Kia ora koutou katoa AIB whānau,
Following last year’s dedication to diversity, equity and inclusions, and aligned with this year’s AIB annual conference theme, we would like to bring to your attention a new special issue cfp
in critical perspectives on international business (Emerald) entitled: “Beyond
the business case for diversity, equity and inclusion: moving the field forward within international business.”
Fiona Hurd, Racquel Warner, Theresa Onaji-Benson, Noemi Sinkovics and I are looking forward to your submissions.
One-page expressions of interest are due April 14, 2022 and should be submitted through the cpoib submission system (see below). There will be a special online PDW organised before the AIB annual
conference. A panel proposal has also been submitted to the 2022 AIB conference in Miami associated with the special issue.
Ngā mihi maioha,
Matt Raskovic (on behalf of the guest editors’ team)
Victoria University of Wellington, New Zealand (from 1 March 2022, Auckland University of Technology, New Zealand)
E-mail:
[log in to unmask]
• • • • • •
critical perspectives on international business special
issue: “Beyond the business case for diversity, equity and inclusion: moving the field forward within international business”
Introduction to the special issue
IB offers a fertile disciplinary environment for the advancement of diversity, equity and inclusion (DEI) research, due to its strong focus on “foreignness” and “distance” (Lumineau, Hanisch and Wurtz, 2021). These two
underlying tenants of IB, closely related to DEI issues and challenges, make up two sides of the same IB coin (Doh, 2021). However, IB scholars, managers and policymakers are yet to fully leverage the IB discipline’s toolkit, as well as the research, managerial
and policy experience gained across markets, societies, groups and organizations. IB scholarship has so far explored DEI rather selectively, mainly within the scope of gender (e.g., Koveshnikov, Tienari and Piekkari, 2019; Michailova and Hutchings, 2016),
cultural diversity (e.g., Stahl and Maznevski, 2021; Minbaeva, Fitzsimmons and Brewster, 2021) and/or language (e.g., Tenzer, Terjesen and Harzing, 2017; Boussebaa and Tienari, 2021). Several DEI aspects and areas of research such as “age,” “gender identity,”
“sexual orientation,” “disability” and “indigenous status” have been under-researched and/or lack sufficient intersectionality (Köllen, 2021).
For example, discrimination against older workers is estimated to cost the US economy over $850 billion (Suh, 2021). Research on Lesbian, Gay, Bisexual and Transgender (LGBT) inclusion has shown that an eight-point increase
in the Global Index on Legal Recognition of Homosexual Orientation (GILRHO) is associated with a $2,000 higher GDP per capita on a country level (Badgett, Waaldijk and van der Meulen Rodgers, 2019). According to the OECD, the global economic cost of gender-based
discrimination surpassed $12 trillion already in 2016. Addressing it, could boost the global GDP by as much as 0.6 percentage points (Ferrant and Kolev, 2016). Similarly, the World Bank reports that there are between 370 and 500 million indigenous peoples
around the world. Making up less than 5 percent of the global population, they represent 15 per cent of the extremely poor (World Bank, 2021).
The IB discipline has become more open to a critical management studies lens applied to a variety of IB phenomena, for example, related to questions on the role multinational enterprises (MNEs) play with regards to global
inequality (e.g., Zhao, Gooderham, Harzing and Papanastassiou, 2021), as well as becoming more sensitive to marginalized voices and perspectives (e.g., Prasad and Durepos, 2016). It has also become more interested in issues surrounding social identity (e.g.,
Rašković and Takacs Haynes, 2021; Rašković, 2021) and the politics of identity, which are important lenses to examine DEI phenomena. Such interest, however, has been mostly confined to organizational contexts (Vaara, Tienari and Koveshnikov, 2021) and with
limited understanding of MNEs as, for example, neo-colonial spaces (Boussebaa and Morgan, 2014), or the need to decolonize management theory (Banarjee, 2021) and IB (Boussebaa, 2021).
A fault-based approach has so far dominated the IB research agenda when it comes to DEI issues, seeing DEI as a challenge to be managed (Stahl, Tung, Kostova and Zellmer-Bruhn, 2016), or at best, a double-edged sword for
MNEs (Minbaeva et al., 2021). It has motivated research, practice and policy aimed at demonstrating a strong business case for DEI (Ely and Thomas, 2020), but often overlooking the fact that DEI is a means to an end, not an end (Anderson, 2004). DEI is as
much a moral imperative, as it is a sound and socially responsible business approach (Köllen, 2021). Yet, beyond the ideational and strategic approaches to DEI also lies the performative nature of diversity and inclusion, which is yet to be fully understood
and examined. We believe it is time for the IB discipline, practice and policy to step up and take the lead on advancing our understanding of the changing nature, role and future of DEI in the context of a more socially nuanced and dynamic global environment
(Dörrenbächer et al., 2021). For example, facing the same COVID-19 storm, different groups have found themselves in very different boats with those at the fringes disproportionally affected by COVID-19 (Dhanani, Johnson and Pueschel, 2021). Research on the
effects of globalization also shows that globalization has had a polarizing effect on marginalized social groups, disconnecting them from the so-called “economy of belonging” (Sandbu, 2020).
With this special issue, we aim to contribute to a growing body of research within management studies (e.g., Post, Muzio, Sarala, Wei and Faems, 2021; Kraus, Onyeador, Ozgumus, Portocarrero, Rattan, Torrez and Hollie,
2021) and contextualize DEI research in IB settings to advance the field of DEI-related research, practice and policy within the IB domain. In doing so, we want to go beyond looking at the diffusion of DEI practices across environments and/or the impact of
institutional environments on them (Köllen, 2021).
This special issue seeks to apply a critical management scholarship lens (Boussebaa, 2021; Dörrenbächer and Gammelgaard, 2019; Carr, 2006), particularly in a post-Covid-19 world (e.g., Dörrenbächer et al., 2021). We welcome
review, theoretical, conceptual and empirical papers on a range of DEI topics which cover the intersection between DEI and IB across various levels of study (i.e., individuals, groups, organizations, collectives and societies, and/or places – both virtual
and physical). We are especially interested in, but not limited to the following areas and questions:
Submission process and deadlines
Key dates
April 14, 2022 - First preliminary one-page project proposal submission deadline, via http://mc.manuscriptcentral.com/cpoib
April 30, 2022 - Initial feedback on one-page proposals
June 15, 2022 - Working paper submission for online PDW
July 4/5, 2022 (TBC) - Online PDW pre-AIB conference event
July 6-9, 2022 (TBC) - Special cpoib DEI panel at AIB 2022 Miami
October 10, 2022 - Full paper submission deadline
December 19, 2022 - First review round feedback
March 1, 2023 - Revision submission deadline
End of 2023 - Final decisions
2024 - Publication
Guidelines for submission
Authors should refer to the cpoib website and the instructions on submitting a paper. For author guidelines and more information see: https://www.emeraldgrouppublishing.com/journal/cpoib#author-guidelines.
Submissions to cpoib are made using ScholarOne Manuscripts: http://mc.manuscriptcentral.com/cpoib .
All papers will be subjected to double-blind peer review and papers will be reviewed in accordance with cpoib guidelines.
The guest editors welcome informal enquiries related to proposed topics.
We intend to accelerate the publication of papers in 2022, papers that do not meet the tight deadlines, may be considered for publication in regular issues.
Guest Editors
References
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