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Dear Colleagues (apologies for cross-posting),

Please find below and attached a call for papers for the upcoming 2013 Equality, Diversity, & Inclusion Conference in Athens (July 1^st-3^rd). Extended abstracts, developmental papers, and full papers may be submitted via the EDI Conference webpage (http://www.edi-conference.org/index.php) by February 1st 2013.

Developments and Consequence of Unintentional and Intentional Biases within Social Networks in the Workplace (Stream 2)

Stream Chairs:
Oscar Holmes IV, University of Alabama, Tuscaloosa, AL                   oholmesiv@cba.ua.edu

Julie Hancock, Rutgers University, Camden, NJ                                    julie.hancock@rutgers.edu

We invite conceptual and empirical works investigating the means by which unintentional and/or intentional biases (e.g., gender, race, ethnic, age, disability, sexual orientation, etc.) are developed within the workplace. Of particular interest is the degree to which an individual's connections in the organization influence the development of such biases, as well as potential positive and negative consequences that may result. We are also interested in contributions highlighting a potential multi-level approach in understanding how such biases are established at the unit and organizational levels. Likewise, we invite manuscripts that examine possible outcomes (e.g., organizational, group, or individual) of these biases. 

Possible themes include (but are not limited to):

·         The means by which biases spread through organizations

·         The impact of social networks on the development of unintentional biases

·         Comparative analyses on the outcomes of unintentional biases in groups (ingroup/outgroup) from a cross-cultural perspective

·         Multi-level analyses of potential outcomes of group biases (e.g., perceived organizational support, organizational commitment, job satisfaction, etc.)

·         Theoretical frameworks addressing the potential for unintentional bias development

·         Informal social network outcomes at a group level (e.g., turnover behavior of self-identified 'excluded' groups based on biases)

·         Effects that perceived discrimination might have at a unit or organizational level in terms of performance

Please see the attached stream description or visit www.edi-conference.org for more information.