Call for Papers for a Scholarly Symposium at the Academy of Management
San Antonio, Texas, USA (Aug 12-16, 2011)
‘Gender and Diversity in Organizations in South Asia’
Symposium organizers
· Jawad Syed, University of Kent, UK,
j.syed@kent.ac.uk
· Edwina Pio, AUT University, New Zealand,
edwina.pio@aut.ac.nz
This is a call for papers for a symposium titled, ‘Gender and Diversity in
Organizations in South Asia’ that we intend to submit for formal review to one
or more of the following divisions of the Academy of Management: Gender and
Diversity in Organizations (GDO); International Management (IM); and, Critical
Management Studies (CMS)
Note: The papers accepted for this symposium will also be considered for
a Special Issue of the Equality, Diversity and Inclusion (EDI) journal to be
published in 2012. (Editor-in-Chief: Regine Bendl). This special issue will be
guest-edited by Jawad Syed and Edwina Pio.
South Asiais the southern region of the Asian continent, which comprises an
emerging economic giant India and a number of pre-emerging/frontier economies
including Afghanistan, Bangladesh, Bhutan, Maldives, Nepal, Pakistan, Sri Lanka
and Iran (UNSD 2010)[1]. With a population exceeding 1.6 billion, South Asia is
home to approximately one fourth of the world’s population, making it one of
most densely populated and the fastest economically growing regions in the
world.
Aims of the symposium
The aim of this symposium is to highlight contextual issues and challenges, and
theories and practices of gender and diversity management in the South Asian
context. The symposium seeks toexamine different types of national and corporate
institutions, strategies, theories and practices involved in gender and
diversity management in organization in the region. It aims to offer a range of
national, ideological and practical perspectives on gender and diversity in
organizations; what diversity management means both for those who do gender and
diversity work as professionals and as activists, and those who experience its
effects in organizations in South Asia.
Broadly, we welcome papers and/or long abstracts that address the 2011 AOM
conference theme: “West meets East: Enlightening, Balancing, Transcending.” We
note that Western and Eastern societies vary significantly on a number of
cultural dimensions including in their approach to gender, age, ethnicity, race,
religion, disability, sexual orientation, social class and other dimension of
diversity. Therefore, we seek papers which explore how the different, and
sometimes opposing, cultural assumptions may affect gender and diversity related
behaviors of individuals and organizations in respective cultures.
In particular, we are interested in papers which explain how local theories and
discourses on gender and diversity explain the present state of equality,
diversity and inclusion in workplaces in India, Pakistan, Bangladesh and other
countries in the South Asian region.
We are also interested in studies related to and within the not-for-profit
sector or non-governmental organizations (e.g. Agarwal, 2001) as well as the
diversity policies and practices pertaining to indigenous peoples in South Asia.
Further we welcome papers which highlight and help us understanding the
challenges of gender and diversity management facing foreign MNCs operating in
these countries and the ways in which MNCs reconcile any gaps between
legislation and organizational policies of the host and the home country.
We are also interested in diversity related perspectives and experiences of the
South Asian diaspora, e.g., migrant workers and managers in various countries.
Here we seek papers that help us understand the mobilization of certain
cultural, gender and/or religious discourses in the lives of migrant workers and
their interaction with the host society in the context of diversity management
as a workplace practice (e.g., Pio, 2005; Syed & Pio, 2010). Research has
brought to the forethe difficulties encountered in entering the workforce and in
sustaining work, creating knotted strands in the lives of some migrant women.
The implications of such knotted strands in ethnic identity it to understand and
situate the migrants’ experience in the wider context of policy development and
diversity management in the host economy (Pio, 2005). This body of research
needs to be augmented with further international studies.
Consistent with the aims of the EDI journal, we are interested in papers which
treat equal opportunities at multiple levels, i.e., in the context of society,
organizations and work. We are, therefore, particularly interested in papers
highlighting multilevel perspectives on diversity management (Syed &Özbilgin,
2009), which take into account the complexities presented by ethnicity,
religion, gender and other dimension of individual identity, and their
continuous interplay with various macro-societal and organizational level
variables.
Recent studies show that instead of a universal and uncritical definition and
practice of diversity management, there is a need to critically take into
account the local context in understanding and managing diversity, e.g., Tsui’s
(2004) perspective on high-quality indigenous research and Syed’s (2009)
contextual approach to diversity management.
In addition, attention may be focused on a range of imagined and real
connections and disconnections and levels of choice that breach national and
ethnic boundaries (Shukla, 2001). It may enable us to think about the wider
networks of material and symbolic relations within, and through which, equality,
diversity and inclusion may be theorized, aspired to, perceived and experienced
in particular locales.
Papers could include reflections and explorations on: state institutions and
governance of gender and diversity; the bureaucratization and technologies of
diversity management; corporate diversity practices; the professionalization of
gender and diversity management; and discriminatory practices and policies
prevalent in the South Asian countries.
We invite both theoretical and empirical papers for the special issue. While
there is no preference for any specific research paradigm, innovative research
methodologies adopted to collect and analyze the data are welcomed. Authors are
encouraged to engage their work in recent debates and research on this topic.
Format and deadline
Scholars need to submit their paper in two stages: (a) long abstract (approx.
1000 words with references) due by December 7, 2010, and (b) full papers
(approx. 7000 words including references) due by May 1, 2011. Abstracts received
by Dec 7, 2010 will be evaluated on their contribution to the symposium theme
and cutting-edge ideas. You will be notified of the selection (or not) by Dec
20, 2010. Those selected will be invited to submit full papers by May 1, 2011.
This call is open and competitive, and the submitted papers will be blind
reviewed in the normal way. Submission will be taken to imply that a paper
contains original work that has not previously been published and is not under
consideration for publication elsewhere. Authors are expected to follow the
AOM’s regular guidelines including the rule of 3+3, which are available at
http://annualmeeting.aomonline.org/2011
South Asian Academy of Management: The South Asian Academy of Management (SAAM)
is a professional association for scholars dedicated to creating and
disseminating knowledge about management and organizations in South Asia. This
includes information about the South Asian diaspora in both the Northern and
Southern hemispheres. Please refer to
http://southasianaom.org
Prospective contributors are welcome to liaise with the symposium organizers
before the submission date to discuss the suitability of their work for this
symposium/publication.
References
Agarwal, B. 2001. Participatory Exclusions, Community Forestry and Gender: An
analysis for South Asia and a conceptual framework. World Development, 29 (10):
1623-1648.
Pio, E. 2005. Knotted strands: Working lives of Indian women migrants in New
Zealand. Human Relations, 58(10):1277-1299
Shukla, S. (2001). Locations for South Asian Diasporas. Annual Review of
Anthropology, 30: 551-572.
Syed, J. 2009. Contextualising diversity management. In M. Özbilgin (Ed),
Equality, diversity and inclusion at work: a research companion, pp.101-111.
Cheltenham & New York: Edward Elgar.
Syed, J., & Özbilgin, M. 2009. A relational framework for international transfer
of diversity management practices. International Journal of Human Resource
Management, 20(12): 2435-2453.
Syed, J., & Pio, E. 2010. Veiled diversity: Workplace experiences of Muslim
women in Australia. Asia Pacific Journal of Management, 27(1): 115-137.
Tsui, A. 2004. Contributing to global management knowledge: a case for high
quality indigenous research. Asia Pacific Journal of Management, 21(4): 491-513.
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[1]UNSD (United Nations Statistics Division) 2010. Composition of macro
geographical (continental) regions, geographical sub-regions, and selected
economic and other groupings. Available at:
http://millenniumindicators.un.org/unsd/methods/m49/m49regin.htm, Accessed 28
October 2010.