CALL FOR CHAPTER PROPOSALS
Handbook of Research on Workforce Diversity in a Global Society:
Technologies and Concepts – Publisher: IGI Global
Editors:
Dr. Chaunda L. Scott, Oakland University, Rochester, Michigan
Dr. Marilyn Y. Byrd, University of Mary Hardin-Baylor, Belton, Texas
Call for Chapters:
Extended Proposal Submission Deadline – March 30, 2011
Introduction
At present, a plethora of research exists emphasizing the importance of
workforce diversity as it relates to valuing the similarities,
differences, and talents of employees at all ranks. For example, these
categories include, but are not limited to race, gender, ethnicity, sexual
orientation, disability, educational level, skill and ability level, and
years of work experience. Yet, research remains scant regarding how
corporate, nonprofit, government, educational, and health care
institutions are actually drawing upon the value of workforce diversity in
order to obtain competitive advantages.
Leveraging diversity is one emerging paradigm able to demonstrate the
value of workforce diversity in its many forms. The concept of leveraging
diversity can be best understood as a set of transformational strategies
that have been utilized to assist organizations in: 1) adapting to and
managing cultural change due to demographic shifts in the workplace and
society; 2) enhancing an organizational cultural and climate that is now
more diverse culturally, ethnically, linguistically, intellectually,
creatively, physically, and spiritually than ever before; 3) advocating
for and developing policies and practices that support the total inclusion
of all employees at all work levels; and 4) increasing organizational
efficiency and profits to obtain a global and competitive edge (Scott,
2010).
Objective of this Handbook
The Handbook of Research on Workforce Diversity in a Global Society:
Technologies and Concepts will serve as a cutting edge resource for
scholars, researchers, organizational leaders, practitioners and graduate
students who want to enhance their understanding of leverage diversity in
the workforce. Secondly, the handbook will highlight innovative research,
theoretical frameworks and perspectives that are currently being used to
guide the practice of leveraging diversity in multiple organizational
settings. It will also provide insights on future workforce diversity
trends.
Target Audience
The target audience of this handbook will be composed of scholars,
researchers, organizational leaders, practitioners and graduate students
working in a variety of global settings and professional fields that
include but are not limited to the following: human resource development,
management, organizational psychology, organizational leadership, business
administration, communication, counseling, criminal justice, social work,
workforce education and development, higher education, adult education,
public administration, the military, government relations, and health
care.
Proposals submitted to this handbook should address various aspects of
leveraging workplace diversity that are aligned with the following five
themes:
*Theme One: Higher Education’s Response to Leveraging Workforce Diversity:
Theme I will explore numerous current teaching, theory and program
practices in higher education (as well as emerging ones) that seek to
prepare students with the knowledge and skills needed to leverage
workforce diversity in a global society.
*Theme Two: Initiatives Put into Practice to Leverage Workforce Diversity:
Theme II will explore a myriad of current Initiatives (as well as emerging
ones) that are being put into
practice to leverage workforce diversity in a global society.
*Theme for Volume Three: Theoretical Frameworks Employed to Leverage
Workforce Diversity: Theme III will explore a myriad of current
theoretical frameworks (as well as emerging ones) that are used to
leverage workforce diversity in a global society.
*Theme for Volume Four: Leadership’s Role in Leveraging Workforce
Diversity: Theme IV will explore leadership’s responsibility, commitment,
mission, vision, and action strategies used and proposed) to leverage
workforce diversity in a global society today and beyond.
*Theme for Volume V: The Role of Technological Advancements and
Applications in Leveraging Workforce Diversity: Theme V will highlight
several technological advancements and applications that have assisted a
variety work settings (i.e., corporate, government, educational, the
medical field, and the military) in promoting diversity inclusion and
leveraging workforce diversity globally. Current and emerging workforce
diversity technological trends will also be discussed and highlighted in
volume V.
• For clarity on what is meant by workforce diversity settings, see the
following examples: schools, universities, hospitals, banks, counseling
centers, churches, synagogues, corporate businesses, non-profit
businesses, military installations, and global businesses.
• Each theme will consist of a minimum of seven chapters
Recommended topics include, but are not limited to the following:
Leveraging workforce diversity in the field of human resource development
Leveraging workforce diversity in the field of management
Leveraging workforce diversity in higher education settings
Leveraging workforce diversity in the field of organizational psychology
Leveraging workforce diversity in the field of organizational leadership
Leveraging workforce diversity in the field of business administration
Leveraging workforce diversity in the field counseling
Leveraging workforce diversity in the field of workforce education and
development
Leveraging workforce diversity in higher education settings
Leveraging workforce diversity in military settings
Leveraging workforce diversity in adult education settings
Leveraging workforce diversity through training and development
Leveraging workforce diversity and instructional design
Leveraging workforce diversity in health care settings
Leveraging workforce diversity utilizing technology
Leveraging workforce diversity utilizing on-line teaching and learning
strategies
Leveraging workforce diversity in corporate settings
Leveraging workforce diversity in nonprofit settings
Leveraging workforce diversity in government settings
Leveraging workforce diversity in the field of criminal justice
Theoretical frameworks and models supporting the practice of leveraging
workforce diversity
The role of technological advancements and applications in leveraging
workforce diversity
The role of leadership in leveraging workforce diversity
Leveraging workforce diversity in a global context
Leveraging workforce diversity and spirituality
Leveraging workforce diversity and team development
Leveraging workforce diversity and social justice
Leveraging workforce diversity by eradicating racism, sexism, homophobia,
ageism and classism
Leveraging workforce diversity through sexual orientation policies and
practices
Leveraging workforce diversity through workplace violence policies and
practices
Submission Procedure
Scholars, researchers, organizational leaders, practitioners and graduate
students are invited to submit on or before March 30, 2011, a 2-3 page
chapter proposal clearly explaining the mission and concerns of his or her
proposed chapter. Authors of accepted proposals will be notified by April
30, 2011 about the status of their proposals and sent chapter guidelines.
Full chapters are expected to be submitted by October 15, 2011. All
submitted chapters will be reviewed on a double-blind review basis.
Contributors may also be requested to serve as reviewers for this project.
Publisher
This handbook is scheduled to be published by IGI Global (formerly Idea
Group Inc.), publisher of the “Business Science Reference,”
and “Engineering Science Reference” imprints. For additional information
regarding the publisher, please visit
www.igi-global.com. This publication is anticipated to be released in
2012.
Important Dates:
March 30, 2011: Proposal Submission Deadline [Extended Deadline]
April 30, 2011: Notification of Acceptance
June 1, 2011: Full Chapter Submission
August 1, 2011: Review Result Returned
October 15, 2011: Final Chapter Submission
December 15, 2011: Final Deadline
Editorial Advisory Board Members:
Dr. Claretha Banks, University of Arkansas, USA
Dr. Michael Chaney, Oakland University, USA
Dr. Annette Franklin, University of Mary Hardin-Baylor, USA
Dr. Nicole Hyatt, American University, Kosovo
Dr. David McGuire, Queen Margaret University, Scotland, UK
Dr. Cynthia Sims, Southern Illinois University, USA
Inquiries and submissions can be forwarded electronically (in a Word
document) to:
Dr. Chaunda L. Scott
Department of Human Resource Development
Pawley Hall 495B
Oakland University
Rochester, Michigan 48309-4494
Email Address –
drscottigi@gmail.com
Dr. Marilyn Y. Byrd
Department of Management, Marketing & Entrepreneurship
Parker Academic 138
University of Mary Hardin-Baylor
Belton, Texas 76513
Email Address -
drmybyrd@gmail.com
Reference:
Scott, C. L. (2010). Preface. In C. L. Scott (Ed.), Leveraging diversity:
Multiple
settings, professions, strategies and theoretical frameworks.
International Journal of Human Resources Development and Management (pp.
205-207). Inderscience Enterprises Ltd, Geneve 15, Switzerland.