We cordially invite you to submit a paper to this topic of EURAM by Jan 15, 2019 EURAM 2019, 26 – 28 June, Lisbon/Portugal
Strategic Interest Group 5:
Gender, Race, and Diversity in Organisations (GRDO)
http://www.euram-online.org/annual-conference-2019.html
05_02
Queer Perspectives: Sexual Orientation, Gender Identity and the Plurality of Self-Concepts in Organisations
Corresponding Proponent:
Thomas Köllen, Universität Bern, IOP, Switzerland, thomas.koellen@iop.unibe.ch
Proponents:
Fiona Colgan, Birkbeck, University of London, UK, f.colgan@bbk.ac.uk
Eddy Ng, Dalhousie University, Halifax, Canada, edng@dal.ca
Simone Pulcher, Università degli Studi di Milano, Italy, simone.pulcher@unimi.it
Short Description
In organization and management research, a small but increasing amount of attention has been cast on the issues experienced by lesbian and gay employees in the workplace, and organizational responses to these issues. Those issues experienced by bisexual and transgender employees have, until now, largely been overlooked. Many organizations use the term LGBT (sometimes LGBTI) to designate the target group of organizational practices (e.g., diversity management), although, in reality, they are usually aimed at lesbian and gay employees. As transgenderism and intersexuality are not related to a certain sexual orientation, subsuming these phenomena into one umbrella term, together with different sexual orientations, marginalizes the unique stressors transgender or intersex employees have to face. Unique experiences of transgender employees, for example, can appear before, within, and after transitioning. In this context, this track encourages researchers to submit contributions that broaden the understanding of both issues related to employees' sexual orientation (such as being bisexual, lesbian, gay, and also on heterosexuality), and issues that are specifically related to transgender or intersex employees.
We invite scholars to submit papers that address LGBTI and plurality issues from a variety of different perspectives. Possible research questions may address:
- Understanding more fully the experiences of lesbian, gay, bisexual, transgender, and/or intersex employees.
- Processes of (de)categorization in employees' identity formation/management
- Exploring the general plurality of self-concepts in terms of workplace diversity
- How sexual orientation or gender identity may affect career paths as well as career aspirations (e.g. preferring "supporting role" jobs or stereotype-congruent jobs, low- profile jobs, non-elected jobs, etc.).
- Evaluations of diversity management activities in terms of various individual or organizational outcomes.
- Exploration of the intersection of multiple stigmatized identities of LGBTI people.
- Theoretical considerations on L, G, B, T, and/or I- related issues in organizations (e.g. queer theory, business ethics, and feminist/gender studies).
- Sexual harassment and the experience of micro-aggressions of LGBTI employees.
- LGBT entrepreneurship
- Experience of micro-aggressions of LGBTI employees within the workplace.
- masculinities/femininities at work.
Publishing Outlets:
Equality, Diversity and Inclusion: An International Journal
For more information:
Contact the proponents above mentioned.
Submission Deadline: 15 January 2019 (2 pm Belgian time)
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Dr. Thomas Köllen
IOP, University of Bern, Switzerland
thomas.koellen@iop.unibe.ch
www.koellen.eu
www.iop.unibe.ch