*** apologies for cross-posting ***
Renate Ortlieb, Miguel Morillas and I are facilitating sub-theme 55, Organizing for Multiculturalism: Between Conflict and Inclusion at the 39th EGOS Colloquium in beautiful Sardinia, July 6-8, 2023.
We welcome all theoretical and empirical approaches to exploring multiculturalism, as well as migration, diversity, ethnicity, race, and post-colonialism. Specially, we are interested in debating the challenges and opportunities that emerge in the pursuit of equity and equality when organizing for multiculturalism. Please consider submitting a short paper before 10th January 2023, 23:59 CET.
The guidelines for submission can be found here.
With kind regards,
The convenors (Renate, Miguel & Minna)
Call for Papers
Organizing for wellbeing at work and for the good life more broadly is an interest that practitioners and scholars increasingly share. In organizational contexts characterized by cultural, national, ethnic, and religious diversity, a path towards the good life is imagined through social equality and inclusion. But (how) do organizations promote social equality and inclusion? There are inherent tensions in the relationships among concepts such as equality, equity, diversity, inclusion, and organization. Reflecting the overall theme of the conference and continuing the engaging conversations in earlier sub-themes at EGOS Colloquia on migration, ethnicity, multiculturalism, and nationalism (2015, 2017, 2019, and 2021), the aim of this sub-theme is to stimulate further discussion on the connections between these issues. Specifically, the sub-theme invites theoretical and empirical research on the relationship between multiculturalism at various levels of analysis – including cultural, national, ethnic, and religious diversity in work teams, organizations, and communities – and the workplace values and practices related but not limited to equality and equity, justice and fairness, redistribution and recognition, conflict and cohesion, wellbeing and inclusion.
Critical inclusion studies, for example, demonstrate some of the conflicts inherent in organizing for multiculturalism. This line of research uncovers the mechanisms preventing migrants and ethnic minorities from actually feeling included in organizations, showing that inclusion and exclusion are inevitably the two sides of the same coin (Dobusch, 2014; Ponzoni et al., 2017). Organizational efforts to include cultural, national, and ethnic minorities unavoidably come with 'strings attached' (Ortlieb et al., 2021), revealing the managerial limits of embracing that 'diversity is good' (Morillas & Romani, 2022). Likewise, postcolonial perspectives alerted us to critically scrutinize organizational practices that putatively 'bring good' to workers in foreign countries (Banerjee, 2021; Boussebaa et al., 2014) and remain sceptical about hegemonic Western scholarship theorizing inclusion (Pio, 2021).
Discourses on diversity in organizational practice and scholarship have taken a strong turn toward the immaterial by emphasizing identity and inclusion (Nkomo et al., 2019), but such viewpoints diminish the significance of minority status for material outcomes such as employment opportunities and career prospects (Bell et al., 2018; Noon, 2007; Zanoni, 2011). In economically important contexts such as those of organizations, justice is strongly connected to the distribution of fixed goods (Konow et al., 2020). Equity as well as equality, among other distributive rules (e.g., based on need), are necessary. Organizing for multiculturalism involves at least two basic and inevitable forms of conflict: one stems from equity violations and results in overt conflict involving attempts to restore justice, and the other stems from equality violations and results in non-directed conflict that is symptomatic of decreased social cohesion (Kabanoff, 1991).
Organizations employing migrants and ethnic minorities may experience decreased cohesion not only because of identity violations but also because of breakdowns in reciprocity and cooperation, stemming from unequal power relations and status differences associated with national origin (Paunova, 2020). Organizing for multiculturalism calls for redistribution as well as recognition (Fraser, 2001; Honneth, 2001). Acknowledging that justice is concerned with both the distribution of economic goods and the distribution of conditions and goods that affect wellbeing, this sub-theme welcomes scholarly work concerned with migration, diversity management, ethnicity, refugees, post-colonial, and critical race studies.
We are particularly interested in work that pushes the frontiers of current organizational research. Papers may address any of these or related topics:
Venlig hilsen / Kind regards,
Associate Professor, Management, Society and Communication
Program Director, Business, Language and Culture
COPENHAGEN BUSINESS SCHOOL
Dalgas Have 15, 2V.111
Tel.: +45 3815 5662
Mob.: +45 5222 0832