Apologies for cross-posting.
Dear Colleagues,
re: EURAM track - Call for papers - CSR and Global Diversity Management
We would like to invite you to submit papers to the EURAM conference track
on 'Corporate Social Responsibility and Global Diversity Management'.
Please note that the deadline for submissions is the 18th of January,
2008. Please see below the details and feel free to communicate this
invitation to your colleagues.
Best regards,
Mine Karatas-Ozkan, Katerina Nicolopoulou, Mustafa Ozbilgin
Track Chairs
Call for Papers: Corporate Social Responsibility and Global Diversity
Management: Mainstreaming Diversity through Effective CSR Programmes in
Global Organizations
Conference: EURAM 2008 "Managing Diversity: European Destiny and Hope"
14 - 17 May 2008 in Ljubljana, Slovenia
Deadline for paper submissions: 18 January 2008
Track Description
CSR has been at the forefront of strategic outlook of contemporary
organizations of all kind. An important facet of CSR programmes has been
its emphasis on effective management of diversity in organisations. The
existing application of CSR programmes manifest in diversity management
policies, inclusion of local communities and encouragement of corporate
community involvement, such as enterprise activities, involvement of
disadvantaged groups and collaboration with schools and universities.
Strategic fit of CSR to the aims of an organisation and the community
outreach is a success factor for CSR programmes. A convergent model of
corporate community involvement (Nicolopoulou, Karatas-Ozkan and Lamming,
2007) suggests that this strategic fit has to occur alongside the three
systemic levels (macro-meso-micro levels) of organisational action.
More specifically, CSR programmes can be successful in diversity
management by encouraging and facilitating stakeholder dialogue, business
involvement to enhance social inclusion at community level, equality for
men and women, well-being in the workplace, financial inclusion in terms
of sustainable services for underserved potential customers, and
collaboration with a wider network of stakeholders within the community
(e.g. universities, employment agencies etc.).
We would like to problematise the prevailing 'legal-compliance'
underpinning of most of the CSR and diversity management programmes and
address the issues surrounding this with an ultimate objective to explore
good practices and approaches with regard to various aspects of diversity
(gender, ethnicity, disability, age). We would like to invite both
theoretical and empirical papers that explore how global organisations
with global workforce could develop concrete activities to leverage
diversity at different levels and in collaboration with stakeholders
within their community. The proposed track will aim to share knowledge and
understanding of the management processes involved in mainstreaming
diversity through effective design and implementation of CSR programmes in
global organisations. More specifically, the following research questions
can be addressed in the submitted papers:
Macro-level:
* What is the impact of globalisation on corporate social responsibility
(CSR) and diversity management agendas of organisations; and what are the
forces of change from an international perspective?
* How do pertinent policies at national and supranational level (e.g. EU)
impact upon the development of CSR programmes and policies that are linked
to effective management of diversity?
*What is the role of trade unions, employment federations, and other
external stakeholder organisations in achieving the aim of mainstreaming
diversity through effective implementation of CSR programmes in
organisations?
Meso-level:
*How are CSR and diversity management conceptualised and implemented in
global organisations? Do they solely stem from 'legal-compliance'? What
are the examples of good practices? What is the prevailing discourse (i.e.
terminology, artefacts, techniques)?
*What kind of relationships do the management of such global companies
develop with their employees: what type of contracts do exist; how is the
diverse workforce motivated and managed?
*What are the implications on employee and organisational well-being: work-
life balance for example?
*How do the processes of enhanced communication between stakeholders and
knowledge exchange influence organisational change and management styles?
Micro-level:
*What are the characteristics of diverse workforce in global
organisations? How can their differing needs and expectations can be
fulfilled through CSR?
*What kind of cognitive and perceptual frameworks and value systems do
employees develop in global organisations that adopt CSR and diversity
management at the strategic level?
For information on how to submit papers please see the 2008 European
Academy of Management conference website at
http://www.euram2008.org/
Track Chairs
Dr Mine Karatas-Ozkan
Lecturer in Entrepreneurship
School of Management
University of Southampton
Highfield, SO17 1BJ
Tel: +44 (0) 2380 598971
E-mail:
mko@soton.ac.uk
Web:
http://www.management.soton.ac.uk/
Dr Katerina Nicolopoulou
Norwich Business School
University of East Anglia
Norwich, Norfolk, NR4 7TJ, UK
Professor Mustafa Ozbilgin
Chair in Human Resource Management
Norwich Business School
University of East Anglia
Norwich, Norfolk, NR4 7TJ, UK
Room: NBS 2.08
Telephone: 01603 593340
E-mail:
m.ozbilgin@uea.ac.uk