Call for Proposals
Sexual Identity at Work: Implications for Careers Outlooks and Outcomes
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 Chair:
Eddy Ng, Dalhousie University, E-mail: edng@Dal.Ca
Stream outline : As the workforce becomes increasingly diverse, a lot of attention has been paid to the careers of women and ethnic minorities. In contrast, relatively little research has been conducted on the careers of lesbian, gay, bisexual and transgendered (LGBT) people (Budge, Tebbe, & Howard, 2010; Trau & Hartel, 2007; Van Hoye & Lievens, 2003). Although estimates vary, the most recent U.S. General Social Survey (GSS) reported that 9 percent of the population identify themselves as gay, lesbian, or bisexual (Gates, 2010). LGBT individuals face prejudice and discrimination in the workplace on account of their sexual identity. Discrimination against LGBT individuals is often based upon negative stereotypes, religious interpretations, and irrational fears of contracting AIDS (Chung 2001; Levine & Leonard, 1984). In the U.S. for example, LGBT individuals may be the only group who continue to face legalized discrimination in the workplace (e.g., lack of workplace or state policies prohibiting discrimination based on sexual orientation, see Burdge, 2009; lack of same-sex partner benefits, see Gossett & Ng, 2008). Given the challenges facing LGBT individuals, the following proposed stream invites papers that explore the implications of sexual identity among LGBT individuals on their career outlooks and outcomes.
Suggested topics for the stream include, but are not limited to:
§ Anticipated discrimination and career exploration among LGBT individuals
§ The effects of stigmatization on career self-efficacy among LGBT individuals
§ LGBT career choice and career development
§ Early career work values and attitudes among LGBT individuals
§ Workplace discrimination, coping strategies and identity management
§ Career trajectory and outcomes among LGHT individuals
§ LGBT career theories and research frameworks
References
Budge, S. L., Tebbe, E. N., & Howard, K. A.S. (2010). The work experiences of transgender individuals: Negotiating the transition and decision-making processes. Journal of Counseling Psychology, 57, 4, 377-393.
Burdge, B.J. (2009). Legal discrimination against lesbian, gay, and bisexual employees: A multi-theoretical model to explain an elusive civil rights law. Journal of Policy Practice, 8, 4-20.
Chung, Y.B. (2001). Work discrimination and coping strategies: Conceptual frameworks for counseling lesbian, gay, and bisexual clients. Career Development Quarterly, 50, 33-44.
Gates, G. J. (2010). Sexual minorities in the 2008 general social survey: Coming out and demographic characteristics. The Williams Institute. Retrieved, January 21, 2011, from http://www2.law.ucla.edu/williamsinstitute/pdf/Sexual-Minorities-2008-GSS.pdf.
Gossett, C.W., & Ng, E.S.W. (2008). Domestic partner benefits. In C.G. Reddick & J.D. Coggburn (Eds.), Handbook of employee benefits and administration. Boca Raton, FL: CRC Press.
Levine, M.P., & Leonard, R. (1984). Discrimination against lesbians in the workforce. Signs: Journal of Women in Culture and Society, 9, 700-710.
Trau, R.N.C., & Hartel, C.E.J. (2007). Contextual factors affecting quality of work life and career attitudes of gay men. Employee Responsibilities and Rights Journal, 19, 207-219.
Van Hoye, G., & Lievens, F. (2003). The effects of sexual orientation on hirability ratings: An experimental study. Journal of Business and Psychology, 18, 15-30.
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.
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.
Important Dates:
January 1, 2012: Proposals and papers submitted.
February 15, 2012: Deadline for 1st review of proposals and papers.
April 1, 2012: Deadline for revised proposals and papers.
May 1, 2012: Final acceptance decision, best paper nominations and submission of best papers to the relevant associated journal.
Please refer to the conference website http://www.edi-conference.org for instructions on paper submissions.
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Ed Ng, PhD
Associate Professor, Organizational Behaviour
Dalhousie University