Progesses, Setbacks and New Challenges in EDI
Special issue call for papers from Equality, Diversity and Inclusion
CALL FOR PAPERS
Special Issue for Equality, Diversity and Inclusion. An international Journal
Progresses, Setbacks and New Challenges in EDI
Tania Saba, School of Industrial Relations, Université de Montréal, Canada. [email protected]
Joana Vassilopoulou, Brunel Business School, Brunel University London, UK [email protected]
Eddy Ng, Rowe School of Business, Dalhousie University, Canada, [email protected]
Mustafa Ozbilgin, Brunel Business School, Brunel University London, UK [email protected]
Despite all the research efforts as well as organizational and political initiatives aimed at promoting diversity, inequalities persist. Furthermore, while workplaces claim to pay more attention to diversity, new forms of discrimination and barriers, more complex and more subtle, make it more difficult to detect biases and prejudices. We invite conceptual and empirical interventions that explore the advances, setbacks, drifts and transformations facing diversity, equality and inclusion.
Policy makers, organisations, unions and civil society institutions are seeking to maintain or change existing norms and institutionalized practices aimed at enhancing equality, diversity and inclusion in the workplace. Processes of institutional and organizational change are often uneven and contested, yielding both positive and negative outcomes: be it enhancing or reducing inequalities, worsening or improving working conditions, increasing or reducing the asymmetries of power between actors, and being more or less inclusive, democratic and participative. In many ways, institutions and organizations are failing to meet adequately the challenges of a diverse workforce.
We invite papers from across the social sciences and humanities disciplines that examine a better understanding of theory, practices and policies developed by a range of actors at different levels, and to provide an assessment of their impact on EDI in the workplace. It also seeks to understand how existing institutions facilitate or hinder change and how and why organizations fade away or prevail over time and in different contexts. A particular focus is on both the development of new practices, norms, mechanisms, capabilities and resources that foster EDI values and initiatives.
We welcome papers that will examine the new challenges facing the promotion of all forms of diversity, as well as the experimentation with policies and practices that seek to address these objectives. We seek contributions that create spaces for the emergence of new ideas that help building a critical analysis on diversity, equality and inclusion. Papers may adopt a macro, meso or micro level of analysis and can be based on case studies, comparative, empirical and evaluative analysis examining norms, practices, policies and mechanisms promoting better EDI for vulnerable groups of workers.
Contributions must be original research that is not under consideration at another journal. This call for papers is open and competitive, and all submitted papers will be subjected to anonymous review by referees with expertise in the field.
Review process for the selection and rejection of papers
Submitted papers will be subject to a double-blind review process and will be evaluated by the special issue editors.
Paper may be submitted beginning October 31, 2018, and the deadline for submissions is January 31, 2019
Please submit enquiries to [email protected].
Submissions should be made through ScholarOne at: http://mc.manuscriptcentral.com/edi. Author guidelines and format for submitted manuscripts can be found on the journal’s website: http://emeraldgrouppublishing.com/products/journals/author_guidelines.htm?id=edi. Please direct any general questions about the journal or any administrative matters to the Editor-in-Chief, Professor Eddy Ng ([email protected]).
Al Ariss, A., Vassilopoulou, J., Özbilgin, M.F. & Game, A. (2013) 'Understanding career experiences of skilled minority ethnic workers in France and Germany, International Journal of Human Resource Management, 24(6): 1236-1256.
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.
Healy, G., Forson, C., Oikelome, F. and Noon, M. (2010) Cultural Factors Impacting on the Selection of Black and Minority Ethnic People in the BBC, London: British Broadcasting Corporation.
Lamont, M., & Molnár, V. (2002). The study of boundaries in the social sciences. Annual Review of Sociology, 28(1), 167-195.
Ng, E.S., & Bloemraad, I. (2015). A SWOT analysis of multiculturalism in Canada, Europe, Mauritius, and South Korea. American Behavioral Scientist, 59(6), 619-636.
Nishii, L.H (2013) The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal, 56(6): 1754-1774.
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): 686-701.