Fabra University
Lina Daouk-Öyry, BI Norwegian Business School, Oslo, Norway
Manal El Aboubi, University Mohamed V (Morocco), Research Affiliate, Economia HEM Research Center
Dear Colleagues,
We invite submissions to stream 3, which focuses on pathways to more inclusive human resource management (HRM) practices in workplaces embedded within emerging and developing economies across the globe. The primary aim is to highlight and trace collective efforts to mobilise for change and the related mechanisms, mediums and steps. In the absence of or the nascent emergence of modern social welfare policies and adequate legislation to ensure dignified work and safe and inclusive workplaces, we are interested in discussing the role that collective mobilising can play in pushing for more inclusive workplaces and how it can help to develop new strategies for gender equality in the context of an increasingly corporate‐dominated world (Grosser & McCarthy, 2019). Such collective mobilising working at the meso organisational level can help to fill a deficit in policies left by weak states in developing or underdeveloped economies. The collective mobilising efforts that are of interest exist across multiple actors, including, for example, representatives from civil society organisations (CSOs), nongovernmental organisations (NGOs), intergovernmental agencies, public sector gender machineries, union and trade collectives, and the private sector, as well as engaged scholars, activists and expert professionals.
In this stream, we seek to uncover and share possible strategies for collective mobilising. We hope to bring together papers that allow us to foster a forum to delve deeper into the relational aspects of collective mobilising as instances of collective robust action and to provide a space for the sharing and unpacking of stories of success and failure. We are particularly interested in stories of mobilisation towards more inclusive HRM practices in workplaces that are anchored in critical and feminist literatures.
Questions that might be addressed by papers in this stream, by no means exhaustive, include the following:
- What are real case examples of successful collective mobilising toward inclusive HRM practices? What differentiated roles did key actors (e.g. CSOs, NGOs, intergovernmental agencies, public sector gender machineries, union and trade collectives, the private sector, engaged scholars, activists and expert professionals) play in collectively mobilising for more inclusive workplaces?
- What are the key mechanisms, mediums and steps to motivate and sustain collective efforts to mobilise for more inclusive HRM practices in emerging and developing economies?
- What are the challenges and opportunities facing HR managers when attempting to incorporate a more intersectional approach in building pathways to more inclusive HRM practices?
- How can feminist and critical theories be leveraged to generate more scholarly debate about inclusive HRM practices?
- How can transnational feminist mobilisation be built and leveraged to push for more inclusive workplaces?
- What are the foundational components for pragmatic models of collective mobilisation that have been shown to foster more inclusive HRM practices?
- In what ways does adopting a relational perspective on pathways to more inclusive HRM practices open up opportunities for managing differently and for addressing grand challenges?
- In building more inclusive pathways forward, what are the comparative pitfalls of integrating diverse voices, and how do managers overcome these?
- What are the specific nature and parameters of the strategies for collective robust action in tackling more inclusive HRM practices in emerging and developing economies? What are real case examples of collective mobilising for robust solutions toward more inclusive HRM practices? What makes them robust?
- How can universities and academics play a role in mobilising for structural and HRM policy change in emerging and developing economies?
How do I submit an abstract or paper?
- Upload your abstract proposal to the conference website no later than 7 November 2022.
- For all stream information, please click to link here
- Abstracts of approximately 500 words should be submitted directly to the GWO2023 conference website in a ONE-page (A4-size, single-spaced, excluding references, with no headers, footers or track changes) Word document, NOT PDF. Abstracts are invited by the end of day 7 November 2022 (Central Africa Time – CAT), with decisions on acceptance to be made by stream leaders by December 2022. Prospective contributions will be independently refereed. Abstracts should include full contact details, including your name, institutional affiliation, mailing address and e-mail address.
- Subject to full peer review, this stream may select suitable full papers for a special issue of the Gender, Work and Organization journal post the conference. If your abstract is accepted for this stream, you are encouraged to submit a full paper (5 000 to 7 000 words excluding references) by 28 February 2023, which may be considered for such a GWO journal special edition.
Feedback timeline
- Abstract/Paper submitted by 7 November 2022.
- Decision on acceptance of papers on or before 5 December 2022.
Enquiries and other information
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Fida Afiouni
Associate Professor
American University of Beirut
Riad El Solh
009611374374 x3725
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