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Below please find a Call for papers on equality, diversity and inclusion in
the workplace.

The deadline is January 31, 2019.


*Special Issue for Equality, Diversity and Inclusion. An international

*Progresses, Setbacks and New Challenges in EDI*

*Guest Editors:*

Tania Saba, School of Industrial Relations, Université de Montréal, Canada.
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Joana Vassilopoulou, Brunel Business School, Brunel University London, UK
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Eddy Ng, Rowe School of Business, Dalhousie University, Canada, [log in to unmask]

Mustafa Ozbilgin, Brunel Business School, Brunel University London, UK
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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

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

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.

*The deadline for submissions is **January 31, 2019*

Please submit enquiries to [log in to unmask]

Submissions should be made through ScholarOne at:  Author guidelines and format for
submitted manuscripts can be found on the journal’s website:
direct any general questions about the journal or any administrative
matters to the Editor-in-Chief, Professor Eddy Ng ([log in to unmask])
<[log in to unmask])>*.*


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):

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.


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