Special issue call for papers from Equality, Diversity and Inclusion Editors:
Judith Pringle, Auckland University of Technology, New Zealand, judith.pringle@aut.ac.nz
Susan Meriläinen, University of Lapland, Finland, susan.merilainen@ulapland.fi
Julia Nentwich, University of St. Gallen, Switzerland, julia.nentwich@unisg.ch
This special issue of Equality Diversity and Inclusion: An International Journal is dedicated to understanding how change can take place to disrupt the recurring gender order. Is the fusion of gendered identity and workplace practice unshakeable? We will focus on the (im)possibilities of changing gendered inequalities within organizations. Gendered inequality may be apparent within interpersonal relations at work, the organization of gender, and the gendering of organizations. A focus on gendered inequalities may mask other connected inequalities within organizations that occur because of race, ethnicity, age, sexuality and other key aspects of social identity.
Despite decades of energetic effort from researchers, practitioners and activists, gendered processes and practices have often turned out to be stubbornly resistant to change. Structures of inequality reproduce themselves, unless agents become aware of their position and act to challenge the status quo. Conscious awareness is a key link between inequality regimes and action. Yet creating change always involves competing interests (Acker, 2006) and inevitably creates resistance from the power holders.
In this sub-theme, we invite participants to share experiences of intervening in different local contexts to achieve gender change in organizations. Organizations could be large, small, local, global, non-profit, entrepreneurial and corporate. Change might be fostered through individual or collective acts of resistance, protesting and other kinds of actions, as well as through organizational policies or managerial programmes. Gender change may move among micro, meso and macro levels of analyses. Diverse research approaches are invited including autoethnographic reflections, organizational case studies, broad surveys and linked interventions.
More information on:
http://www.emeraldinsight.com/products/journals/call_for_papers.htm?id=4415
Prof. Dr. Julia Nentwich
Assistenzprofessorin
Lehrstuhl für Organisationspsychologie | Studienangebot Gender und Diversity
Universität St.Gallen | Varnbüelstr. 19 | CH-9000 St.Gallen
Tel. +41 (0)71 224 26 36 | Fax +41 (0)71 224 70 43 | Mobile +41 (0)78 808 02 03
julia.nentwich@unisg.ch | www.opsy.unisg.ch | www.genderportal.unisg.ch