Borders: Special Issue for the 10th Anniversary of Equality, Diversity and Inclusion Conference
Special issue call for papers for Equality, Diversity and Inclusion. An international Journal
To commemorate the 10th Anniversary of Equality, Diversity and Inclusion Conference
Joana Vassilopoulou, Brunel Business School, Brunel University London, UK [email protected]
Mustafa Ozbilgin, Brunel Business School, Brunel University London, UK [email protected]
Eddy Ng, Rowe School of Business, Dalhousie University, Canada
At the moment, countries around the world are experiencing an unprecedented times where borders are being scrutinised, closed, renegotiated, and rebuilt. Social and political instability, civil war, environmental disasters, collapsing economies, and widening income inequality have led to migration as an avenue for survival for many (cf. Ng and Bloemraad, 2015). This large scale, forced migration in turn has led to various countries having reinstated borders (particularly in the EU) as a reaction to a surge in refugee streams over the past few years. In the US, President Trump unsuccessfully attempted to impose a travel ban for citizens from 7 Muslim majority countries. His administration is now focussed on building a wall along the US and Mexican border. In the UK, citizens voted for “Brexit” to take back ‘control over their borders.’ Meanwhile, Presidential Candidate Marine Le Pen has called for France to reinstate its borders after a series of terrorist attacks. Countries such as Canada and Germany, however, have opened their borders to refugees during the last summer.
The nature of borders is physical (such as national borders), but it can also be psychological and social. While migration provides one macro issue for us to explore borders, organisations also provide fertile ground for examining borders with respect to equality, diversity and inclusion. For example, studies on glass ceiling, segregation, discrimination, exclusion and inclusion and climate for inclusion (Nishii 2013) can enhance our understanding of actual and perceived borders at work.
At the micro level, psychological and social boundaries and comfort with individual differences and diversity can be framed as micro level borders. Furthermore, ‘borders’ for entry into professions are often reinforced for various segments of the workforce, including women (Nishii 2013), LGBT individuals (Colgan 2016, Wright et al. 2011, Colgan and Mckearney, 2012) and migrants who acquired their human capital (e.g., education and experience) outside of their country of residence (Healy et al 2010; Pio 2005).
In this Special Issue, we are particularly interested in contributions that highlight the role of borders (broadly define to include boundaries in relational processes, see Lamont & Molnár, 2002, for examples) in enacting challenges for individuals, groups, organisations and management. The focus should be on how borders contribute to inequality, diversity, and inclusion as borders are scrutinised, debated, renegotiated, and reinvented.
We invite papers from across the social sciences and humanities disciplines that examine the role of borders in impacting inequality, diversity and inclusion. Papers may adopt a macro, meso or micro level of analysis. Suggested themes or topics include:
· How boundaries may ignite nationalistic sentiments (e.g., “America First”) and produce a “us” versus “them” mentality between migrants and host country nationals. This problematises the relationship between migrants, refugees, and racial/ethnic minorities with the socially dominant group, which in turn impacts their employment and career opportunities.
· How barriers enacted by organisations (e.g., in an effort to protect autonomy from regulators, unions, and outsiders) may prevent entry into the professions for women, ethnic and racial minorities, migrants, refugees, LGBTs, etc. This may include work in STEM disciplines, creative and knowledge industries, sports, and public office.
· How social class may be a source of (dis)advantage and exclusion and prevent ‘border crossing’ and upward socioeconomic mobility. Additionally, how physical, social, political, and cultural barriers may prevent access to education and economic opportunities for individuals.
· How psychological and social barriers may construct boundaries that result in the glass ceiling, occupation segregation, exclusion and inclusion from networks and inequalities.
We welcome conceptual, theoretical, and empirical papers (both qualitative or quantitative methodologies). 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 1, 2017, and the deadline for submissions is February 1, 2018.
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.