Dear colleagues,
Please find enclosed a call for papers, for a special stream I am organizing during the next EDI (Equality Diversity Inclusion) conference to be held 7 and 8 February in Auckland, New Zealand. This stream is on 'International perspectives on Diversity and Equality at Work'.
Deadline is 1st November. http://www.edi-conference.org/
Stream title: International perspectives on Diversity and Equality at Work
Stream organizer:
Alain Klarsfeld
Toulouse Business School (ESC Toulouse)
ERG - Employment Research Group
20, boulevard Lascrosses – 31000 Toulouse - France
Tel: +33 5 61 29 48 94
Email: a.klarsfeld@esc-toulouse.fr
Stream outline:
Diversity management is a universal concept which, while it travels around the world, is being differently translated and interpreted according to the local context (Calas et al., 2009). Scholars from various countries have attempted to provide national country perspectives and sometimes comparative papers in previous contributions dedicated to equal employment opportunities (Jain et al., 2003) or diversity management and equality (Klarsfeld, 2010). This stream invites papers that seek to provide additional national or transnational papers on how diversity management is being implemented in specific national contexts.
Possible themes include:
This ranges from the national received definitions of diversity/diversity management and equal opportunities, to the analysis of the local context of its diffusion in national and even infra-national contexts (such as nation-wide or region wide organizations, specific regional and metropolitan areas, specific business sectors). A particular focus of this track is on how different levels of more or less binding federal, state or corporate regulations are put in place/developed/dismantled, under whose influence, how they achieve changes in practices from employers, how they enhance/inhibit minority/disadvantaged group representation, possibly while achieving fairness/unfairness perceptions and/or employee well/ill-being and/or organizational performance or counterperformance. Contributions to this track can therefore focus on the interplay of various levels of actors and agency, with 'top down' approaches where for instance, headquarters try to influence plant-level practices, but also possibly 'bottom up' perspectives where local agency tries to influence superior levels of agency, or papers that combine both perspectives.
Key words: affirmation action ; diversity management ; international comparisons ; national perspectives.
Publications plans
Papers presented may be eligible to a special issue of the European Journal of Industrial Relations on the social regulation of diversity management (call for papers available upon request made to the stream organizer) provided a European country or European debates are included. Another considered outlet is to form a strong group of national and transnational papers to build a proposal to Edward Elgar in the wake of the International handbook on diversity management at work (Klarsfeld, 2010) to be published in 2013 - 2014.
References
Calás, M.B., Holgersson, C., Smircich, L., (2009) "Diversity Management"? Translation? Travel? Volume 25, Issue 4, Scandinavian Journal of Management, December, Pages 349-351
Jain, H. C., Sloane, P.J., and Horwitz, F.(ed.), (2003), Employment Equity and Affirmative Action: an International Comparison, New York, NY: M.E. Sharpe.
Klarsfeld, A. (ed.) (2010), International Handbook on Diversity Management at Work: Country Perspectives on Diversity and Equal Treatment, Cheltenham, UK, and Northampton, US : Edward Elgar
Note also the closeness with the next AIRAANZ conference February 2-4, http://airaanzweb.weebly.com/ intended for participants who want to combine the 2 conferences. Deadline for this conference is October 15.
Apologies for cross-postings,
Take care,
Alain Klarsfeld
Chercheur à l'Employment Research Group (ERG)
Professeur de Gestion des Ressources Humaines
Responsable Pédagogique du Mastère Spécialisé RRH
Groupe ESC Toulouse - Toulouse Business School