South Asian Journal of Human Resource Management (SAJHRM)
Special Issue on Gender (in)equalities in South Asia
Submission deadline June 30, 2014
Guest Editors:
·         Professor Glenda Strachan, Griffith University: 
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·         Dr. Pavithra Kailasapathy, University of Colombo: 
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·         Dr. Arosha Adikaram, University of Colombo: [log in to unmask]
Gender (in)equalities in workplaces have emerged as a key concern in the 
contemporary world of work with concepts and practices such as diversity 
management, equal treatment, equal opportunity, human rights and human 
dignity having gained immense popularity and advocacy. Gender (in)equality 
has become a main item in the HRM agenda (Dickens, 1998) with HRM 
professionals, policy makers, and educators being very attentive and mindful to 
the diverse and complex issues related to gender (in)equality in organisations. 
While areas and issues of gender (in)equality have been in discussion to a great 
extent in the West, there is a critical need to bring this pressing subject to the 
forefront and provide space for broader discussion in the South Asian context 
(which is defined by SAJHRM as comprising of eight countries, namely, India, 
Pakistan, Sri Lanka, Bangladesh, Bhutan, Maldives, Nepal and Afghanistan). The 
aim of this special issue is to provide a platform for research examining gender 
(in)equalities in South Asia. Researchers and scholars can identify and examine 
common issues in South Asia as well as highlight country or society specific 
gender issues.
South Asian countries’ unique traditions, beliefs, work settings and 
organisational practices present diverse and distinctive gender issues. In 
addition, cultures in these countries, masculinity for example, play an important 
role. The incessant increase in women’s participation in the labour market, their 
upward progress in organisations, their move into non-traditional occupations 
and industries also pose interesting avenues for exploration. South Asia also 
has a large number of migrant workers, both women and men. There are issues 
related to workers in Free Trade Zones, dramatically highlighted by recent 
deaths of workers due to fires at Bangladesh garment factories and low wages. 
Business Process Outsourcing (BPOs) and call centers have become a popular 
trend changing traditional work norms and practices in many South Asian 
countries. These work settings and trends have created diverse gender issues 
that need deeper discussion and debate.
The special issue seeks to address relevant issues in this regard, such as,
·         What are the impacts of these different trends on gender in 
organisations and other social settings?
·         What are the gender issues that these trends give rise to?
·         Is equal treatment practiced in organisations?
·         Is equal employment opportunity provided?
·         Does occupational segregation, ‘sticky floors’, the ‘glass ceiling’ and so 
on still exist?
·         Does gender impact on leadership?
·         How does culture impact on gender (in)equalities?
·         How does the legislation system support/hinder gender (in)equality?
·         What policy formulation and implementation challenges do gender issues 
pose to human resource management (HRM)? What are the likely strategies to 
address these challenges?
The papers selected for this special issue will be published in SAJHRM in 2015.
Potential research topics
To fulfil the purpose of the special issue the topics of potential contributions 
may include, but are not limited to the following subject areas:
·         Equal employment opportunities
·         Gender pay gap
·         Gender/Sexual harassment
·         Work-family conflict/balance
·         ‘Glass ceiling’/‘glass cliff’/’sticky floors’
·         Migrant labour
·         Free trade zone workers
·         Gender and leadership
·         Gender (in)equality in employment law
·         Gender in unorganised/informal sector
·         Gender and organisational size and profile (such as ownership structure)
·         Gender and Corporate social responsibility (CSR) initiatives
·         Gender and HRM disciplines, such as HR planning, HR strategy, 
recruitment and selection, performance management, rewards management, 
career management, industrial/employment relations (IR/ER), occupational 
health & safety (OHS)
Research based on a single South Asian country or comparative/multi-country 
studies on South Asia (as defined in the aims and scope section of SAJHRM 
web site) are welcome.
Authors are invited to submit complete unpublished research papers that 
provide frameworks for understanding gender (in)equalities in South Asia. 
Research papers may employ a wide variety of methodologies and analyses 
including qualitative, quantitative or mixed methods approaches, or be 
conceptual in nature. Authors are also invited to submit interviews, 
essays/commentaries/case studies and book reviews on the subject.

For more information about the journal, please go to

Please read through the author guidelines on this site before submitting your 
paper. Submissions to South Asian Journal of Human Resource Management are 
made through [log in to unmask]
Manuscripts should be between 6,000 to 9,000 words and follow the format 
specified in the submission guidelines. The word limit for interviews, case 
studies, commentaries and book reviews should be between 2,000 and 5,000 
words. Papers submitted will be subject to double-blind peer review process to 
ensure that this special issue adheres to the journal’s quality standards.
Authors are encouraged to contact the guest editors to seek further 
clarifications at the email addresses provided at the top.

Mohan Thite, PhD
Editor-in-Chief, South Asian Journal of HRM (forthcoming, June 2014)
Associate Professor in HRM
Griffith Business School, Griffith University
Brisbane, Australia
Ph:  +61 7 3735 7643
Fax: +61 7 3735 7177
Email: [log in to unmask]

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