GENDER, DIVERSITY AND MANAGEMENT TRACK PROPOSAL
EURAM 2006, 17-20 May 2006 Norwegian School of Management
Keywords-Gender, diversity, management, culture, international
The aim of the track is to bring together international scholars with an interest in gender, diversity and
management in order to network, stimulate intellectual ideas and encourage collaborative research.
The vision is to foster the advancement of management knowledge and practice within, and across,
European borders as well as to address gender and diversity developments as they are linked to world
trade and globalization. We want to encourage academic inquiry into gender and diversity fields that
deal with the micro and everyday work practices of managing in organizations including inter alia:
recruitment, selection, learning, management and leadership development, cultural and gender/race
identity processes, as well the broader macro analyses of gender, economic development and
globalization. These themes are briefly expanded upon below.
Gender, and gendered and radicalized power relations are major defining features of most
organizations and managements. These arrangements are not just structured by gender but pervaded
and constituted by, and through gender and/or ethnicity/race; at the same time, organizational and
managerial realities construct and sometimes subvert dominant gender relations, and radicalized
relations. Diversity and difference however, is culturally and socially constituted and needs to be
explored within specific socio-political and geographic regions. Understanding the dynamics of
diversity can assist management scholars and practioners in creating and sustaining competitive
management behaviours and attitudes that are inclusive, not exclusive. Diversity initiatives are
particularly relevant to an understanding of European management initiatives on account of the new
enlarged Europe and Europe’s relations and networks with the international economy. The economics
and politics of transition, and the implications for management systems and structures are important
features that need to be critically evaluated as Europe moves towards greater democratization and
liberalization. There is also a need to consider how developments in European feminism and diversity
agendas are translated and communicated to the global community. Insights on gender and diversity
beyond the European borders are valuable in enhancing academic knowledge and in unveiling the
complexity of business and market processes.
We would encourage contributions from scholars from a broad range of disciplines: economics,
management, psychology, women’s/gender studies, sociology, and development theorists as well as
those who share an interest in advancing theoretical understanding and policy aspects of gender
management and diversity research in the global economy.
We welcome studies of single countries as well as comparative.
Submission subjects could include:
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gender and learning
gender and leadership
gender and management/career development
the contribution of gender, diversity and work/family relations to the overall conference theme
of energizing European management
international and global aspects of gender and diversity, including cross cultural aspects of
managing difference and diversity
gender and diversity issues in transitional economies
diversity and links to corporate performance and gender and entrepreneurship
gender mainstreaming
employment discrimination on grounds of gender, ethnicity, sexuality and race
the presence, absence and development of public and employment policies on gender,
gender equality and diversity in the enlarged European community
femininities, masculinities and sexuality in organisations
feminist theory and organisational analysis
intersections of gender, race, ethnicity and management/organization and work identities
the gendered process of doing research and researching gender and management in
European and international organizations
Track Chairs:
Dr Beverly Dawn Metcalfe
University of Hull Business school
University of Hull
Cottingham Road
HU6 7RX and
Research Associate, Centre for
Diversity and Work Psychology,
Manchester Business School
b.metcalfe@hull.ac.uk
+44 (0) 1482 463947
+44 (0) 7711 163910
Dr Sandra Fielden
Director of Diversity and
Work Psychology Research
Centre
Manchester Business School
University of Manchester
Booth Street West
Manchester
M15 6PB
Sandra.fielden@mbs.ac.uk
+44(0) 161 275 6303
EURAM GDM Track
The track has enjoyed a good number of submissions over the last few years averaging between 2030 formal presentations and started under the leadership of Professor Jeff Hearn Swedish School of
Economics.
The GDM track in Munich organized by Dr B Metcalfe (Hull), Dr E. Swan and Dr C. Gatrell (Lancaster)
was very successful with 23 presentations (with participants form USA, China, Europe (East and
West), Australia, Libya) organized around the following themes:
Managing diversity and HRM in organizations
Gender, learning and management development
Gender and social change in Eastern Europe
Gender and management in the Middle East
Masculinities, femininities and sexualities in organisation
Gender, family and work life balance
The track is thus already internationalizing its research knowledge and understanding.
FUTURE CONTRIBUTION to GENDER AND DIVERSITY MANAGEMENT KNOWLEDGE
1. We would seek to disseminate knowledge and practice by proposing special journal editions which
are linked to the conference. Journal Special issues emanating from previous conference seminars
include:
-Dr Sandra Fielden is the Editor in Chief of Women in Management Review and we would
develop a special issue based on best/themed papers in 2006 arising from the conference
submissions/work in progress.
-‘Theorizing Gender and management’, BJM (due 2007) is being organized by Professor A
Broadbridge and Professor J. Hearn previous track conveners
-‘Developments in gender and management in the Middle East’, Women in Management
Review’ (due 2007) organized by Dr B. Metcalfe
2. Encourage and foster the advancement of gender, diversity and management research especially
within the international field which EURAM, as a leading research organization can contribute to.
Liaise, network and collaborate with complimentary research organizations such as BAM and Gender
in Management Special interest Group (GIMISG) affiliated to BAM, and AOM, which the track
conveners and previous track conveners have been involved with.