Call for Proposals
Inclusive Leadership – Theory and Practice Stream
5th Equality, Diversity and Inclusion International Conference, 2012, Toulouse, France
23-25 July, 2012, Toulouse Business School
The 5th EDI conference will be held in Toulouse, Southwest France, 23-25 July 2012. It will provide an exciting forum for encounters and publication projects in a stimulating intellectual, cultural and historical environment. Transnational streams and papers involving multiple countries will be welcome to this conference. More information about the conference can be found at http://www.edi-conference.org
Stream Chairs:
Lize Booysen – (DBL) Faculty, PhD in Leadership and Change, Antioch University, Yellow Springs, Ohio, USA,
Karen Geiger – (PhD) Faculty, McColl School of Business, Queens University of Charlotte, NC, USA
Ancella Livers – (PhD) Faculty, Center for Creative Leadership, Greensboro, NC, USA
Stream Description: Inclusive leadership is a relationship-based, follower focused, "flat" approach to leadership. It is an extension of diversity management, and focuses on valuing and effectively leading across multiple social identities. It can be argued that inclusive leadership extends our thinking beyond assimilation strategies or organizational demography to empowerment and participation of all by removing obstacles that cause exclusion and marginalization (Ferdman, 2010; Hannum, McFeeters, & Booysen, 2010; Hollander, 2008; Pless & Maak, 2009; Roberson, 2006). It can also be seen as a shift in focus from affirmative action and equity towards equality, social justice, fairness and the leveraging of diversity effects in systems. Inclusive leadership involves particular skills and competencies for relational practice, collaboration, building inclusion for others, mutuality, creating inclusive work cultures, partnerships and consensus building and true engagement of all (Ferdman, 2010; Mor Barak, 2011).
Proposal submissions can be focused on how inclusive workplaces are created, and how leaders and collectives can become more inclusive. How can leaders enable individuals and groups to be fully part of the whole while retaining a sense of authenticity and uniqueness, and create and sustain inclusive workplaces for the common good? How can inclusive leadership be developed? What contextual elements affect the possibilities of inclusive leadership? What must change to progress from an affirmative action-based way of thinking to inclusive leadership?
A particular focus of this stream is to describe/investigate inclusion as it functions on a micro level in organizations, on an individual, group and team level, as well as on a macro level outside the organization, including stakeholders, communities, societies and nations. Contributions to this track can also focus on the interplay of various levels of inclusion in large social systems, and whether true inclusion is even possible.
Other questions to consider for this stream are :
- How does one create organizationally sustainable inclusive leadership practices, particularly, in multi-national corporations?
- Are inclusive practices culturally contingent or not?
- In what way do historical patterns of non-inclusiveness impact the perceptions and efficacy of inclusive leadership practices?
- What do dominant groups gain from inclusive leadership?
- What might incent leaders/organizations to leave hierarchical practices behind and invest in inclusive leadership practice ?
- What happens to traditional definitions of leadership when the aim of social justice is introduced?
Publication Opportunities: Associated with this conference are the British Journal of Management, Cross-Cultural Management : an International Journal ; Equality, Diversity, Inclusion: an International Journal, and the European Journal of Industrial Relations. Pre selected best papers of the conference will be submitted to these journals who will process them according to their usual standards. Relevant papers will also be eligible to be included in the second edition of the International Handbook on Diversity Management at Work (to be published in 2013 with Edward Elgar), under the chief-editorship of Alain Klarsfeld. Papers submitted for publication must be full papers rather than proposals.
Submission Guidelines
Authors must supply a structured abstract (500 words or less) using the sub-headings below, and provide up to six keywords which capture the principle topics of the paper. Papers should be double-spaced and in 11-point font.
1. Purpose;
2. Design/methodology/approach;
3. Findings if paper is empirical;
4. Research limitations/implications;
5. Originality/value of the paper.
For the full paper, figures, tables and charts should be supplied within the article itself. References to other publications must be in Harvard style and carefully checked for completeness, accuracy and consistency. In preparing the file, please use either Word or RTF formats and name the file as "yournamesecondnameanddate.doc". Submissions must be made online to Stream 12: http://www.edi-conference.org/
Important Dates:
January 1, 2012: Abstracts submitted.
February 15, 2012: Deadline for 1st review of abstracts and feedback to authors.
April 1, 2012: Deadline for full proposals and papers.
May 1, 2012: Final acceptance decision, best paper nominations and submission of best papers to the relevant associated journal.
The review process of the best papers by partner journals remains under the total supervision of the respective journal chief-editors and independent from the conference dates.
References
Ferdman, B.M. (2010). Teaching Inclusion by Example and Experience: Creating an inclusive Learning Environment (pp. 37 – 49) in McFeeters, Belinda, Hannum, Kelly, & Booysen, Lize (eds). 2010. Understanding and Leading Across Differences: Facilitators Guide. New York: Pfeiffer.
Hannum, Kelly, McFeeters, Belinda & Booysen, Lize (eds). 2010. Understanding and Leading Across Differences: Cases and Perspectives. New York: Pfeiffer.
Hollander, E. (2008) Inclusive Leadership: The Essential leader-Follower Relationship. NewYork: Routledge/Psychology Press.
Mor Barak. M.E. (2011). Managing Diversity: Toward a Globally Inclusive Workplace (2nd ed.). Los Angeles: SAGE.
Pless, N.M., and T. Maak. (2004). Building an inclusive diversity culture: Principles, processes and practice. Journal of Business Ethics 54,129-147.
Roberson, Q.M. (2006). Disentangling the Meanings of Diversity and Inclusion in Organizations. Group & Organizational Management. 31(2), 212 – 236.
Dr. Karen A. Geiger
Leadership Faculty
McColl School of Business
Queens University of Charlotte
704.372.9842