LGBT Research in Management and Institutions: Broadening the Lens
Special issue call for papers from Journal of Organizational Change Management
Call for Papers
LGBT Research in Management and Institutions: Broadening the Lens
Erhan Aydin, Usak University, Turkey ([email protected])
Fiona Colgan, Birkbeck, University of London, UK ([email protected])
Historically, LGBT movements in the world encompass legitimisation as a process whereby a movement or an organisation substantiates to a peer and legal systems regarding its right to exist (Maurer, 1971; Suchman, 1995). Thus, the historical progress of LGBT people and their movement(s) demonstrate how they fight to gain legal rights by adopting the goal of legitimisation of being LGBT in society. The history of the LGBT movement illustrates the legitimising process in three phases. In the first phase, individual reactions against an authority turn to a movement through becoming small groups (Vincent, 2016; Ataman, 2011). In the second phase, a movement requires becoming a community organised to proceed to have legitimacy in a state (Vincent, 2016). In the third phase, the organised community completes the legitimising process via gaining rights to establish Non- Governmental Organisations (NGOs) (Yılmaz and Göçmen, 2016). Then, the organisations aim to protect LGBT rights against any unethical and unjust implementation of a state and society’s laws and practices and set out to gain more LGBT rights as they become legitimately institutionalised (Ozeren and Aydin, 2016). As Rumens et al. (2016) state, LGBT movements have adopted some mainly shared political and civil goals such as challenging heteronormative constructionist of femininity and masculinity, homophobia, heterosexism, the decriminalisation of homosexuality and securing legal protection and rights. In order to achieve these goals, the LGBT movement established NGOs where legitimate, and worked to affirm LGBT identit(ies) within institutions such as the family, work and education.
Institutions are a critical component of the social environment that shapes organisational structures, the orders of social relationships and sovereignty, which indicate who has power and gets access to beneficial resources (DiMaggio and Powel, 1983; Fligstein 2001; Yang and Konrad, 2011). In this regard, the power of these institutional structures comes from self- reinforcement through reproducing power positions and eliciting dominant elites to protect these structures so creating a continual position of authority (Greenwood and Hinings, 1996). In this context, we believe that LGBT research must be relocated in institutional settings that require multi- level analysis and a variety of different organisational contexts such as non-profit organisations (NGOs) for example. This argument comes from current LGBT research that mostly considers the experiences and social relation of LGBTs in a workplace context and adoptsan individual level of analysis rather than organisational / national level of analysis (e.g. Yılmaz and Göçmen, 2016; Colgan, 2016; Colgan et al., 2007; Rumens, 2016; Rumens, 2011; Wright et al., 2011; Colgan and Mckearney, 2012; Creed, 2003; Creed et al., 2010; Ozturk and Ozbilgin, 2015; Colgan, 2011; Rumens and Broomfield, 2014). On the other hand, different theoretical and ontological approaches such as institutional theory and critical approach should also underpin the LGBT studies in addition to the current theoretical and ontological trends such as queer theory, intersectional and interpretive approaches.
For this reason, the content of the papers submitted to this special issue could include but is not restricted to:
• Legitimising LGBT organisations and their work- cross-national research,
• The role of NGOs in promoting and securing LGBT rights at work and in society,
• The role of National/ International/ Supranational LGBT organisations regarding institutional entrepreneurship, employment and activism,
• Methodological issues in conducting LGBT research,
• Contribution of digital media (the internet and social platforms) in legitimising creating and opposing homonormative institutions in heteronormative structures,
• Migration, LGBT organisations and political institutions,
• Dirty work within and/or against LGBT organisations,
• Discrimination, harassment and violence against LGBT people
• Intersectionality, diversity and activism: LGBT organisations
• Cross- cultural studies on institutionalisation of LGBT people at work,
• LGBT employees at work and their roles in organisations through friendship, corporate networks/support and trade union groups.
• Power and organisation: LGBT movements challenging and reframing constructions of sexuality and gender
• Austerity, crisis, war and LGBT organisations
• Exploring romantic relationships and well-being and career implications of LGBT employees.
Read the author guidelines for the Journal of Organizational Change Management here
Submissions are made through the Scholar One system here
Please send your submissions before November 30th, 2018 and make sure that you click an option for submitting your paper to the special “LGBT” issue
Ataman, H. (2015) 'Avrupa sosyal sartının LGBTİ’lerin ekonomik ve sosyal haklar alanında uğradıkları ayrımcılık acısından değerlendirilmesi', in Tar, Y. (ed.) Çalışma hayatinda ayrimcilik ve ayrimciliga karsi mucadele. Ankara: Kaos GL, pp. 109-116.
Colgan, F. (2011) 'Equality, diversity and corporate responsibility: Sexual orientation and diversity management in the UK private sector', Equality, Diversity and Inclusion: An International Journal, 30(8), pp. 719-734.
Colgan, F. (2016) 'LGBT Company Network Groups in the UK: Tackling Opportunities and Complexities in the Workplace', in Sexual Orientation and Transgender Issues in Organizations. Springer, pp. 525-538.
Colgan, F., & McKearney, A. (2012). Visibility and voice in organisations: Lesbian, gay, bisexual and transgendered employee networks. Equality, Diversity and Inclusion: An International Journal, 31(4), 359-378.
Colgan, F., Creegan, C., McKearney, A. and Wright, T. (2007) 'Equality and diversity policies and practices at work: lesbian, gay and bisexual workers', Equal Opportunities International, 26(6), pp. 590-609.
Creed, W. (2003) 'Voice lessons: Tempered radicalism and the use of voice and silence', Journal of Management Studies, 40(6), pp. 1503-1536.
Creed, W.D., DeJordy, R. and Lok, J. (2010) 'Being the change: Resolving institutional contradiction through identity work', Academy of management journal, 53(6), pp. 1336-1364.
DiMaggio, P. and Powell, W.W. (1983) 'The iron cage revisited: Collective rationality and institutional isomorphism in organizational fields', American Sociological Review, 48(2), pp. 147-160.
Fligstein, N. (1991) 'The structural transformation of American industry: An institutional account of the causes of diversification in the largest firms, 1919-1979', In W. W. Powell and P. J. DiMaggio (eds).The new institutionalism in organizational analysis, 394-310, Chicago: University of Chicago Press.
Greenwood, R. and Hinings, C.R. (1996) 'Understanding radical organizational change: Bringing together the old and the new institutionalism', Academy of management review, 21(4), pp. 1022-1054.
Maurer, J.G. (1971) Readings in organization theory: Open-system approaches. Random House (NY).
Ozeren, E. and Aydin, E. (2016) 'What Does Being LGBT Mean in the Workplace? A Comparison of LGBT Equality in Turkey and the UK', in Klarsfeld, A., Ng, E.S., Booysen, L.A.E., Christiansen, L.C. and Kuvaas, B. (eds.) Research Handbook of International and Comparative Perspectives on Diversity Management. 1st edn. UK: Edward Elgar.
Oztürk, M.B. and Ozbilgin, M. (2015) 'From Cradle to Grave', in Colgan, F. and Rumens, N. (eds.) Sexual Orientation at Work: Contemporary Issues and Perspectives. London: Routledge, pp. 152-165.
Rumens, N. (2011) 'Minority support: Friendship and the development of gay and lesbian managerial careers and identities', Equality, Diversity and Inclusion: An International Journal, 30(6), pp. 444-462.
Rumens, N. (2016) 'Towards Queering the Business School: A Research Agenda for Advancing Lesbian, Gay, Bisexual and Trans Perspectives and Issues', Gender, Work & Organization, 23(1), pp. 36-51.
Rumens, N. and Broomfield, J. (2014) 'Gay men in the performing arts: Performing sexualities within ‘gay-friendly’work contexts', Organization, 21(3), pp. 365-382.
Rumens, N., Aydin, E. And Todd, B. (2016). LGBT and Queer Workplace Activism in the New Millennium. Gender, Work & Organization Conference 2016, Keele University, UK
Suchman, M.C. (1995) 'Managing legitimacy: Strategic and institutional approaches', Academy of management review, 20(3), pp. 571-610.
Vincent, J. (2016) LGBT People and the UK Cultural Sector. UK: Routledge.
Wright, T. (2011) 'A “lesbian advantage”? Analysing the intersections of gender, sexuality and class in male-dominated work', Equality, Diversity and Inclusion: An International Journal, 30(8), pp. 686-701.
Yang, Y., & Konrad, A. M. (2011). Understanding diversity management practices: Implications of institutional theory and resource-based theory. Group & Organization Management, 36(1), 6-38.
Yılmaz, V. and Göçmen, İ. (2016) 'Denied Citizens of Turkey: Experiences of Discrimination Among LGBT Individuals in Employment, Housing and Health Care', Gender, Work & Organization, , pp. 1-19.