Gender and Diversity in Organizations (GDO)

Transcription

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Gender and Diversity in
Organizations (GDO)
Volume XVIII, Issue 2
July 2016 NEWSLETTER
Table of contents:
Report from
Division Chair
1
Report from
The Program Chair
3
Report from The
PDW Chair
3
GDO Financial Updates
4
Awards & Announcements
5
Selected Publications
7
Calls for Papers &
Chapters
8
Hello GDO members!
Book Releases
10
The Global Corner
12
GDO Information
13
Newsletter Editors:
Editor:
Payal Kumar
XLRI, Jamshedpur
payalk1@gmail.com
Associate Editor:
Rebecca Paluch
Cornell University
RMP239@Cornell.edu
Can you believe it? The 2016 Annual Conference in Anaheim is just around the corner! As
usual, we have a variety of events sponsored
by the division and hope to see you there.
Please be sure to make note of the locations
that Program Chair Patrick McKay lists below,
as we will be spread out across the various
conference venues this year.
I’d like to thank all of you who volunteered
your time to review conference submissions
for this year’s conference – it takes our collective effort to put on a good conference, and
we appreciate your help! I’d also like to give a
heartfelt shout out to those of you who volunteered to serve on our award committees. We
are excited to present the awardees to you at
the conference.
I have a few updates I’d like to share with you:
GDO’S GLOBAL INITIATIVES
Stream
What is GDO?
REPORT FROM THE DIVISION CHAIR
15
I also wanted to bring your attention to some
of the great work that has been spearheaded
by our Global Committee. This year, we are
launching a Global Ambassador Program. GDO
Global Ambassadors will serve a key role in our
global network of division members by representing our division within their specific country, thereby helping members to feel connected to the larger AOM community. We have
already received a number of nominations for
Ambassadors, but would really love to have
more countries represented in our network. If
you are interested in learning more about this
opportunity, please email any of our Global
Committee members (Yvonne Benschop,
y.benschop@fm.ru.nl; Charlotte Karam,
ck16@aub.edu.lb, or Corinne Post,
cgp208@lehigh.edu). We will be introducing
our Global Ambassadors at the GDO Business
Meeting on Monday, August 8th (6:30-8:00pm,
Hilton Anaheim: Pacific A).
Division Chair
Lisa Nishii
The ILR School,
Cornell
University
Lhn5@Cornell.
edu
Also, as you will see in the Global Corner of
this newsletter, there is a section on Lebanon
in this issue. We plan on continuing to
highlight different countries in our newsletters
so that we can do our part to try to help foster a global perspective on GDO research,
teaching, and practice. We would love to receive contributions from our members from
around the world. You could follow a similar
format as the content we’ve presented on
Lebanon, but we also welcome content on
specific diversity-related issues that are
particularly “hot” in a country/region of the
world. We are open to any and all ideas
involving country/region statistics and
infographics, information about legislative
changes, organizational practices, current
events, and social movements. If you’re
interesting in contributing as a “roving
reporter” for the Global Corner of our
newsletter, please either contact me
(lhn5@cornell.edu), any of the Global Committee members listed above, or our GDO
Newsletter Editors (Payal Kumar,
payalk1@gmail.com and Becky Paluch,
rmp239@cornell.edu). We would love to hear
from you!!
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Gender & Diversity in Organizations—A division of the Academy of Management
REPORT FROM THE DIVISION CHAIR
Finally, I also wanted to make you aware of the GDO Linked-In group page. We already have 475
members! If you haven’t already, we would like to invite you to join by going to: https://
www.linkedin.com/groups/8315413. If, through this page, you decide you want to connect with
specific individuals, we recommend that you indicate in your invitation text that you are a fellow
GDO member so that the recipient is aware of your shared connection.
To find out more about our global efforts, connect with GDO Ambassadors, as well as members of
the GDO Executive Committee and other GDO friends, please visit us at “The GDO Global Center”
at our social on Monday evening immediately following the business meeting (August 8 th, 8:0010:30pm, Hilton Anaheim: Pacific B).
SPECIAL JOB MARKET EDITION OF OUR NEWSLETTER COMING OUT SOON!
Later this month, we will be sending out a special edition of our newsletter dedicated to introducing the GDO doctoral students who will be on the market this fall. We will include a short bio for
each of them, and encourage you to connect with them in some way, particularly if your department is hiring!
JOINING FORCES IN IDENTIFYING AND DEVELOPING DIVERSITY & INCLUSION CASES
As many of you know, teaching diversity & inclusion content can sometimes be challenging, particularly when members of the audience experience “diversity fatigue” (they’re sick of having people
talk to them about the importance of diversity) or are not personally invested in the material. Having good cases and other teaching materials like videos to stimulate discussions can really help. I’m
always on the lookout for good material that I might be able to use, and judging by conversations
that I’ve had with others who teach diversity-related content, I know that the same is probably
true for many of you. I’ve personally spent countless hours scouring the web for videos and cases
that feel “just right” for my purposes, and I only sometimes end up finding what I need. As an executive committee, we’d like to organize an effort among members to share our collective insights
with each other. Toward this end, I’ve put together a short survey for you to complete. I know how
difficult it can be to find a few extra minutes in the day to complete something like this, but my
hope is that you will be willing to do so that we can all benefit from our collective wisdom (and
save time in the future!).
As you will see in the survey, I’ve also included questions about the kinds of materials you would
like but have not been able to find. Depending on what we learn from all of you, we may decide
that there is good reason for the GDO division to sponsor the publication of a book of cases and
other teaching aids. If we were to do this, we would solicit case study submissions from our members on specific topics, in formats most desired by our members. At this point, we would just like
to collect this data so that we can figure out how to best serve your needs. At the very least, we
will compile the data that we collect and send it back out to you and also post it on our division
website.
Please take a moment now to complete this short survey. I don’t think it should take more than 5
minutes for you to do so: https://cornell.qualtrics.com/SE/?SID=SV_4UzyOIHFQolq4i9 .
That’s it for now. We will be in touch at least once more before the conference. We
hope that all your preparations go smoothly, and we look forward to seeing you in
Anaheim very soon!
Lisa H. Nishii,
GDO Division Chair
The ILR School, Cornell University
lhn5@cornell.edu
GDO Newsletter: July 2016
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REPORT FROM THE PROGRAM CHAIR
The GDO Division has prepared a high-quality and wide spanning pre-conference and scholarly
program! During our pre-conference activities, we feature PDWs targeted toward student and
professional development (e.g. the doctoral consortium, junior faculty consortium, and diversity
publishing workshop), as well as workshops that address practice-oriented and research issues of
great importance to our membership (e.g., combating racial-ethnic bias, how to establish diverse
networks, prospective corporate responses to the refugee crisis, best practices for fostering inclusiveness, and past, current, and future directions for gender research). In addition, our scholarly
program will offer a wide array of paper sessions and symposia using a variety of methodological
approaches and targeting many dimensions of diversity (e.g. racial-ethnic, culture, gender, generational, nationality, sexual orientation, socioeconomic status, etc.).
Please join us for our plenary session on Monday afternoon (3-4:30, Sheraton Park Hotel: Plaza D).
Following this session, the GDO Business Meeting (6:30-8:00pm, Hilton Anaheim: Pacific A) and
Social Hour (8:00pm-10:30pm, Hilton Anaheim: Pacific B) will be held. Also, we encourage you to
stop by the GDO Pre-conference Social Hour on Friday (6-7:30pm, Sheraton Park Hotel: Palm
West) and the GDO Welcome Breakfast on Monday (8:00am-9:00am, Sheraton Park Hotel: Palm
West).
Patrick F. McKay
GDO Program Chair
Rutgers University
pmckay@smlr.rutgers.edu
Program Chair
Patrick F. McKay
Rutgers University
pmckay@smlr.rutgers.edu
REPORT FROM THE PDW CHAIR
Greetings to the GDO members and other interested AOM members! We are almost at that magical time of the year and the conference will be with us in just a few weeks. This letter is intended
to highlight some of the great activities that we have planned.
You will see from the agenda that both Friday and Saturday are full of some wonderful opportunities for professional development, whether you are someone who has been teaching/researching
GDO topics for many years or just starting out.
As always, we will have our doctoral consortium and that takes place on Saturday morning. We
are so fortunate that we have many experts who have agreed to spend the morning with doctoral
students and this is sure to be a strong event.
As we announced in our last newsletter, we will be continuing the Publishing Diversity Workshop
again this year and it will be held on Friday morning. During this workshop, experienced GDO
scholars will review manuscripts and provide guidance to those attending the workshop. This
workshop is aimed at junior faculty who conduct research in gender and diversity issues. Registration is required, as manuscripts are submitted in advance in order to get reviewed in time for the
conference. This is an excellent opportunity for those who are researching GDO themes. Raymond
Trau is the organizer of this event, and Belle Rose Ragins and Robin J. Ely are the coordinators. The
outstanding reviewers include: Derek Avery, Jennifer Berdahl, Shelley Brickson, Raja Chattopadhyay, Martin Davidson, Marta Elvira, David Harrison, Charmine Hartel, Michelle Hebl, Jenny
Hoobler, Aparna Joshi, Eden King, Alison Konrad, David Kravitz, Barbara Lawrence, Patrick McKay,
Tanya Menon, Lisa Nishii, Katherine Phillips, Ashleigh Rosette, Maureen Scully and Maria Triana.
Another workshop will focus on the role of business and the private sector in the refugee crisis and
I am sure this will be a very lively and informative session. Organized by Charlotte Karam and Lena
Safi, this workshop includes facilitators, participants, and discussants from all over the world and
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REPORT FROM THE PDW CHAIR
will be a group of individuals with various experiences and world views. Given what is going on in
our world today, this is a workshop that will be very informative. It is a unique format with a series
of brief presentations by various scholars from around the world. I expect this to be a “standing
room only” event.
Our workshops explore a wide variety of topics, a brief representative list follows:
 The role of men advocating for diversity and inclusion
 The role of business and the private sector in the refugee crisis
 Changing organizational culture for inclusiveness
 Gender research review, action and planning
 Strategies for creating diverse and effective networks
 Subtle forms of racism in higher education
Of course, please join us for all of our social events – we know that this is the time to meet others
who are interested in similar topics. It is also a time to catch up with friends, old and new, and just
enjoy some time. We have our pre-conference social hour on Friday evening at 6 pm and our business meeting on Monday evening, followed by our social hour. We hope to see you all there.
Please check the online program for the latest with regard to location.
We look forward to sharing some precious time with everyone. See you in Anaheim!
Donna Maria Blancero
GDO PDW Chair
Bentley University
Blancero.gdo@gmail.com
PDW Chair
GDO FINANCIAL UPDATES
Donna Maria Blancero
Bentley University
Blancero.gdo@gmail.com
Thank you to the following schools and organizations for their generous
donations to the GDO division!
Universities
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New York University, Stern School of Business - $2,000
University of Michigan- Dearborn - $1000
Bowie State University- $500
Lehigh University- $500
American University of Beirut, Olayan School of Business - $500
Simmons College, Center for Gender in Organizations = 500 for the Advancing Women Leader's
Award
Publishers
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Sage Publications Inc—$750 in book vouchers for awards
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AWARDS AND ANNOUNCEMENTS
Congratulations to:
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Don’t forget to let the
Newsletter Editor
know about your
Oscar Holmes IV who won the Rutgers University-Camden Chancellor’s Award for Teaching
Excellence in May 2016.
Lisa Leslie who was granted tenure at the NYU Stern School of Business in January of 2016.
The investigators awarded the Partnership Development Grant awarded by Social Sciences
and Humanities Research of Canada (SSHRC) for “The Intersection of Teamwork, Culture, and
Technology: Enhancing Soft Skill Development in Post-Secondary Education through StudentCentered Feedback”.
 Investigators: O’Neill, T. (PI), Chiocchio, F. (co-applicant), Donia, M. (co-applicant),
Hideg, I. (co-applicant), Steel, P. (co-applicant), Taras, V. (co-applicant) & Uggerslev, K.
(co-applicant)
 Value: $465, 000 (total from SSHRC and partners)
The authors of the paper “Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace” as it was selected as a finalist for the annual Rosabeth Moss Kanter
Award for Excellence in Work-Family Research.
-The citation for this paper is: Little, L. M., Major, V. S., Hinojosa, A. S., & Nelson, D. L.
(2015). Professional image maintenance: How women navigate pregnancy in the workplace. Academy of Management Journal, 58(1), 8-37.
AOM CONFERENCE ANNOUNCEMENTS
publications, awards &
accomplishments!
Announcement for GDO Doctoral Consortium
Organized by: Joy Beatty and Oscar Holmes IV, GDO Doctoral Consortium co-chairs
GDO Doctoral Consortium is Full!
Thank you GDO members for spreading the word about the upcoming GDO Doctoral Consortium,
scheduled for Saturday August 6 at the Anaheim meeting. Highlights of our program include an
editors’ panel, and sessions on teaching, collaborative research, and success strategies for junior
faculty. Students are looking forward to the mentor-match lunch session, when each student will
meet one-on-one with established GDO researchers. We are grateful to everyone who has
agreed to participate, as we see these efforts as a great way to welcome newer members to
grow the division. Please note that all student spaces for the consortium have been filled, and
alas, we cannot accept any more student applications for the consortium this year.
Announcement for Community of Academy Senior Scholars (CASS)
Organized by: Robert C. Ford
At this year’s Annual Meeting in Anaheim the new initiative of the Academy of Management to
serve its senior members, the Community of Academy Senior Scholars (CASS), will co-sponsor
several events that members of this division are cordially invited to attend. CASS was created to
provide programs and activities that are relevant and helpful for senior members of the Academy who are contemplating or in retirement from their primary career.
This year CASS is sponsoring or hosting two program activities. First, on Monday morning of this
year’s Annual Meeting we will host a special CASS session that has two parts. The first part will be
a strategic planning session, led by Myron Fottler, to discuss and organize how CASS can best
serve all senior members of the Academy. The second part will consist of a discussion panel of
past presidents entitled “To Retire or Not To Retire: That is the Question”. Moderated by Regina
Greenwood and Julia Baker, these presenters will share the decision process they followed as
they considered retirement. Panelists include Bill Starbuck, Mike Hitt, and Anne Huff with others
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scheduled to appear via SKYPE. Their experiences will frame an audience driven conversation
about retiring, retirement, and finding new or encore careers. This two part session will start at
7:30 and a light breakfast will be provided. Please check the program for location.
The second activity will be a program co-sponsored with several divisions called “Then and
Now”. This year’s offering, in a series that has included Gary Latham, Ed Locke, Fred Luthans,
and Victor Vroom, we present the work of Sim Sitkin on Organizational Trust. The purpose of this
session, chaired by Craig Crossley, is to spotlight a senior scholar’s contribution to the management body of knowledge by having that person discuss and describe how he or she got involved
in this area and then developed it. To complement this distinguished scholar’s presentation, two
recent scholars on this topic, Nicole Gillespie and Bart de Jong, will discuss how this original work
has evolved. Please check your program for time and place.
CASS invites any member to come and join us. We believe that there is a need in the Academy
for an organized group of senior scholars who wish to both socialize with and learn from each
other. Please contact Robert Ford for more information (rford@bus.ucf.edu).
Announcement for GDO PDW
Facilitators: Lorianne D. Mitchell, East Tennessee State U. & Payal Kumar, Xavier Labour Relations Institute
Exploring Subtle Forms of Racism at Higher Education Establishments
Program Session# 290 | Sponsor(s): (GDO, D&ITC, TTC) | Saturday, Aug 6 2016 10:15AM 11:45AM at Sheraton Park Hotel in Plaza B
Presenters: Tracy Harmon-Kizer, Crummer Graduate School of Business, Rollins College; Christopher Dula, East Tennessee State U.; Stacie Furst-Holloway, U. of Cincinnati; Valerie Gray Hardcastle, U. of Cincinnati; Rachel Kallen, U. of Cincinnati
A Harvard University study suggests that in colleges and universities, racism was prevalent in
both overt and ‘micro-aggression’ forms, which includes subtle digs and biases (Caplan & Ford,
2014). Other studies have also suggested that racism in higher educational establishments can
be covert (Brief, Dietz, Cohen, Pugh, & Vaslow, 2000; Dovidio & Gaertner, 2000). Some scholars
also point out that decision-makers use social identity information to ‘justify’ their decisions as
being seemingly objective ones (Norton, Vandello, & Darley, 2004). The purpose of this Professional Development Workshop (PDW) is to explore the more subtle forms of racism in higher
educational establishments around the world (which are becoming more diverse in terms of
students and faculty).
Using case study presentations as a format, followed by in-depth discussions, the issues to be
raised in this PDW range from racism in personnel decisions to faculty behavior in the classroom,
to racist jibes by students. For more details see the following link: http://my.aom.org/
program2016/SessionDetails.aspx?sid=10811
Due to limited capacity, kindly communicate your interest in attending by emailing Payal Kumar
at payalk1@gmail.com
Announcement for Diversity and Inclusion Theme Committee (D&ITC)
Organized by: Christina Sue-Chan, D&ITC PDW Program Chair
We are delighted to announce a small but very interesting PDW program. Please join us! Most of
our sessions are at the Sheraton Park Hotel (SHR). We start on Friday with three sessions:
‘Women and Leadership Theory’ (SHR: Palm West; 8:00am-12noon), ‘Making meaningful crossborder connections across the Academy’ (SHR: Plaza A; 1:30pm-3:30pm), and ‘Making Diversity
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& Inclusion Meaningful’ (SHR: Palm East; 4:15pm-6:15pm). Our PDW program ends on Sunday
with the extremely popular, fun, and interactive social event ‘Late Night at the Academy’ (SHR:
Park B, 9:30PM – 11:00PM). In between, there are other great D&ITC sessions we invite you to
attend:
Building a More Meaningful Academy Experience: Creating Connections in Today's Diverse AOM
Saturday, August 7, 3:30pm - 5:30pm, SHR: Plaza B
We invite all members of the AOM to engage in a session focused on building relationships
among our various AOM members.
Diversity and Inclusion in the Academy: A Town Hall Meeting and Connections Cafe
Saturday, August 8, 2:00-4:00pm and 4:15-6:15pm, Anaheim Convention Center: 202A
At this highly interactive session, the D&ITC leadership will share progress since last year's Town
Hall. This session will also focus on sharing of inclusion experiences in the Academy, ideas about
how to make the AOM more inclusive, and best practices for diversity and inclusion.
Following the Town Hall, you are invited to connect with other members at our friendly Connections Café social mixer. Safe travels and look forward to seeing you all in Anaheim.
Newsletter Editor
SELECTED PUBLICATIONS
know about your

accomplishments!
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Clark Muntean, S. and Özkazanç-Pan, B. (Forthcoming 2016). Feminist Perspectives on Social
Entrepreneurship: Critique and New Directions. International Journal of Gender and Entrepreneurship, 8(3).
Holmes IV, O., Whitman, M. V., Campbell, K., Johnson, D. E. (2016). Exploring the social identity threat response framework. Equality, Diversity and Inclusion: An International Journal,
35, (3), 205-220.
Kossek, E. E., Piszczek, M. M., McAlpine, K. L., Hammer, L. B., & Burke, L. (forthcoming). Filling
the holes: Work schedulers as job crafters of employment practice in long-term health care.
Industrial and Labor Relations Review.
Kumar, P. (2016 in press). Indian Women as Entrepreneurs: An Exploration of Self-identity.
Palgrave Macmillan (ISBN-10: 1137602589).
Leslie, L. M., Manchester, C. F., & Dahm, P. C. (in press). Why and when does the gender gap
reverse? Diversity goals and the pay premium for high potential women. Academy of Management Journal.
Miners, C. T. H., & Hideg, I. (2015). Emotional intelligence and competencies. In James D.
Wright (Ed.), International Encyclopedia of the Social & Behavioral Sciences (2nd ed., Vol 7,
pp. 445-451). Oxford: Elsevier.
Özkazanç-Pan, B., and Clark Muntean, S. (2016). International high-technology entrepreneurs: Hybrid identities and entrepreneurial practices. Journal for International Business and
Entrepreneurship Development, 9(1): 23-40.
Özkazanç-Pan, B. (Forthcoming 2016). “On entrepreneurship and empowerment: Postcolonial feminist interventions” in C. Essers, P. Dey, K. Verduyn, and D. Tedmanson, (Eds.),
Routledge Series on Critical Entrepreneurship.
Özkazanç-Pan, B., and Calás, M. B. (2016). “Transnational approaches to diversity” in R.
Bendl, I. Bleijenbergh, E. Henttonen, and A. Mills (Eds.), The Oxford Handbook of Diversity.
Oxford, UK: Oxford University Press, pp.376-390.
Trougakos, J. P., Beal, D. J., Cheng, B. H., Hideg, I., & Zweig, D. (2015). Too drained to help: A
resource depletion perspective on daily interpersonal citizenship behaviors. Journal of Applied Psychology, 100, 227-236.
Waismel-Manor, Ronit, Asaf Levanon, and Pamela S. Tolbert. "The Impact of Family Economic
Structure on Dual-Earners’ Career and Family Satisfaction." Sex Roles (2016): 1-14.
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CALLS FOR PAPERS & CHAPTERS
Call for Papers for a Special Issue
Human Relations
Submission Deadline: November 30, 2016
Guest Editors: Emma Bell (Keele University, UK), Susan Meriläinen (University of Lapland, Finland), Scott Taylor (University of Birmingham, UK), Janne Tienari (Aalto University, Finland)
The purpose of this special issue is to provide an intellectual space in which to explore recent
important developments in feminist organization and scholarship. Walby's (2011) observation
that feminist theory and activism develop in a spiral leads her to suggest that we are in the midst
of a historically significant fourth feminist 'circuit'. This putative 'fourth wave' (Munro, 2013) is
distinctive in a range of ways. It is both more present, especially through the use of social media,
and less visible, in that activism is happening within organizations. It appears as less of a social
movement of outsiders engaged in protests against holders of organizational and institutionalised power and instead is often practised inside existing organizational contexts, such as workplaces or policymaking arenas.
We seek contributions for this special issue that explore relations between feminist theory and
social practice in organizations and organizing, from grassroots activism to engagement with
global politics. We expect contributions to build on the rich tradition of feminist theorizing in
organization studies (Calás and Smircich, 1996; 2009), including recent contributions that explore the potential of postfeminist (Lewis, 2014) and poststructuralist, including psychoanalytic,
feminist theory (Fotaki and Harding, 2013; Vachhani, 2012). We also welcome contributions
from a wide range of other interdisciplinary and international perspectives.
For more information, please visit: http://www.tavinstitute.org/humanrelations/special_issues/
Organizing%20feminism.html
Call for Papers for a Special Issue
Academy of Management Review Special Topic Forum
Diversity at a Critical Juncture: New Theories for a Complex Phenomenon
Submission Dates: February 1–February 28, 2017
Guest Editors: Stella M. Nkomo, Myrtle P. Bell, Aparna Joshi, Laura Morgan Roberts, and Sherry
Thatcher
Diversity research and practice are at a critical juncture, having reached a "moment or certain
window in time where there is a significant possibility of a decisive transition" from one state to
another (Liu, Onar, & Woodward, 2014: 6). Significant shifts in societal and organizational contexts have brought to the fore several uneasy tensions and challenges in the discourse on diversity-tensions that management scholars are uniquely positioned to address. First, paradoxical
tensions exist between indications of the acceptance of difference (e.g., same-sex marriage laws,
adoption of diversity management policies in organizations, more women in leadership positions) and continuing subtle, and at many times quite overt, discrimination and harassment at
work, as well as extreme resistance to diversity in the larger society. This suggests the need for
theoretical frameworks linking the broader societal context to workplace diversity. Second, a
growing body of work underscores the need to move toward theorizing about diversity in the
workplace using a global perspective. A variety of factors, including immigration, transnationally
linked markets, and the growth of emerging markets, indicate that we can no longer remain U.S.
centric in our theories or approaches to diversity. Finally, workplace diversity research has generated more knowledge about the effects and processes of exclusion than knowledge of the
mechanisms, processes, or practices that foster inclusion and equality in the workplace, particularly for people with marginalized social identities.
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CALLS FOR PAPERS & CHAPTERS
The societal and organizational tensions and challenges outlined above represent a "certain window in time" where we have the opportunity to take diversity theory and research from their
current state-a state increasingly limited in its theoretical and practical reach-to one that is more
attuned to the changing global scope and complexities associated with diversity. This special
topic forum will help foster the next generation of scholarship on the full spectrum of diversityrelated phenomena within and across organizations.
The deadline for submissions is February 28, 2017. Guidelines for contributors (http://aom.org/
Publications/AMR/Information-for-Contributors.aspx) and the AMR Style Guide for Authors
must be followed.
For questions about submissions, contact the managing editor via publications@aom.org. For
questions about the content of this special topic forum, contact Stella Nkomo
(stella.nkomo@up.ac.za), Myrtle Bell (mpbell@uta.edu), Aparna Joshi (aparnajo@psu.edu),
Laura Morgan Roberts (lroberts3@antioch.edu), or Sherry Thatcher
(Sherry.Thatcher@moore.sc.edu).
Newsletter Editor
know about your
accomplishments!
Call for Chapters
The Dynamics of Role Modelling in the Workplace
Volume Editors: Shruti Vidyasagar and Poornima Hatti
Publisher: Palgrave Macmillan
Submission Date: August 31, 2016
A role model can be a powerful influence on self-identity, self-belief and visualising one’s future
self. Gibson (2003) finds that in a workplace setting, individuals use role models (by choosing
specific attributes) throughout their career, to generate, refine and affirm their self-concept. He
notes, however, that in the context of organisational careers, role models have received scant
attention from scholars (Gibson 2004). This is in contrast to the prolific research available on
other developmental relationships in the workplace, such as mentoring (Allen & Eby 2007;
Ragins & Kram 2007), coaching (Megginson & Clutterbuck 2005), performance support (CoulsonThomas 2011), and peer relationships (Kram & Isabella,1985). In this volume, we seek to view
role modelling as an independent construct, separate from the other developmental relationships in the workplace. We attempt to explore the effect of role modelling as a process. We also
wish to examine how role modelling differs from mentoring, while acknowledging that it is wellaccepted that mentors should (if they are not already) be role models (Levinson et al. 1978;
Kram 1985).
You are invited to submit 300-word abstracts by 31 August 2016. Contributors of accepted abstracts will be required to submit full chapters by 31 December 2016. Chapters should be between 5,000 and 7,000 words in length. Please write to the editors with the abstracts, or contact
them if you need further information about the submission process: Shruti Vidyasagar
(shruti.vidyasagar@gmail.com) and Poornima Hatti (poornimahatti@gmail.com).
Call for GDO- Global Roving Reporters
Help us bring GDO related-content from around the world by volunteering to write a short column about diversity related issues in a particular country or region. Such content could include :
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Statistics & infographics
Information about legislative changes
Organizational practices
Current events & social movements
If you are interested in contributing as a roving reporter for the Global Corner of the GDO Newsletter, please contact Corinne Post (cgp208@lehigh.edu).
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BOOK RELEASE ANNOUNCEMENTS
Making Work and Family Work: From Hard Choices to Smart Choices
By: Jeffrey H. Greenhaus & Gary N. Powell
Routledge/Taylor and Francis, July 2016
Making Work and Family Work investigates the difficult choices that contemporary employees
must face when juggling work and family with a view to identifying the smart choices that all
parties involved – society, employers, employees and families – should make to promote greater
work-life balance.
Leading scholars Jeffrey Greenhaus and Gary Powell begin by identifying the factors that work
against an employee’s ability to be effective and satisfied in their work and family roles. From
there, they examine the individual, family, organizational, and cross-cultural perspectives that
impact on the conflict the individual faces, and the ensuing decision-making process, as they
seek enrichment and balance both at work and at home.
Covering a comprehensive set of topics and perspectives, this fascinating book will appeal to
upper-level students of human resource management, organizational behavior, industrial/
organizational psychology, sociology, and economics, as well as to thoughtful and engaged professionals.
Engagement: Transforming Difficult Relationships at Work
By: Lee G. Bolman and Joan V. Gallos
John Wiley & Son, April 2016.
Engagement is the manager's essential primer for dealing with difficult people and managing
your team. Bestselling authors Lee G. Bolman and Joan V. Gallos are back with an engaging business novella that relates real, practical techniques captured in the 4-step SURE model for handling people problems. The story centers around a manager in a new job, and her experiences
applying the four steps in leading her new team. Brief interludes punctuate the story throughout
to provide room for reflection, and to explain the complex interpersonal dynamics at play in
commonly encountered situations. Key lessons are underscored as the foundation for a sound
people strategy, and the features and details of each rule are laid out in a clear, concise manner.
You'll learn alongside the story's manager as she uses the model to find artful solutions to problems that could have easily derailed her chances of success.
People are the hardest part of a manager's job. No matter how well-matched their skill sets,
there is always the potential for interpersonal conflicts and strains to throw the team off-course.
This book shows you deft strategies for addressing those challenges with a well thought-out
framework for getting your team fully invested in the group's success.
This compact, easy-to-apply set of guidelines draws on your leadership skills while providing a
strong foundation for a new managerial approach. Effective management is frequently a tightrope between results and morale, and Engagement shows you how to find your balance and
steady your team.
Page 11
BOOK RELEASE ANNOUNCEMENTS
Engagement: Striving for Balance
Edited By: S. Gayle Baugh & Sherry E. Sullivan
Information Age Publishing, December, 2015.
The Research in Careers series is designed in five volumes to provide scholars a unique forum to
examine careers issues in today’s changing, global workplace. What makes this series unique is
that the volumes are connected by the use of Mainiero and Sullivan’s (2006) Kaleidoscope Career Model (KCM) as the organizing framework and the theme underlying the volumes. In this
volume, Striving for Balance, we consider how individuals seek a healthy alignment between
work and nonwork. In addition to building upon the established literature on work/family conflict, the chapters in this volume also examine the reciprocal positive influences between work
and nonwork, considering such issues as balancing work with commitments to others, including
spouse/partner, children, elderly relatives, friends, and the community.
Newsletter Editor
know about your
accomplishments!
Chapters 1 and 2 of this volume focus on macro‐issues surrounding work/nonwork balance, specifically studying the effectiveness of organizational policies. Chapters 3 and 4 examine balance
from a micro perspective, focusing on generational differences in balance as well as how individuals’ reactions to work‐nonwork conflicts influence career outcomes. Chapters 5 and 6 provide
two perspectives on where scholars should focus their future research efforts in studying work/
nonwork balance.
Sexual Orientation and Transgender Issues in Organizations: Global Perspectives on LGBT Workforce Diversity
Edited by: Thomas Köllen
Springer International Publishing, 2016
Over the last decade workforce diversity has attracted much scientific attention. Given the shortage of literature on issues related to homosexual, bisexual and transgender employees, compared to other facets of workforce diversity, this book opens up new perspectives on this issue.
Emphasis is placed on the equal consideration of gay, lesbian, bisexual, and transgender issues.
Thus the predominance of lesbian and gay issues in LGBT research (and practice), will be contrasted by an explicit consideration of the unique experiences, stressors and related needs of
bisexual and transgender employees. Contributions provide deeper insights into the differing
experiences the whole spectrum of LGBT employees make in the workplace in different national
and occupational contexts. Furthermore, the collection offers contextualized insights for evaluating and conceptualizing organizational initiatives aiming at a higher level of inclusion for LGBT
employees.
The book is part of the Springer eBook package “Business and Management”. If your university
has subscribed to this package, you will be able to access the book.
http://link.springer.com/book/10.1007%2F978-3-319-29623-4
Page 12
THE GLOBAL CORNER
LEBANON
By: Dr. Charlotte Karam (ck16@aub.edu.lb)
Olayan School of Business- American University of Beirut
Although Lebanon has seen recent positive changes in terms women’s rights and gender and
diversity policies in recent years, inequality still persists. The female labor force participation
rate is only 26%, with women earning a yearly salary of $6,998 compared to a male labor force
participation of 76% and yearly salary of $27,891 1. Women also face great inequalities in personal status matters, childcare and politics. While there has been some positive policy changes, the
Gender Gap Index for Lebanon indicates a worsening of the situation over the last few years
with a drop from 123 (out of 136 countries) in 2013 to 138 (out of 145 countries) in 2015 1, indicating a need for more extensive change.
Gender gap index 2015: 138, score 0.5981
Population growth:0.96%1
Labor force participation: 26 (female), 76 (male), female to male ratio 0.341
Women in parliament: 3 (female), 97 (male), female to male ratio 0.031
Women’s access to land ownership (0= best, 1= worst): 0.51
Women’s access to financial services (0= best, 1= worst): 0.51
Human development index: 0.74%3
Overall population sex ratio (male/female): 1.011
Registered refugees: 1,172,388, 51.8% (female), 48.2% (male)2
There are 18 recognized religious groups. Different religious communities have their own
personal status laws which govern legal procedures in matters of marriage, divorce and
inheritance.4
Sources: 1 The Global Gender Gap Index 2015 (World Economic Forum), 2 UN refugee agency 2016, 3 United Nations Development Program 2013.4 Lebanon MENA Gender Equality Profile Status of Girls and Women in the Middle East and North Africa 2011 (UNICEF).
What is new in policies?
 Lebanon increased the length of paid maternity leave from 49 days to 70 days (World Bank,
2016: Women, business and the law. Retrieved from http://wbl.worldbank.org/~/media/
WBG/WBL/Documents/Reports/2016/Women-Business-and-the-Law-2016.pdf ).
 For the first time, Lebanon has adopted domestic violence legislation. The law defines all
forms of domestic violence and establishes clear criminal penalties. It protects spouses and
family members and allows victims to apply for protection orders that can provide for removal of the perpetrator from the home and prohibition of contact with the survivor and
has a special procedure to hear these cases (World Bank, 2016: Women, business and the
law. Retrieved from http://wbl.worldbank.org/~/media/WBG/WBL/Documents/
Reports/2016/Women-Business-and-the-Law-2016.pdf).
 There are campaigns led by activists to improve the laws on sexual discrimination in the
workplace, biases in leaves and holidays, as well as equal pay for the same type of work
(despite the existence of a law that requires equal pay between men and women)
(Hammoud, 2014: Legal and contextual research on women economic empowerment in
Lebanon. Search for a Common ground. Retrieved from https://www.sfcg.org/wp-content/
uploads/2014/12/Legal_and_Contextual_Research_on_Women_ Economic_Empowerment_in_Lebanon.pdf).
Page 13
CALLS FOR PAPERS
What is new in practice?

Civil society and NGO interventions play an important role in helping to provide resources
aimed at expanding women’s economic opportunities, as well as in helping refugee and rural
women connect with the skills, assets and services they are unable to access elsewhere. However, recent cuts aid provisions, emergency transfers and public resources in rural areas are
creating increasing problems and tensions (UN Women, 2016: Fund for Gender Equality. Lebanon: Supporting women’s empowerment and gender equality in fragile states Retrieved from
http://www2.unwomen.org/~/media/headquarters/attachments/sections/library/
publications/2016/fge__fragile_states_research_brief_lebanon.pdf?
v=1&d=20160321T152824 ).
What is new in Research?

Newsletter Editor
know about your
The study ‘As Long as They Stay Away: Exploring Lebanese Attitudes towards Sexualities and
Gender Identities (2015)’ by the Gender and Sexuality Resource Center and the Arab Foundation for Freedoms and Equality (see http://afemena.org/) explored the extent of societal acceptance concerning sexuality, homosexuality and transgender identities; including employment opportunities and discrimination.
Recent Publications:

accomplishments!


Sidani, Y.M., Konrad, A., and Karam, C.M. (2015). From female leadership advantage to female
leadership deficit: A developing country perspective. Career Development International, 20(3),
273-292.
Naguib, R., Jamali, D. (2015). Women Entrepreneurs in the Middle East: A Multi- Level Institutional Lens. Gender in Management: An International Journal, 30(2), 135-161.
Afiouni, F. (2014). Women’s careers in the Arab Middle East: Understanding institutional constraints to the boundaryless career view. Career development International, 19(3), 314-336.

Karam,C.M., & Jamali,D. (2013). Gendering CSR in the Middle East: An institutional perspective, Business Ethics Quarterly. 23(1), 31-68.

Tlaiss, H.A. (2013) .Job satisfaction of women managers in Lebanon: The effect of organizational factors in the services industry. International Journal of Cross Cultural Management, 13(3),
279.
Tlaiss, H., & Kauser, S. (2011).The impact of gender, family, and work on the career advancement of Lebanese women managers. Gender in Management, 26(1), 8-36.

GDO INFORMATION STREAM
A great way to stay connected with those interested in gender and diversity issues in organizations
is the GDO listserv. GDO listserv plays a critical role in connecting and engaging members from all
geographical locations. This article informs new GDO members of available communication tools;
provides further understanding for existing GDO members; and, encourages participation from all!
Page 14
GDO INFORMATION STREAM
GDO Division Listserv The Academy of Management (AOM) offers close to 50 listservs
(electronic mailing lists) to its members; one for each of the AOM Divisions (ours is GDO-L) and
others which target specific audiences (e.g., STUDENT-L). Some listservs require specific division
membership to join, some allow attachments, others do not, etc. These listservs can be found at
http://aom.org/Networking/ListServs.aspx
The GDO listserv is open to all Academy of Management members, regardless of division membership. However, your membership in the GDO division does not automatically add you to the
GDO listserv; you must request membership. All subscription requests are sent to the Listserv
Manager, who verifies AOM membership before approving subscription requests. Currently the
GDO listserv has 967 members and this number has grown steadily during the last few years.
Why should I join the GDO Listserv?
It is an efficient way to stay on top of specific news relevant to Gender and Diversity Scholars,
Students and Practitioners. Common posts to the listserv include:
· Calls for proposals
· Announcements of special issues and conferences
· Job opportunities
· Conference workshops relevant to gender and diversity
· Award nominations & announcements
· Communications from the GDO division chair and executive committee
· Unpublished work requests (i.e. Meta-analyses)
· GDO newsletter dissemination, requests for articles
How do I join?
It is very easy to join, just copy the following link into your internet browser:
http://aomlists.pace.edu/scripts/wa.exe?SUBED1=GDO-L&A=1
Enter your email address and name, then simply click “Join GDO-L”. Yes, it is that simple!
OR go to www.aomonline.org, select the “Member Services” at the top of the page, then select
“Benefits and Services”. Links to all AOM listservs are located under “Expand your Professional
Network” tab about half way down this page. Find GDO-L in the list, click on “Subscribe”. Enter
your email address and name, then click “Join GDO-L”. Soon, the Listserv Manager will verify
your membership and send you a confirmation email providing simple instructions for posting to
or exiting the Listserv.
How do I post something?
This is a very simple task, email to the list GDO-L@AOMLISTS.PACE.EDU . Or you can go the following website: http://aomlists.pace.edu/scripts/wa.exe?P1&L=gdo-l
Remember to use the same email address that is associated with your listserv subscription when
posting.
Is there a protocol for posting?
Yes, listserv Rules and Etiquette can be found at: http://aomlists.pace.edu/guidelines.asp
How can I see old listserv postings?
If you accidentally deleted a post or want to simply review the latest postings in GDO, go to the
listserv archives at http://aomlists.pace.edu/archives/GDO-L.html
What if I am not a member of the GDO listserv?
If you are not a member but you have announcements to post that you think might interest our
members, email Becky Paluch at RMP239@Cornell.edu and I will post on your behalf. Please
include a subject line and complete contact information with your request.
Page 15
WHAT IS GDO?
The domain statement of the Gender and Diversity Division of the Academy of Management covers “content relating to
gender and diversity within and outside organizational boundaries including cultural, societal, and worldwide levels,
and to the influence of group relations on the structuring of societies and the production of knowledge.”
Major topics include theory and research on:
 Gender and its intersections with race, class, and other institutionalized systems of power.
 The impact of group diversity on well-being and effectiveness at individual, group, and organizational levels of
analysis.
 The impact of occupational and organizational structures on marginalized and dominant groups.
 Experiences of members of different social groups, including (but not limited to) groups differentiated by gender, race, ethnicity, class, sexual orientation, gender identity, gender expression, nationality, religion, culture,
(dis)ability, and age.
 The impact of organizational policies, practices, and discourses on dominant and marginalized groups, including:
 critical examination of seemingly neutral assumptions underlying such policies, practices, and discourses,
and their differential impact on these groups.
 The intersection of work, family, and community in relation to one’s social position.
 Institutional and structural barriers to equality and equity across social groups.
 Processes of change that create and foster inclusion, whether from external interventions or from
individuals within groups or organizations.
 The impact of cultural, societal, and national diversity on workers and the workplace.
 Diversity in academia, in general, and in the field of organization studies in particular.
 Cross-national comparative approaches to all of the above.
Gender and Diversity in
Organizations:
A Division of the
Academy of Management
Division Chair:
Lisa H. Nishii
The ILR School, Cornell University
Lhn5@Cornell.edu
Have a submission for the GDO Newsletter?
The GDO newsletter is excited to post news about GDO members. If you have announcements concerning conferences, calls for papers,
book or article publications, awards, honors or promotions, or memorial announcements for those we have lost, please send them in—we
would love to hear from you!
Newsletter Editor: Payal Kumar (payalk1@gmail.com )
Newsletter Editor: Rebecca Paluch (RMP239@Cornell.edu)

Gender and Diversity in Organizations (GDO)

Transcription

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