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Volume XVII Issue 2
Spring 2015 NEWSLETTER
Report from the Division Chair
Table of contents:
Report from
Division Chair
1
GDO 5 Year Review
3
Greetings GDO members and welcome to another
GDO newsletter. I am thrilled to bring you good
news in this report of our 5-Year Division Review
Division Chair
Charmine
Feedback, new initiatives underway to make GDO
an even more inclusive and career building division
Report from
Program Chair
4
Report PWD Chair
5
GDO Election
Results
6
International
8
Committee Report
AOM Highlights
9
membership will remain current through the upcoming June 30th AOM census date, as well as a call
for members to encourage new student members
to join the GDO Division.
First, I would like to report on the feedback we
received from the 5-Year Division Review process.
build community (including communications
It is my pleasure to let you know that the Academy
with membership and events at the annual
of Management Board voted to renew GDO as a
meeting).
division for another five years. Both the Board and
Division and Interest Group Relations (DIGR)
Member Updates
15
Committee congratulated the division in putting
Calls
16
pened without our members responding in high
What is GDO?
26
High member satisfaction with the division and
identification among members who consider
GDO their primary division/interest group.

Increase in paper and symposia submissions,
numbers to the review survey and the tireless work
and high level of satisfaction with PDW ses-
of our review team, comprising GDO Executive and
sions, which are indicative of rising member
volunteer members. Here are some excerpts from
engagement.



defined scholarly focus and largely satisfied
tee and expanded efforts to recruit students as
members.
new members via “Early Career Research
Like all divisions, you have challenges, but you
Well-structured division with relatively high
tions, as compared to AOM averages, and indivision review.

Committee” and PhD Project Conference …
(and) Efforts to connect with membership
throughout the year (rather than just during
the annual conference).”
We can be extremely proud of the strategic plan
we put forward in our 5-Year Division Review Submission, which was acknowledged by the AOM
Interdisciplinary division with diverse leadership
Board as providing a strong foundation for division
and continuing efforts to encourage diversity.
growth and flourishing. Indeed, the Board recom-
Strong finances driven by fundraising activities
to supplement AOM allocation.

Strong set of membership recommendations,
including formation of an international commit-
member participation in governance and elec-


GDO is clearly a strong division with a well-
are in a strong position to address them.
Newsletter Editors
Associate Editor:
Ranjna Patel
DBA, Daytona Beach. FL,
patelr@cookman.edu

together a fine report, which could not have hap-
the feedback report:
Editor:
Payal Kumar
XLRI, Jamshedpur
payalk1@gmail.com
Härtel,
University of
Queensland
C.hartel@busine
ss.uq.edu.au
year around, a call for members to check that their
Service-orientation with innovative activities to
mended that we work hard to implement our plan
of short- and long-term initiatives over the next five
years.
Second, and related to our review feedback and the
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Gender & Diversity in Organizations—A division of the Academy of Management
Report from the Division Chair [cont’d]
strategic plan we embarked upon at the commencement of my term as chair, I would like to share some of
the new initiatives already well underway. The GDO Historical Committee was reconstituted with Payal
Kumar accepting the role of Committee Chair. Thanks to Payal and the generosity of our membership, a
large amount of historical documentation has been identified and gathered in one location. Payal is currently
working on getting these important documents scanned to ensure their safekeeping and to make them ready
for filing on the GDO website.
The new initiative of vodcasts on diversity issues in countries outside the U.S. has kicked off, with Vasanthi
Srinivasan volunteering to chair the India Webinar/Vodcast Development Committee and Rowena Ortiz-
Walters accepting the chair role of the Africa/Latin America Webinar/Vodcast Development Committee.
These committees will make their webinars/vodcasts available for GDO member viewing sometime during
October-November of this year.
The international committee, chaired by Corinne Post, has agreed to take on the additional initiative of creating a set of guidelines to ensure all GDO communications and committee and award criteria reflect a global understanding of diversity issues, academic careers, and higher degree by research training.
Third, I would like to thank our Committee Chairs and their volunteer members for their tireless work to
serve our membership and to meet the tight timelines required for a successful conference program. I
would also like to thank our outgoing newsletter editor, Payal Kumar, who will complete her second term
as editor after the next newsletter issue, and who has kindly agreed to continue as an Editorial Advisor.
I welcome the incoming newsletter editor Ranjna Patel patelr@cookman.edu>, who has served previously
as the associate editor of our newsletter. The transition also means that the opportunity to become associate editor is currently available, so please send your expressions of interest to Payal Kumar
(payalk1@gmail.com), copying me in (c.hartel@uq.edu.au).
Lastly, I would like to remind members to check if their membership is current as the renewal census date
which determines the budget we receive for next year’s GDO program is rapidly approaching – the closing
date is 30 June 2015. We would also be grateful for members to take the time to especially encourage students to become members of GDO prior to that date, taking advantage of the low membership rate and
helping the division in its aim to grow student membership numbers.
In closing, let me express again my deep appreciation to all those members of GDO who have contributed
to GDO’s ongoing activities.
Our division is a reflection of our dedication to develop teaching, research, practice, knowledge, organizations, and careers that support inclusion, dignity, and social justice.
Please feel free to email me if there are current or new initiatives for the membership you would like to
help with.
Warmest regards,
Charmine E. J. Härtel,
GDO Division Chair
The University of Queensland (Brisbane, Australia)
c.hartel@uq.edu.au
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
GDO Division 5-year Review
Dear GDO Members,
I am pleased to inform you that we have received feedback on our 5-Year Division Review. The process involved a member survey, development of a report for submission to the AOM Board and Division and Interest
Group Relations (DIGR) Committee for review. You can access the full report on our website (http://
division.aomonline.org/gdo/). Our report was accepted without any changes and the GDO Division has been
renewed for another five years.
The work involved in preparing the 5-Year Review document commenced as soon as I began my term as Division Chair. I wish to acknowledge the important contributions of both members of the GDO Executive and
member volunteers:

I chaired the report and recruited a Review Team representing the current Executive and member base
through member volunteers.

The 5 Year Division Review team, chaired by myself, and comprised of Stacy Blake-Beard, Diana
Bilimoria, Stella Nkomo, Patrick McKay, Tiffany Trzebiatowski, Technology Manager, Sabrina Volpone,
Fida Afiouni, Jawad Syed

Members of the current Executive.

All GDO members who took the time to complete the member survey
I wanted to thank all of you who contributed to making our 5-Year Review a success. We have developed a
clear strategy with ten specific short- and long-term initiatives that we will be implementing over the next five
years. Some of these you will already see in action this year (e.g., online vodcasts in October-November on
diversity issues outside U.S.; international corner in newsletter).
We look forward to continuing to serve our members and welcome your feedback and willingness to volunteer in increasing the positive impact GDO has on our members and society.
Charmine E. J. Härtel
Call for GDO Ambassadors
GDO’s Membership Committee is calling for members who will be attending the AOM meeting in Vancouver
to serve as GDO Ambassadors.
As a GDO Ambassador you will promote the great work of our Division at different scholarly and social
events. There is no need to do any homework, we will provide you with the information you need. This is a
great way to start a conversation with people you meet at the AOM meeting.
If you have always thought of volunteering, but never got around to it, this is an excellent way to make start.
All GDO members; doctoral students, junior faculty, senior faculty can help!
It is just a one off commitment, limited to the AOM meeting and you can fit this around your own scholarly
and social commitments at AOM. Being a GDO Ambassador is a great way to have fun and help out the Division! If you are attending the AOM meeting in Vancouver and can help out, please email Marcus Valenzuela
(marcusv1@nmsu.edu). We look forward to meeting you in Vancouver!
GDO Membership Committee: Sanjee Perere (Chair), Ruth Berstein, Christian Calderon, & Marcus
Valenzula
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
Report from the Program Chair
Dear GDO Colleagues,
It’s time to begin planning your schedule for the annual AOM conference in beautiful Vancouver, B.C., a city
that is hard not to adore. Through your efforts – through your providing a wealth of wonderful submissions
and through your volunteering as reviewers and session chairs – GDO will again have a great program this
year. Our mix of symposia and paper sessions displays a great diversity of scholarship, spanning multiple levels
of analysis, methodological approaches, dimensions of diversity, and geographic foci. I do not have systematic
data on this, but it certainly appears to me that the GDO program is becoming increasingly international, both
in terms of scholarly collaborations and topics. This is something to celebrate! So congratulations to you all.
At this time, the GDO plenary session is still shaping up. As you know the conference theme is opening governance. In line with this theme, the GDO plenary will focus on the challenges of university governance relative to sexual assault on campus. While attention to this complex topic has been growing for years, it
reached a media apex this past fall in the US with the publication and subsequent retraction of the Rolling
Stone article that recounted the events surrounding an alleged rape at a fraternity house at the University of
Virginia. Regardless of what did and did not happen, the article and its retraction highlighted the emblematic
inadequacies of university governance in this area. We are expecting 4 or 5 expert panelists from university
administration and institutes and NGOs involved in research on and responses to campus sexual assault. The
plenary is scheduled for August 10th, from 3:00 – 4:30 pm in the Pinnacle Harbourfront Hotel’s Salon A. As I
Program Chair
said, this the plenary is still shaping up which means I would love to hear from you as to what sort of ques-
Doug Creed
tions you would like to put before the panelists and the audience. I also welcome any other thoughts and
University of Rhode
recommendations. I would like to draw your attention to some showcase symposia:
Island
 Understanding the Implications of Social Class at Work
Tuesday, Aug 11 2015 1:15PM - 2:45PM at Pinnacle Vancouver Harbourfront Hotel in Pinnacle
Harbourfront Ballroom I
CreedatGDO@gmail.com
 Managing Differences between Employees: Different Perspectives on HR
Differentiation
Tuesday, Aug 11 2015 1:15PM - 2:45PM at The Fairmont Hotel Vancouver in Boardroom
There are also several All-Academy sessions that will be of interest to the GDO membership.
 Indigenous Values Plus Economic Value = Sustainable Businesses
Sunday, Aug 9 2015 1:00PM - 2:30PM at Vancouver Convention Centre in Room 117
 Opening Governance to All: A Call for Tailored Approaches to Increasing Diversity in
Organizations
Sunday, Aug 9 2015 2:45PM - 4:15PM at Vancouver Convention Centre in Room 117
 Women’s Roles in Decision Making on Boards of Directors: European and United
States Perspectives
Sunday, Aug 9 2015 2:45PM - 4:15PM at Vancouver Convention Centre in Room 111
Finally, I hope that you will come to our various social and division events to catch up with old friends and
make new ones. Here is the rundown on those:
 GDO Pre-Conference Social Hour
Friday, August 7th, 6-7:30, at the Pinnacle Harbourfront, Port of Hong Kong

GDO Newsletter: June 2015
GDO Welcome Breakfast
Monday, August 10th, 8:15-9:15, Pinnacle Harbourfront, Port of New York

GDO Business Meeting
Monday, August 10th, 6-7:30, Pinnacle Harbourfront, Ballroom I

GDO Social Hour: Monday, August 10th, 7:30-10:00, Pinnacle Harbourfront, Ballroom I
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Gender & Diversity in Organizations—A division of the Academy of Management
Report from the PDW Chair
Visit the online program at (http://program.aom.org/2015/subMenu.asp?mode=setmenu&menuid=14) to begin
creating your customized program. Again, thank you to all of the volunteers who helped the division by reviewing submissions, serving on award committees, and volunteering to be session chairs. I look forward to
seeing all of you in August in Vancouver.
W. E. Doug Creed
GDO Program Chair
University of Rhode Island
creedatgdo@gmail.com
Report from the PDW Chair
I am pleased to announce that the GDO Division will proudly present another exciting program of professional development workshops. As always, we feature the GDO Doctoral Consortium, GDO Junior Faculty Consortium, and GDO Publishing Diversity Research Workshop. The above activities are designed to assist doctoral students, junior scholars, and faculty members, respectively, navigate the dense terrain (at times) of doctoral study, early career adjustment, and proficiency in publishing top-quality research.
The consortia and workshops require pre-registration, and a host of GDO all-stars have agreed to lend their
time and expertise to help our GDO members. The Publishing Diversity Research Workshop
(organized by Raymond N. C. Trau-RMIT University, Belle Rose Ragins-University of Wisconsin-Milwaukee,
and Robin Ely-Harvard University) will be held at the Pinnacle Vancouver Harbourfront Hotel, Salon C on
Friday, August 7th from 12:30PM-3:30PM. The GDO Junior Faculty Consortium (organized by Caren
Goldberg-George Mason University and Charlotte M. Karam-American University of Beirut) will take place in
the Pinnacle Vancouver Harbourfront Hotel, Salon E on Saturday, August 8 th from 8AM-12:30PM. The GDO
Doctoral Consortium (organized by Susan Vinnicombe-Cranfield University and Donna Maria BlanceroBentley University) will be held in the Pinnacle Vancouver Harbourfront Hotel, Salon D on Saturday, August
8th from 9AM-3:30PM.
Finally, we feature an array of PDWs that address practice-oriented and research issues of great importance
PDW Chair
Patrick F. McKay
Rutgers,
gdo@smlr.rutgers.edu
to our membership. The workshops include a who’s who list of participants who are poised to impart useful
knowledge and skills of the benefit to our members. On Friday August 7 th, we offer the “What Do We
Need to Succeed? Navigating an Academic Career as PhD Moms” workshop (organized by Madeline
Toubiana-University of Alberta and Luciana Turchick Hakak-University of the Fraser Valley) in the Pinnacle
Vancouver Harbourfront Hotel, Port of Singapore (8AM-10:30AM), “Ramping up our Game! How We
Can Do a Better Job Teaching Diversity” workshop (organized by Yekaterina Bezrukova-Santa Clara
University and David A Kravitz-George Mason University) in the Pinnacle Vancouver Harbourfront Hotel,
Salon E (8AM-10:30AM), and the “Uncovering the Root Causes of Gender Inequity: Developing an
Agenda for Actionable Research” workshop (organized by Aparna Joshi and Tiffany D. Johnson, both
from Pennsylvania State University) in the Pinnacle Vancouver Harbourfront Hotel in Salon E (11:15AM2:15AM). On Saturday, August 8th, we feature the “Diversity in the Classroom: Best Practices for Recruiting and Retaining Minority Faculty” workshop (organized by Millicent F. Nelson-Middle Tennessee
State University and Angela K. Miles-North Carolina A&T State University) workshop in the Vancouver
Harbourfront Hotel in Port of New York from 10:45AM-12:45PM.
I am excited about the 2015 GDO Professional Development Workshop program. It covers a broad variety
of topics of great relevance to our membership. I look forward to seeing you in Vancouver in August.
Patrick F. McKay
PDW Chair
(Rutgers University) pmckay@smlr.rutgers.edu
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
GDO Election Results
Dear GDO Members,
We are through with the 2015 GDO elections and would like to thank you all for your participation. This year
we had a strong participation with 28% of our members voting.
We are pleased to announce the names of the elected members
Division Program Chair Elect and PDW Chair - Donna Blancero
Representatives at Large - Joy Beatty, Michelle Duguid, and Charlice Hurst
Treasurer - Caren Goldberg
Division Chair - Lisa Nishii
Division Chair-Elect - Douglas Creed
Division Program Chair - Patrick McKay
Please join us in congratulating the winners on their new roles. We extend our sincere
appreciation to all the candidates for their willingness to serve the organization.
Donna Maria Blancero is an Associate Professor at Bentley University, primarily teaching
Managing Diversity at Work and facilitating faculty and staff diversity retreats. Her work
has been published in outlets such as the Journal of Organizational Behavior, Cross Cultural Management, Industrial Relations, and the Business Journal of Hispanic Research.
She is the founding editor of The Business Journal of Hispanic Research, was recently the
guest editor for a special issue on Latinos for the Journal of Managerial Psychology, and
co-edited a book on Hispanic issues.
She is a longtime member of the GDO division and has been professionally active in GDO related issues for 20
years. Her goals are to continue the inclusive nature and to encourage researchers from around the world to
actively participate in our program and our governance. She have held leadership positions in the past, as the
past chair the National Chair of the National Society of Hispanic MBAs (NSHMBA) and the past president of the
Management Faculty of Color.
With regard to GDO, she have been quite active for more than a decade, including membership in the executive
committee since 2008. She have lead several key committees (Membership, Janet Chusmir Award, Junior Faculty
Consortium) and have been an active member in many others. She have presented papers, been on symposia,
and/or acted as a chair or discussant just about every year for the past ten years. She is also on the executive
committee for the Diversity and Inclusion Theme Committee at GDO.
Joy Beatty is an Associate Professor of Management at the University of Michigan –
Dearborn, and has been an active member of the GDO division since 1999. Her research interests include chronic illness, disability, and invisible stigma in the workplace.
She previously served on the GDO Executive Committee from 2008 to 2011. She is an
associate editor for Journal of Management Education and Organization Management
Journal, and is on the editorial boards of Academy of Management Review and Academy of Management Learning and Education. Her diversity-related research has appeared in Academy of Management Review, Employee Responsibilities and Rights Journal, Journal of Occupational Health Psychology, and Women in Management Review.
Michelle Duguid joined the Olin Business School faculty in 2009. She received her
M.S. and Ph.D. from Cornell University. Her primary research streams include
social status, power and politics and diversity in organizations. Michelle's research
has been published in premier academic journals such as Administrative Science
Quarterly, The Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Organization Science and Psychological Science. Her
research has also been cited in many media outlets such as Forbes, the New York
Times and the Economist.
Charlice Hurst is an assistant professor of management at the University of Notre Dame. Before moving to Notre Dame in 2014,
Charlice was an assistant professor at the University of Western Ontario (Ivey) for
four years. Charlice has been a member of the GDO division for nearly ten years,
and has co-organized or served as a panelist for numerous professional development workshops about work-family issues. This year, she is the co-organizer of a
PDW entitled "Building a Career, Having a Life, and Transforming Institutions:
Changing the Conversation about Work-Life in the Academy."
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
GDO Election Results (cont’d)
Charlice has previously published papers on the roles of gender, socioeconomic background, and attractiveness
in career success. She is currently working on research about the effects of gender and family status on managers' willingness to support organizational transitions to virtual work.
Yvonne Benschop is Professor of Organizational Behavior at Institute for Management
Research at Radboud University Nijmegen, the Netherlands. She is affiliated with the Institute for Gender Studies at Radboud University. Her main sources of inspiration are feminist organization studies and critical management studies. Her work centers on the informal organization processes that produce inequalities and on ways to change these. Current
research projects include the intertwinement of gender practices and networking practices;
gender and inclusion in leadership; a European comparative study on gender in precarious
academic careers (GARCIA,www.garciaproject.eu) and the development of interventions
and instruments for organizational change towards gender equality, diversity and inclusion.
Over the years, Yvonne has been involved in the Academy of Management in various capacities: as best practice
chair for the Diversity and Inclusion Theme Committee (DITC), as an executive committee member for GDO
and she currently serves as member of the GDO Sage Scholarly Award committee.
Caren Goldberg is currently completing her third year serving on the GDO Executive
Committee and is co-chairing the division’s doctoral consortium for the third consecutive year. Beyond these more visible roles serving the division, Caren has been actively
involved in the GDO division since 1992. She has served as a GDO reviewer, discus-
sant, facilitator, roundtable leader, and best paper committee member for AoM. She
has also been a GDO reviewer and track chair for SMA. Caren served as an Associate
Editor for GOM, where she remains on the Editorial Board. She has also been on the
Editorial Boards of HRM since 2003 and JOM from 2003 to 2009. Her research, which
focuses primarily on relational demography and sexual harassment, has been published
in outlets such as JAP, HRM, JOB, and GOM. She recently completed a five-year term
on a SHRM/ANSI taskforce, charged with developing standards for practice in Diversity and Inclusion. In addition, she has been interviewed by Forbes, Crain’s NY, Detroit Free Press, USNWR, HRMagazine, and Dateline
NBC, to bring topics such as sexual harassment, discrimination and the gender wage gap to mainstream media.
I look forward to seeing you at the 2015 Annual Academy of Management Meeting in Vancouver.
Stacy Blake-Beard, Chair,
Elections Committee,
stacy.blakebeard@simmons.edu
Book release announcement
Decent Work, Green Jobs and the Sustainable Economy: Solutions for Climate Change and
Sustainable Development
By Peter Poschen
Foreword by Guy Ryder, Director-General, ILO
Published in June by Greenleaf Publishing, with the International Labour Organization (ILO) Decent Work, Green
Jobs and the Sustainable Economy demonstrates that green jobs can be a key economic driver, as the world steps
into the largely uncharted territory of building a sustainable and low-carbon global economy. Poschen shows
that positive outcomes are possible, but require a clear understanding of the opportunities and challenges.
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
International Corner
About Brazil
With a population of over 200 million, the largest country in
South America has undergone significant growth and changes
in recent years. In terms of diversity, it presents a unique mix
of religions, ethnicities and sub-cultures. A closer look shows
development in policy; however, in practice, inequalities still
exist.
WHAT IS NEW IN GENDER AND
DIVERSITY IN ORGANIZATIONS
AROUND THE WORLD?
AOM´s Gender and Diversity in Organizations (GDO) Division aims to bring
content related to gender and diversity
within and outside organizational
Ethnic groups: white 47.7%, mulatto (mixed white and black)
boundaries across the world to its
43.1%, black 7.6%, Asian 1.1%, indigenous 0.4%
international community. If you are
Age structure: 0-14 years: 23.8%, 15-24 years: 16.5%, 25-54
interested in contributing as a roving
years: 43.7%, 55-64 years: 8.4%, 65 years and over: 7.6
reporter for the International Corner,
Religion: Roman Catholic 64.6%, other Catholic 0.4%,
please Clarice Santos
Protestant 22.2%, other Christian 0.7%, Spiritist 2.2%, other
(clarice.santos@coppead.ufrj.br) or
1.4%, none 8%, unspecified 0.4%
the GDO Newsletter Editor.
Overall population sex ratio: 0.97; Labor force participation
(female-to-male ratio): 0.76 (Sources: CIA World Factbook, IBGE, The World Economic Forum)
What is new in gender and diversity policies?
The legally mandated 120-day maternity leave is now extended to cases of adoption of children under 12. In
addition, the leave is now transferable to the mother´s partner, in cases of death or abandonment.
The government is currently discussing changes to the country´s retirement policy. The proposed change
proposes a calculation based on the formula 85 (women)/95 (men), which is a combination of age and years
worked.
A study conducted by Coppead with HR representatives reveals trends in diversity practices. Some of those
include: 1) More organizations have extended health insurance coverage to same-sex partners.
2) Organizations are having difficulties fulfilling their people with disabilities quota. Firms with at least 100
employees must reserve a percentage of jobs to people with disabilities (from 2% to 5% based on firm size).
What is new in gender and diversity research?
Research on gender and diversity in organizations published domestically can be found in the following management journals: Brazilian Administration Review (BAR), Brazilian Business Review (BBR), Organizações e
Sociedade (O&S), Revista de Administração e Empresas (RAE), Revista de Administração Contemporânea
(RAC), Revista de Administração Pública (RAP), among others.
Clarice Santos
ANPAD (Associação Nacional de Pós-Graduação e Pesquisa em Administração)
http://www.anpad.org.br/
The Brazilian Academy of Management was founded in 1976 and interacts with academia, organizations,
government and the international community promoting the development of teaching, research and the
development of knowledge in the area of Management. The association has a division that focuses on
People Management and Labor Relations whose Theme 1 is Work and Diversity, including the topics of
Gender, Sexual Orientation, Generations, Social Classes, Ethnicities, Religions, People with Disabilities,
Discrimination, and Inclusion at Work.
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 HIGHLIGHTS
GDO Doctoral Consortium
There is still time for you or one of your students to register for this. If you are an advanced doctoral student with research interests in diversity and/or Gender, you will not want to miss the 2015 Doctoral Consortium. This is a day-long event to be held on Saturday, August 8, 2015, as part of the pre-conference program at the 75th Annual Meeting of the Academy of Management in Vancouver, British Columbia, Canada.
This year’s consortium includes an exciting mix of panels and activities designed to provide doctoral stu-
dents with GDO interests a realistic preview of an academic career, advice from journal editors, tips on
fostering collaborations, and suggestions for teaching. Participants will hear from a stellar line up of scholars
from all over the world We will also be providing doctoral students with a unique and invaluable opportunity - using information that registrants provide to us about their research interests, we will be matching
them with senior scholars for a one-on-one mentor lunch.
Applicants must meet the following criteria to participate:1) Be endorsed by their advisor; and
2) Have made significant progress towards completing their Ph.D. (ideally working on their dissertation).
Preference will be given to advanced students who are applying for jobs in the fall of 2015, with the intention of starting their faculty position in 2016. The deadline for applying to participate is July 10, 2015, alt-
hough we will utilize a rolling admissions process and therefore encourage doctoral students to apply as
soon as possible to secure a spot (space will be limited to 20 students). As some schools base funding availability on acceptance to the consortium, we encourage students whose funding is uncertain to apply before
the deadline to ensure full consideration and a prompt notification of acceptance.
Those interested should send an email to the chairs of the consortium, Drs. Charlotte M. Karam
(charlotte.karam@aub.edu.lb) Goldberg (caren.goldberg@yahoo.com) and include:
1) a short endorsement letter from an academic advisor;
2) a statement of research interests and career goals, including a dissertation summary if possible;
3) a curriculum vitae.
Once accepted to participate, registrants will receive a link to a short online survey designed to collect additional information that will be used to customize the consortium to participants’ needs and interests as
much as possible.
GDO Junior Faculty Consortium
We are delighted to announce the annual GDO Junior Faculty Consortium which will be offered at the
2015 AOM in Vancouver. Please register as soon as possible. We encourage all junior faculty who are engaged with GDO research interests to join us, Donna and Sue, for a second year running this event. It will
be held on Saturday morning, August 8th from 8.0am until 12.30pm.
We have a great mix of panels which will cover getting a position and gaining tenure, establishing a research
and writing reputation and advice on how to maintain work life integration. This year for the first time we
will be joining the Doctoral Consortium to hear from editors of diversity journals on how to get publishedit's a terrific line up! As usual both breakfast and lunch will be provided, so come and nurture yourselves
with food and friendship. This year for the first time we will be joining the Doctoral Consortium to hear
from editors of diversity journals on how to get published- it's a terrific line up! As usual both breakfast and
GDO Newsletter: June 2015
lunch will be provided, so come and nurture yourselves with food and friendship.
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Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 HIGHLIGHTS [cont’d]
Diversity Research Publishing Workshop
Friday, August 7, 2015, 12:30 PM to 3:30 PM
Manuscript submission deadline: June 29th, 2015
PDW Organizer: Raymond Nam Cam Trau, RMIT University (raymond.trau@rmit.edu.au)
PDW Chairs: Belle Rose Ragins, University of Wisconsin-Milwaukee
Robin Ely, Harvard University
Deadline: Deadline for registration and submission of manuscripts is June 29th, 2015 (contact Raymond
Trau at raymond.trau@rmit.edu.au for registration).
Objective of Workshop
The goal of this PDW session is to advance the careers of junior faculty - especially those in underrepresented groups - by helping them publish diversity research in top-tier academic journals. This workshop will offer participants a chance to have their work reviewed by leading scholars in the field. These
scholars have served as editors, associate editors and editorial board members of leading SQ, AMJ, AMR,
Academy of Management Annals, JAP, Organization Science, Organization Studies, Personnel Psychology,
Journal of Management, Journal of Organizational behavior, Personnel Psychology, Journal of Management,
Journal of Organizational Behavior, OBHDP, AMLE, Group and Organization Management, Human Relations, British Journal of Management, Journal of Business and Psychology, and Organization. OBHDP, AMLE,
Group and Organization Management, Human Relations, British Journal of Management, Journal of Business
and Psychology, and Organization.
Reviewers include (listed alphabetically):
·
Susan Ainsworth, U. of Melbourne
·
Derek Avery, Temple U.;
·
Jennifer Berdahl, U. of Toronto;
·
Shelley Brickson, U. of Illinois, Chicago;
Raja Chattopadhyah, Hong Kong U. of Science and Technology;
GDO Newsletter: June 2015
·
Judy Clair, Boston College;
·
Marta Elvira, IESE Business School;
·
David Harrison, U. of Texas at Austin;
·
Charmine Härtel, U. of Queensland;
·
Michelle Hebl, Rice U.;
·
Eden King, George Mason U.;
·
Katherine Klein, U. of Pennsylvania;
·
Alison Konrad, U. of Western Ontario;
·
David Kravitz, George Mason U.;
·
Barbara Lawrence, UCLA;
·
Patrick McKay, Rutgers University;
·
Tanya Menon, Ohio State U.;
·
Ashleigh Rosette, Duke U.;
·
Ann Marie Ryan, Michigan State U.;
·
Maria Triana, U. of Wisconsin, Madison;
Page 11
Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 HIGHLIGHTS [cont’d]
Manuscript Submission Process
Due to the intense nature of the review process, a limited number of manuscripts will be selected for the
workshop. Manuscripts will be selected based on the following criteria: (1) they are within the content domain of GDO, (2) they are not currently under journal review, and (3) they are in near-final form for submission to a refereed journal. Although authors may submit more than one manuscript, only one per author will
be selected for the workshop. We will give priority to junior faculty who are first authors of the manuscript,
and they should also provide a focus for the review process by describing a particular dilemma, question, or
concern s/he would like the reviewers to discuss, as well as the name of the targeted journal. and they
should also provide a focus for the review process by describing a particular dilemma, question, or concern
s/he would like the reviewers to discuss, as well as the name of the targeted journal.
This session is aimed at junior faculty, but doctoral students are encouraged to attend the session in order
to learn about the review process. People can attend this session without having a manuscript under review,
but all attendees need to register for the session and be willing to read the manuscripts prior to the session.
We have limited seats for participants who therefore will be selected on the basis of ‘first-in first-serve’.
Authors, discussants/reviewers and scribes (who write notes and report back to the large group on key insights) will be assigned to review tables based on either the topic or the targeted journal. All participants will
be asked to read the manuscript(s) that will be discussed at their table before coming to the session in order
to provide helpful feedback to the authors. Each participant will have the opportunity to participate in two
reviews over the course of the session.
Raymond Trau, PDW Organizer, RMIT University (raymond.trau@rmit.edu.au)
NEWSLETTER EDITOR REQUIRED
The role of the GDO Division Newsletter Editor is to communicate news in the form of
the newsletter to the members. This involves creating and disseminating three issues of
the newsletters every year. Prof Payal Kumar, the Editorial Advisor, will train the new
editor to create two versions of the newsletter (RTF version and a Microsoft Publisher
version), after collecting information from both members and reports from executive members.
The benefits of this role are that the Newsletter Editor has the opportunity to connect with various members of the division, while also gaining an insight into GDO Division activities. There is also ample opportunity to use one’s creative skills. This is a two-year commitment: from January 2016 as associate editor, and
then from January 2017 as newsletter editor.
Requirements
a. Must be a member of the GDO Division.
b. An eye for detail and excellent English, for editing purposes
c. The ability to style references
d. Page making skills would be preferable.
Application process
Applicants must submit a brief 500 word Statement of Interest explaining a) Why are you interested in the
Newsletter Editor position? b) Why do you feel you are qualified for the position?
Please send your application to Payal Kumar (payalk1@gmail.com) with a cc to Charmine Härtel,
(C.hartel@business.uq.edu.au) by 31st July, 2015.
GDO Newsletter: June 2015
Page 12
Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 HIGHLIGHTS [cont’d]
GDO Scholarly Contributions Award
The Gender and Diversity in Organizations Division proudly confers an annual award for outstanding
scholarship within the GDO domain. Sponsored by Sage Publications, this award recognizes a present or
past member of the division who has made significant cumulative scholarly contributions advancing our
knowledge of gender and diversity in organizations. Scholarly contributions include the creation and dissemination of new knowledge in the form of conceptual, applied, empirical and/or theoretical works.
The Committee Members for this year are: Yvonne Benschop, Mikki Hebl, Maureen Kilgour, Carol Kulik
and Lynn Offermann, Chair.
Thanks to all who nominated candidates this year. The Committee has been hard at work, and the winner
will be announced at the GDO business meeting in Vancouver.
Diversity and Inclusion Theme Committee (D&ITC)
Chair: Christina Stamper, Western Michigan U.
PDW Chair: Isabel Metz, U. of Melbourne
Here is the D&ITC AOM program that may be of interest to GDO members:
Friday, Aug 7 2015
9:00AM 11:00AM
Pan Pacific
Vancouver
(Pan): Coal
Harbour
Suite
Effective member interactions across cultures (D&ITC, GDO)
This workshop aims to challenge one’s conscious and unconscious biases and also
explore the construct of Cultural Intelligence as a means of facilitating effective member interactions across cultures.
One of the key takeaways are practical steps to build a more inclusive and highperforming culture within the AOM.
Stacy Blake-Beard, Simmons College;
Payal Kumar (Chair), Xavier Labour Relations Institute;
Thomas Parel Verghese, U. of South Australia.
9:00AM –
10:30AM
Diversity and Inclusion in Career Transitions: Crossing the AcademiaIndustry Gap (D&ITC, PTC, CAR, HR)
Pan: Crystal
Pavilion Ballroom C
The diverse careers of current AOM members suggest that the traditional structure
(from Assistant to Full/Chaired Professor) no longer serves the needs of all members.
This PDW provides an opportunity for all to share ideas and learn about ways and
options to navigate career transitions in a global workplace, in and outside of academia.
Belinda C. Allen, Monash U.; Christina Sue-Chan, City U. of Hong Kong; Lissa
Virginia Young, United States Military Academy; Kuo Frank Yu, City U. of Hong
Kong; Anastasia Belikova, City U. of Hong Kong; Peter Bycio, Xavier U.; Minghui Cheng, McMaster U.; Fedor Ovchinnikov, Center for Evolutionary Leadership; Mary Kate Stimmler, Google Research.
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 HIGHLIGHTS [cont’d]
10:45AM - 12:15PM
Pan: Crystal Pavilion
Ballroom C
Challenges and Coping Mechanisms of International PhD Students in the United States (D&ITC, GDO)
This workshop addresses and discusses the unique challenges international
PhD management students face when studying in a US doctoral institution.
The PDW offers ‘hands-on’ coping mechanisms to offset the effects of
these challenges and provides a platform for international students to network with each other.
Marcus Valenzuela, New Mexico State U.; Gabriella Lewis, New Mexico State U.; Sean Rogers, New Mexico State U.; Hongguo Wei, Case
Western Reserve U.; Joo Hun Han, Rutgers U.; Maria Fernanda Wagstaff, The U. of Texas at El Paso; Sargam Garg, Rutgers U.;
12:00PM - 2:00PM
Pan: Gazebo 1
Fostering an Inclusive Environment: Empowering Individuals to
Build Meaningful Relationships (D&ITC, GDO)
Good conversational skills and sound relationship building techniques are
critically important to career and personal growth for both academics and
practitioners. This PDW will teach empowerment and inclusion tools to
improve networking effectiveness. Join us to help break down feelings of
exclusion within our academy.
Kahlil King, Drexel U.; Waheeda Lillevik, College of New Jersey; Janet K. Tinoco, Embry Riddle Aeronautical U.; Laura Guerrero, The U.
of Texas at El Paso; Kara Anne Arnold, Memorial U. of Newfoundland;
Saturday, Aug 8 2015
8:00AM - 9:30AM
Opening AOM Governance to Create International Dialogue
(D&ITC, ITC, INDAM, IAM)
Pan: Gazebo 2
Internationalization is one of the areas of strategic intent for the Academy of Management. The current governance structure seems to be
working towards achieving diversity in terms of gender and race, but the
AOM governance structure still needs to be more inclusive of professionals who are acculturated and trained in scholarly traditions different
from the United States. This PDW seeks to convene leaders and members of the AOM, and its affiliated and associated societies to seek a new
definition of internationalization, and to propose initiatives to open
AOM leadership and governance to multiple international paradigms.
Susana Velez-Castrillon, U. of West Georgia; Uma Kedharnath,
Colorado State U.; Doyin Atewologun, Queen Mary U. of London;
Travor C. Brown, Memorial U. of Newfoundland; Jacky Holloway, -;
Julio O. DeCastro, Babson College; Luca Gnan, Tor Vergata U.;
Judy Muthuri, International Centre for Corporate Social Responsibility;
Lucrezia Songini, Bocconi U.; Arup Varma; Loyola U. Chicago;
9:45AM - 11:45AM
Pan: Gazebo 2
Indigenous Perspectives on the UN Declaration and the PRME (D&ITC, MED)
The UN Global Compact issued the Business Reference Guide to the UN Declaration of the Rights of
Indigenous Peoples (BRG) in 2013. This session provides commentary from a panel of seven Indigenous
management scholars from Australia, New Zealand, and the United States about the importance and
meaning of the BRG and its implications for teaching, research, assisting business with meeting the challenges of the BRG, and possible stakeholder dialogues.
Amy Klemm Verbos, U. of Wisconsin, Whitewater; Deanna M. Kennedy, U. of Washington, Bothell;
Chellie Spiller, U. of Auckland; Ella Yvette Henry, Auckland U. of Technology; Rachel Maunganui
Wolfgramm, U. of Auckland;
Joseph Gladstone, New Mexico State U.; Michelle Evans, Charles Sturt U.; Daniel Stewart; Gonzaga U.;
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
AOM 2015 Highlights [cont’d]
2:45PM - 4:45PM
Pan: Crystal Pavilion Ballroom B
Changing the Conversation about Work-Life in the Academy to Transform Organizations
(D&ITC, GDO, CAR, HR, OB)
There is an ongoing conversation regarding the challenges of managing academic careers and personal interests and responsibilities. However, little has actually changed in organizations and the conversation is
often limited to heterosexual women’s individual struggles with work-life. In this session, a diverse set of
panelists (e.g., single and married mothers and fathers, people without children, an LGBT man) will discuss
three types of change surrounding work, life, and family.
Charlice Hurst, U. of Notre Dame; Jennifer Lynn Eury, Pennsylvania State U.; Jennifer Miner Knippen, U. of Virginia; Ellen Ernst Kossek, Purdue U.; Beth Ann Livingston, Cornell U.; Jennifer Lynn
Eury, Pennsylvania State U.; Steve Matuszak, Virginia Tech; Rhett Andrew Brymer, Miami U.; J
Goosby Smith, Pepperdine U.; Shaun Pichler, California State U.; Willow Sheremata, York U.;
Denise Lewin Loyd, U. of Illinois at Urbana-Champaign; Emily S. Block, U. of Notre Dame.
2:00PM - 4:00PM
Fairmont Waterfront Hotel: Mackenzie Room 1
Diversity and Inclusion in the Academy: A Town Hall Meeting
At this highly interactive session, the D&ITC leadership will share progress since last year's Town Hall.
Most of the session will focus on participant sharing of inclusion experiences in the Academy, ideas about
how to make AOM more inclusive, and best practices at AOM for diversity and inclusion.
Christina L. Stamper, Western Michigan U.; Isabel Metz, U. of Melbourne; Yvonne Benschop, Radboud U. Nijmegen; Jenny Hoobler, U of Illinois Chicago; Eddy S. Ng, Dalhousie U.; Christina SueChan, City U. of Hong Kong; C Douglas Johnson, Georgia Gwinnett College; David B. Zoogah, Morgan State U. ; Yuka Fujimoto, Deakin U.; Donna Blancero, Bentley U.; Hamid Kazeroony, ACBSP.
4:15PM – 5:45PM
Fairmont Waterfront Hotel: Mackenzie Room 1
Diversity and Inclusion Theme Committee’s Connections Cafe
Open to all AOM conference attendees; you are invited to connect with other members at this social following the D&ITC Townhall.
Christina L. Stamper, Western Michigan U.; Isabel Metz, U. of Melbourne; Yvonne Benschop, Radboud U. Nijmegen; Jenny Hoobler, U of Illinois Chicago; Eddy S. Ng, Dalhousie U.; Christina SueChan, City U. of Hong Kong; C Douglas Johnson, Georgia Gwinnett College; David B. Zoogah, Morgan State U. ; Yuka Fujimoto, Deakin U.; Donna Blancero, Bentley U.; Hamid Kazeroony, ACBSP.
5:00PM - 7:30PM
Pan: Crystal Pavilion Ballroom B
Writing (and talking) differently about diversity: Addressing the normalization of othering
(D&ITC, GDO, OB)
The purpose of this PDW is to address the normalization of othering and to further promote and establish
practices of inclusive language use in writing and talking. We will pull together insights to stimulate our own
professional development as well as to develop further guidelines on inclusive language use for AoM.
Claartje J Vinkenburg, VU U. Amsterdam; Maddy Janssens, KU Leuven; Doyin Atewologun, Queen
Mary U. of London; Suzanne M. Gagnon, McGill U.; Erika Verniece Hall, Emory U., Gozuieta Bus
Sch; Denise Lewin Loyd, U. of Illinois at Urbana-Champaign; Carolin Ossenkop, VU U. Amsterdam;
Laurence Romani, Stockholm School of Economics; Bjoern Z. Ekelund, Human Factors.
Sunday August 9th, 2015, 11:15am – 1:15pm
Fairmont Waterfront Hotel: Waterfront Ballroom A
Opening Governance for Diversity and Inclusion in the Academy
All Academy Theme PDW: Exchange views with current and past presidents. One of this PDW’s goals is to
enhance trust and transparency between the AOM leadership and its members by providing AOM members with an insight into the inner workings and governance of the AOM.
Organizers: Eddy Ng, Dalhousie U.; Isabel Metz, U. of Melbourne; Alan Richter, QED Consulting.
Panelists: Paul Adler, President Academy of Management (AOM); Duane Ireland, Past President, AOM;
Anne Tsui, Past President, AOM; Rosalie Tung, Past President, AOM & President, Academy of International Business; Mary Waller, AOM Board of Governors; Deb Cohen, Society for Human Resource
Management; Silviya Svejenova, European Group for Organisation Studies;
Micheal Stratton, Organizational Behavior Teaching Society
GDO Newsletter: June 2015
Page 15
Gender & Diversity in Organizations—A division of the Academy of Management
MEMBER UPDATES
Recent Publications
Avery, D. R., Volpone, S. D., & Holmes IV, O. (in press). Racial discrimination in organizations. In A. J.
Colella & E. B. King (Ed.), The Oxford Handbook on Workplace Discrimination. Oxford: Oxford University
Press.
Katerina Bezrukova, Chester S. Spell, David Caldwell, & Jerry Burger (in press). A Multilevel Perspective on
Faultlines: Differentiating the Effects between Group- and Organizational-Level Faultlines. Forthcoming in the
Journal of Applied Psychology.
Härtel, C. E. J. & O’Connor, J.M. (2015). Disabled persons in the workplace. In J. Syed & M. Ozbilgin (Eds.),
Managing Diversity and Inclusion. London: Sage Publications.
Lu, Y., Samaratunge, R. & Härtel (2015), Skilled Migration, Expectation and Reality: Chinese Professionals and
the Global Labour Market. Ashgate Publishing.
Little, L., Major, V., Hinojosa, A., & Nelson, D. (2015). Professional image maintenance: How women navigate
pregnancy in the workplace. Academy of Management Journal, 58(1), 8-37.
Ng, E. S., & Metz, I. (2014). Multiculturalism as a strategy for national competitiveness: The case for Canada
and Australia. Journal of Business Ethics, 128(2), 253-266.
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.
Reid, EM. 2015. “Embracing, Passing, Revealing and the Ideal Worker Image: How People Navigate Expected
and Experienced Professional Identities.” Organization Science, online ahead of print.
Richard, O. C., Su, W., Peng, M. W., & Miller, C. D. (2014). Do external diversity practices boost focal firm
performance? The case of supplier diversity. The International Journal of Human Resource Management,
(ahead-of-print), 1-21.
Book release announcement
Integrating Gender Equality into Business and Management Education: Lessons Learned and
Challenges Remaining
Edited by Patricia M. Flynn, Kathryn Haynes and Maureen A. Kilgour
Greenleaf Publishing, May 2015 (www.greenleaf-publishing.com/integrating)
This volume addresses the need to integrate gender equality into business and management education and
provides examples of leading initiatives illustrating how this can occur from various disciplinary and global
perspectives. Gender inequality has a long history in business schools and the workplace, and traditions are
hard to change. Some disciplines remain resolutely gendered, affecting both women and men, and case materials on women leaders and managers are still rare. The chapters provide conceptual and research rationales
as to why responsible management education must address the issue of gender equality. It also identifies materials and resources to assist faculty in integrating gender issues and awareness into various disciplines and
fields. These include specific case studies and innovations that assess or address the role of gender in various
educational environments.
The book is designed to help faculty incorporate the topic of gender equality into their own teaching and
research and gain support for the legitimacy of gender equality as an essential management education topic.
(Greenleaf will be hosting a book launch with the editors at AOM in Vancouver, taking place at 3pm on Sunday 9th August in the Exhibit Hall – please join us for refreshments and discussion. For more information
contact Rebecca.macklin@greenleaf-publishing.com).
GDO Newsletter: June 2015
Page 16
Gender & Diversity in Organizations—A division of the Academy of Management
Call for Papers
Journal of Global Mobility: The Home of Expatriate Management
Research (JGM)
Submission deadline: September 15, 2015.
The Founding Editor-in-Chief, Professor Jan Selmer, is currently inviting empirical and conceptual papers on
global mobility and expatriate management for regular issues. Please visit: http://emeraldgrouppublishing.com/
products/journals/journals.htm?id=jgm
The two next JGM special issues:(1) “Alternative Forms of Global Mobility: Fresh Insights about Frequent Flyers, Short-Term, Rotational and
Virtual Assignments, International Business Commuters” is guest-edited by Maike Andresen, Michael Dickmann,
Arno Haslberger.
(2) “Expatriates in Context: Expanding Perspectives on the Expatriate Situation” is guest-edited by Fabian
Jintae Froese and Soo Min Toh. Submission deadline: November 15, 2015. Full details:
http://emeraldgrouppublishing.com/products/journals/call_for_papers.htm?id=5989
The areas of coverage of JGM include : Business expatriates, Expatriate academics, Families and partners,
Female expatriates, Frequent international business travellers, Inpatriates, Organizational expatriates, Repatriates, Self-initiated expatriates. Please check the full list at http://emeraldgrouppublishing.com/products/journals/
journals.htm?id=jgm. Before submitting please check the author guidelines: http://emeraldgrouppublishing.com/
products/journals/author_guidelines.htm?id=jgm
Connecting Eastern & Western Perspectives on Management:
An International Conference Sponsored by Journal of Management
Studies & Society for Advancement of Management Studies
21st-23rd March, 2016, University of Warwick, UK
The exchange of academic knowledge increasingly flows in both directions, from West to East and East to
West. The result is an ever increasingly rich development of theory and understanding of practice. This flow is
only expected to increase in the future. This conference seeks to help establish a foundation for further development of this fertile exchange of ideas between East and West. We hope that research on both the similarities and the differences in the West and the East will be addressed by scholars. However, we hope more generally to develop further not only how the East may form boundary conditions to the established theories in
the West, but also help to lay the foundation for indigenous theory building from the East.
It should be noted that the term “East” is taken quite broadly in this conference. While many nations or regions are obvious to this term such as China, Korea, and Japan we also encourage research from other Eastern
nations or regions such as India, Turkey, Iran, Israel, and throughout the Middle East more broadly. Thus, we
see the term as inclusive and not exclusive. We seek empirical and conceptual papers which address a diverse
set of issues that include but are not limited to:

How does understanding of topics historically developed in the West on a rich range of issues including
corporate governance, entrepreneurship, organizational behaviour, and human resources change as we
consider the East? Much of this research will be comparative in nature to establish the exact differences
that exist.

What scope is there for Eastern management research to forge its own path, as opposed to converging
with Western models in terms of theory and methods?

GDO Newsletter: June 2015
How transferable are theories from the West to the East and vice versa?
Page 17
Gender & Diversity in Organizations—A division of the Academy of Management
Call for Papers [cont’d]

Do current theorisations adequately capture similarities and differences between Eastern and Western cultures in ways which allow analysis of key issues in management and organization?

What management scholars and practitioners in the West can learn from their peers in the East, and
vice versa?

How does the rapid evolution of many institutions in the East impact business in new and unexpected ways?

How poverty, which remains endemic to this region, can be solved by business?

What is the role of religious institutions in shaping business in many nations and regions of the East?

How does globalization impact business and entrepreneurial activities in the East, moving them in
new directions?

How do global work and intercultural encounters change employees’ perspectives on working in the
East?

How transferable is the “Western” model of business education and the modern business school to
the East (e.g., will business schools in the East and West eventually converge (should they)?
Don’t forget to let the

East and West eventually converge (should they)?
Newsletter Editor
Limited travel and accommodation support will be offered to outstanding doctoral students (There is no con-
know about your
ference fee). An abstract of up to 1,000 words should be submitted by 16.00 GMT, 30 th September 2015 by
publications, awards &
accomplishments!
email to Margaret Turner at business.jms@durham.ac.uk. Acceptance of abstracts will be notified by 29th November 2015. Full papers are to be submitted for circulation by 16.00 GMT, 21 st February 2016. Authors of
papers presented at the conference will be invited to submit their papers for possible publication in a special
issue of the Journal of Management Studies. If you wish to attend the conference as a discussant please register
your interest with Margaret Turner at business.jms@durham.ac.uk. Conveners of the conference are Garry
Bruton, Igor Filatotchev, Maddy Janssens, and Don Siegel and the editorial management team of Margaret
Turner, Joy Bettles and Ruth Booth.
European Management Review
Advancing the understanding of inflows and outflows of international
labour in management research: European and Global perspectives
Deadline: 15th September, 2015
Guest Editors:
Akram Al Ariss, Toulouse Business School, France
Liisa Mäkelä, University of Vaasa, Finland
Helen De Cieri, Monash University, Australia
This call invites contributions to enhance knowledge in management research on the inflows and outflows of
international labour. Our definition of international labour encompasses various forms of international mobility
including (but not limited to) expatriation, repatriation, short-term assignees, international migration flow involving different countries, self-initiated expatriation, and international business travellers and other forms of
international labour mobility. International mobility of labour might be occasioned by the workers’ own agency
or by their being assigned by organisations. Inflows and outflows of international labour represents an increasingly complex phenomenon resulting from globalised business, the needs of multinationals for global talent, and
GDO Newsletter: June 2015
Page 18
Gender & Diversity in Organizations—A division of the Academy of Management
Call for Papers [cont’d]
progress on international treaties granting freedom of movement across borders, among other factors (Al
Ariss, 2014).
Research focusing on international labour flows has increased recently and the topic has fostered publications in leading journals including (but not limited to) the Journal of International Business Studies (e.g. Cerdin,
Abdeljalil, and Brewster, 2014), Academy of Management Journal(e.g. Brady et al., 2014), Journal of World Business (e.g. Riaz, Rowe & Beamish, 2014), the British Journal of Management (e.g. Al Ariss & Syed, 2011), and the
European Management Review.( Selmer & Lauring, 2010).
The flows of international labour affect the acquisition and use by individuals, organisations, and nations of a
variety of forms of capital including technical and general knowledge transfer, networks of contacts, and
financial and business opportunities (Cao et al., 2012; Selmer and Lauring, 2010). On the one hand, international labour flows offer many choices and opportunities and both individuals and their employers could
benefit from positive business and management outcomes. For example, establishing a diverse workforce is
known to boost innovation and entrepreneurial opportunities. On the other hand, labour inflows and outflows can create additional challenges for management in terms of managing the diverse workforce (Tatli,
Vassilopoulou, and Özbilgin, 2013). On a more individual level, this has been found to cause stress to and
place strain on employees and their families when moving abroad (Bhanugopan and Fish, 2006; Mäkelä and
Suutari, 2011). Therefore, topics linked to diversity, well-being and work-family concerns are important
issues to focus upon. Management studies have focused on the more privileged ranks of international labour, and it is therefore necessary to also consider the individuals less privileged in terms of skills, physical
ability, ethnicity, and gender when addressing the phenomenon.
We are interested in papers that offer insights into European management issues relevant to the global
community. Contributions can be grounded in the basic social disciplines of management, economics, psychology, and sociology or others that make a clear contribution to general management. We welcome both
empirical investigation and theoretical analysis. Papers contributing to the following research questions, for
instance, would be particularly welcome:-

How can the understanding of inflows and outflows of international labour contribute to general management, strategic management, organisation theory, corporate governance, human resource management, and managerial economics?

How do European and international perspectives on inflows and outflows of international labour differ
from each other?

What kinds of managerial challenges and advantages can be identified when comparing inflows and
outflows of international labour to other forms of global mobility?

What theoretical models and concepts can be used on this topic?

What is the role of inflows and outflows of international labour in organisations’ strategic management
processes, dynamic capabilities, and global talent management?

How are inflows and outflows of international labour related to career expectations and outcomes of
individuals, organisational performance, and knowledge transfers?
GDO Newsletter: June 2015

How can organisations use the inflows and outflows of international labour when internationalising
Page 19
Gender & Diversity in Organizations—A division of the Academy of Management
Call for Papers [cont’d]
their businesses? Should they instead develop the indigenous workforce?

How does business entrepreneurship and management innovation relate to inflows and outflows of
international labour?

How do gender, diversity, well-being, and work-life issues relate to inflows and outflows of international labour from the individual and organisational perspectives?

How are corporate social responsibility and ethical managerial issues linked to inflows and outflows of
international labour?

How are inflows and outflows of international labour and leadership issues linked?

What is the role of diasporas in international business exchanges, networks and social media
Submission and Timetable for the special issue:
Submissions should be made online using EMR manuscript central between 1st and 15th of September 2015
15 December 2015: Authors will receive feedback; 15 March 2016: Full papers with first revisions due; 15
June 2016 Full papers due; 2016/2017: Journal volume to be published.
LGBTs in the Workplace
Deadline for Submissions: October 31, 2015
Guest Editor: Eddy Ng, F.C. Manning Chair in Economics & Business, Rowe School of Business Dalhousie
University Halifax, NS Canada B3H 4R2 Email: edng@dal.ca
The Canadian Journal of Administrative Sciences welcomes submissions to a special issue on “LGBTs in the
workplace.”
About the topic:
As the workforce becomes increasingly diverse, a lot of attention has been paid to the career issues of
women and racial minorities. In contrast, comparatively little research has been conducted on lesbian,
gay, bisexual, transgendered (LGBT) people in the workplace. Maher and colleagues (2009) tracked
empirical research in the LGBT domain and observed three distinct phases: Early work (1800s-1972)
focused on homosexuality as a disease; the second phase (1972- 1990) targeted negative attitudes to-
wards homosexuality (e.g., combatting homophobia, violence and discrimination against LGBTs); and the
third phase (post-1990) focused on changing institutions to foster a positive climate in the workplace.
Consistent with this, recent research in this domain has also shifted from employment discrimination,
identity management, and career counselling for LGBT individuals (Chung, et al., 2009; DeJordy, 2008;
Ragins, 2008) to countering heteronormativity in the workplace, the adoption of LGBT-friendly practices, and understanding the career choices of LGBT individuals (Chuang, et al., 2011; Ng et al., 2012;
Ozturk & Rumens, 2014). The purpose of this special issue is to take LGBT scholarship to the next
stage by gathering new knowledge and extending theory on LGBT individuals in the workplace.
We invite broad submissions for papers that focus on sexual orientation, gender identity and LGBT individuals within the work domain. Submissions can be conceptual or empirical (qualitative or quantitative),
and review work is especially welcomed. In particular, we seek research that is thought-provoking, fills a
gap in the literature, or crosses boundaries particularly from critical and/or queer studies to management
ng, and provide literature. Papers should appeal to management readers, add value through theory
building, and provide implications for HRM practice for organizations and employers. We offer a list of
GDO Newsletter: June 2015
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Gender & Diversity in Organizations—A division of the Academy of Management
Call for Papers [cont’d]
topics below as a catalyst to encourage potentially impactful scholarship on LGBT issues in the workplace,
but welcome other topics not specifically mentioned. We also use LGBT as a shorthand for sexual minorities as a group, but papers can focus on one type of sexual orientation (e.g., transgendered employees) or
sexual minorities collectively. Here are some suggested topics:
LGBT – what about TIQQ2SA?
(TIQQ2SA denotes Transsexual, Intersexed, Queer, Questioning, 2 Spirited, and Allies, and are recent addi-
tions to Lesbian, Gay, Bisexual, and Transgendered.)
“Sexual minorities” is a catch-all phrase to capture an expanding list of individuals who face societal oppression on account of sexual orientation. Early activists fought for LGB rights, and T was later added on. In
reality, the experiences of L, G, B, and T are different from each other.
1. How do the different experiences affect the careers and work lives of sexual minorities, particularly for
TTIQ2S? How do the different experiences affect the careers and work lives of sexual minorities, particularly for TTIQ2S?
2. Has the advancement in LGB rights and protection benefited the TTIQQ2S community? Do TTIQQ2S
individuals face other forms of prejudice and discrimination in the workplace not faced by LGBs?
3. To what degree are organizations and employers aware of the diversity in the sexual minority community?
What policies and practices are required to create a climate of inclusion for the TTIQQ2S community?
4. What are the roles of Allies in the workplace, and in what ways can they support LGBT workers? How do
LGBT employees and organizations benefit from Allies?
Organizational Climate, Individual and Group Dynamics
1. Organizations and employers are aware of the “business case,” and adopt LGBT-friendly policies and practices, but to what extent, and under what circumstances do LGBT employees feel “safe” to take advantage
of these workplace provisions?
2. What are the reactions of non-LGBT employees towards organizational acceptance and promotion of an
LGBT-friendly workplace, and how does that affect interpersonal work relationships, team/group dynamics,
and/or workplace climate?
3. How does employer support of LGBT-friendly policies affect the perceptions, attitudes, and performance
of LGBT and non-LGBT employees such as trust, commitment, and helping behaviors?
4. How can LGBT-friendly policies and practices enhance organizational performance?
Stereotypes of LGBT Leadership and Effectiveness
1. How are LGBT leaders perceived in the workplace? Are there differences in leadership styles and perceived effectiveness among LGBT and non-LGBT leaders and followers?
2. How does the attribution of gay men as effeminate or lesbians as “butch” fit with the hegemonic masculinity stereotype of leadership?
GDO Newsletter: June 2015
Page 21
Gender & Diversity in Organizations—A division of the Academy of Management
Call for book chapters
Beyond the Bottom Line: Integrating the UN Global Compact into
Management Education
Deadline for abstracts - 15 July 2015
Editors:
Patricia M. Flynn, Bentley University (pflynn@bentley.edu)
Milenko Gudić, PRME Anti-poverty Working Group Coordinator, (milenko.gudic@gmail.com)
Tay Keong Tan, Radford University (ttan2@radford.edu)
Part of the Greenleaf/PRME (Principles for Responsible Management Education) Book Series. Greenleaf
Publishing and the global network of teachers and scholars at the PRME invite contributions to a forthcoming title, which will be the seventh in a series of books on the principles of social responsibility and global
sustainability for management education. Contributions for the book are sought from academics, practitioners, policymakers, business leaders, journalists and entrepreneurs.
Description of the Book : In recent decades, expansion of markets, liberalization of trade, globalization,
and advancement of technology have greatly expanded the reach and impact of businesses globally. Many
corporations have been forging new enterprises and entering new markets. However, this rapid market
expansion and globalization of commerce have also spawned problems in domains such as human rights,
labor practices, gender equality, the environment, governance, and stakeholder expectations. All too often,
the social safeguards provided by public institutions and the responses of the affected communities have
not kept pace with the impact of business practices. Not surprisingly, there is growing concern for the
social, environmental, and humanitarian impacts of corporations.
The book focuses on the roles business schools and other providers of management education can play in
implementing the “beyond-the-bottom-line” philosophy in their own approaches and practices and help
businesses better understand these complex, multi-faceted and cross disciplinary issues. New research and
case studies will address some of the most intriguing intellectual challenges on the topic. Best practices
across countries, industries and cultures will be assessed to identify challenges and potential solutions in
effectively integrating the Ten Principles of the Global Compact Principles and in helping current and future
business leaders practice their professions responsibly in the face of myriad ethical challenges.
The content of its chapters includes but is not limited to the following:

Empirical basis and theoretical rationales for including the Ten Principles of the Global Compact in
management education from different disciplinary perspectives;

Causality and correlations between sustainability issues, such as human rights, labor practices, gender
equality, environmental concerns, and governance and their implications for business practices and
management education around the world;

Strategies, theories, case studies, examples of best practices and innovations, and resources for teaching and learning that can help integrate the Ten Principles of the Global Compact into management
education programs;

Challenges of, and solutions to, integrating these Ten Principles comprehensively and pragmatically
into management education;
Please submit abstracts of no more than 1000 words, together with a CV for each author, to Rebecca
Marsh, no later than 15 July 2015: rebecca.marsh@gseresearch.com
GDO Newsletter: June 2015
Page 22
Gender & Diversity in Organizations—A division of the Academy of Management
Call for book chapters (cont’d)
Entrepreneurship as an expression of the Indian woman’s identity
Proposals Submission Deadline: 10th July, 2015
Editor: Payal Kumar (payalk1@gmail.com)
Interested authors are invited to submit a two page chapter proposal clearly explaining the mission of the
proposed chapter, identifying objectives, expected results, and an overview of the chapter structure. Please
describe whether your chapter will be theoretical, practical, or a case study. There must be a clear link of
entrepreneurship with the self identity of woman entrepreneurs in India.
Chapters are to be written in APA style, with a word count of between 5000 to 7000 words. This book is
scheduled to be published by Palgrave Mc Millan. For additional information regarding the publisher, please
visit www.palgrave.com. This publication is anticipated to be released in 2016.
Introduction
In terms of antecedents as to why women turn to entrepreneurship as a practice, there are several factors
in the literature, including women looking for a challenge and also for a sense of personal fulfillment as pull
factors, and need for greater income as a push factor (Humbert & Drew, 2010).
Is there anything different about the antecedents for Indian women turning to entrepreneurship? Some
studies suggest that there is, and thus it is important to study this phenomenon in the Indian context: Unlike the US-based literature that cites push factors as the main motivators, a study by Jyoti et al (2011) concludes that pull factors such as having the freedom to adopt one’s own approach affects the entrepreneurial
orientation of women more. Similarly, a study by Das (1999) concludes that the desire to become independent and strive for personal satisfaction are predominant predictors of women turning to entrepreneurship.
As for outcomes, there are some studies that suggest that what is unique to Indian outcomes is a contribution to the greater societal good, while other studies suggest that there is significant wealth generation.
“Women entrepreneurs in India are actually some of the most successful women, generating more wealth
than women in other countries (Jawahar, Subramanyam and Babu, 2013; page 5)
Book objective
This edited book collection is unique in that rather than dwelling on antecedents and outcomes, it focuses
on entrepreneurship in the Indian context as an enabler that shapes or validates the woman’s identity in a
patriarchal world. Some of the questions that can be taken up are:

Can becoming an entrepreneur increase self esteem and dignity?

Does entrepeneurship increase autonomy and agency? Studies from other developing countries
such as Kenya suggest so (Mwangi, 2012)

With India being a collective rather than individualistic society (cite Hofstede), business enterprises are often perceived to be a mutually connected system to her role in the family and in society.
How far are the family and the extended community determinant factors in the realization of
women’s business aspirations (Kumar & Srinivasan, 2014) and in shaping her identity?

How far does entrepreneurship go into helping to build up more personal relationships
(Mitchelmore and Rowley, 1994)?
To sum up, this book will explore whether entrepreneurship is more than simply just running a business
and focusing on the bottomline. Take the example of Sangita, from a middle class family, who took her a
long time to recover from an abusive marriage. Following her divorce she was adamant not to take up a
job, but to be her own boss as an entrepreneur, so as to prove to herself that she did not have to be de-
GDO Newsletter: June 2015
Page 23
Gender & Diversity in Organizations—A division of the Academy of Management
Call for conference papers
In the ‘Good woman of Setzuan,’ the kind hearted and generous Shen Te invents a male alter ego to protect her economic interests. Disguised as a man she is compelled to transform into a character that appears
to cope much better with the people around her (Brecht, 1948), and she continues to oscillate between
the duality of female and male. In contrast, in this book of collected writings, noted authors probe into
whether there is an inner change wherein one’s own business transforms the woman entrepreneur into
more of an agent within the gendered boundaries set by the societal context that she is in, so much so that
she can proudly say – “It’s my business.”
References
Brecht, B. (1948). Parables for the theatre: Two plays: The good woman of Setzuan and The Caucasian
Chalk Circle. University of Minnesota Press.
Das, M. (1999). Women entrepreneurs from southern India: an exploratory study. Journal of Entrepreneurship, 8(2), 147-163.
Jyoti, J., Sharma, J., & Kumari, A. (2011). Factors affecting orientation and satisfaction of women entrepreneurs in rural India. Annals of Innovation & Entrepreneurship, 2(1).
Jawahar, Subramanyam and Babu, (2013) Kelly, L. (Ed) (2014) Entrepreneurial Women: New Management
and Leadership Models in a Global Context Volume 11. Santa Barbara, CA: Praeger.
Kumar, P., & Srinivasan, N. Women, entrepreneurship and motivational factors in an Indian context: Kelly,
L. (Ed) (2014) Entrepreneurial Women: New Management and Leadership Models in a Global Context
Volume 11. Santa Barbara, CA: Praeger.
Laure Humbert, A., & Drew, E. (2010). Gender, entrepreneurship and motivational factors in an Irish context. International Journal of Gender and Entrepreneurship, 2(2), 173-196.
Mwangi, S. M. (2012). Psychosocial Challenges Facing Female Entrepreneurs in Rural Informal Sector
and Their Coping Mechanisms: A Case Study of Gucha District, Kenya. Research on Humanities and
Social Sciences, 2(2), 15-27.
The Africa Academy of Management Biennial Conference
On January 5-10, 2016 at Strathmore University, Nairobi, Kenya.
The deadline for submissions is June 30th.
Theme: Managing Africa’s Future: Prospects and Challenges
Track 1: Entrepreneurship and Small Business
(Chair: Professor Benson Honig, Teresa Cascioli Chair in Entrepreneurial Leadership, DeGroote School of
Business McMaster University, Hamilton Ontario, Canada, bhonig@me.com)
The entrepreneurship and SME track welcomes both empirical and conceptual papers examining issues
relating to sustainability in both entrepreneurial and family and small business research in Africa. We are
particularly interested in papers with unique contributions related to incubation, nascent entrepreneurship,
microcredit, ownership succession, incubation, microenterprise promotion and training, transnational entrepreneurship, social entrepreneurship, and sustainable entrepreneurial innovations in Africa.
Track 2: Organizational Behavior and Human Resource Management
(Chair: Professor Jenny Hoobler, Professor of Human Resource Management, University of Pretoria,
Jenny.Hoobler@up.ac.za)
This combined track welcomes conceptual and empirical papers including all aspects of both organizational behavior and human resources management, preferably in an African context. For organizational behavior, areas of interests include but are not limited to: organizational effectiveness, group
GDO Newsletter: June 2015
Page 24
Gender & Diversity in Organizations—A division of the Academy of Management
Call for conference papers (cont’d)
dynamics, motivation, leadership, change, decision making, organizational culture, organizational design,
organizational justice, stress management, personality and perception. For human resources management,
we seek papers in the areas of: compensation, diversity, performance appraisal, recruitment, selection,
staffing, training, labor relations, career development and management of human capital.
Track 3: Public Policy, Administration of Government, and Non-governmental Organizations
(Chair: Professor Tarek Hatem, Professor of Strategic Management and Entrepreneurship, Director
of Entrepreneurship and leadership Unit, School of Business, American University in Cairo, tarekha@aucegypt.edu)
We encourage papers from academics, researchers, and professionals that investigate public and nongovernmental organizations. The papers may address topics related to any of the following: Public governance; capacity building; public service quality; public management in complex environments; E-government;
workplace democracy and public administration; education and training; public accountability; social enterprise in challenging environments and times; Third Sector or non-governmental organizations; stakeholder
engagement; social capital; public entrepreneurship; public sector reforms; partnerships with the private
sector. Studies of other areas not included here but which relate to management of public organizations
and NGO are also encouraged.
Track 4: Strategy and International Management (Chair: Professor Amon Chizema, Chair in International Business and Strategy, Head of Discipline, International Business, Strategy and Innovation, Loughborough University, A.Chizema@bham.ac.uk)
The Strategy and International Management track welcomes conceptual and empirical papers that focus on
all areas of strategy and international management in an African context both in the private and public sector; and a comparative analysis of the African context with other contexts of the world. For strategy, areas
of interests include but are not limited to: business or competitive strategy formulation and implementation, strategic planning, strategy-structure relationships, strategic leadership, innovation, corporate strategy
in general, diversification and portfolio strategies, vertical integration and sourcing relationships, social capital and networking relationships, corporate governance, the resource-based view, knowledge management,
industrial organization economics, acquisitions, strategic alliances and interorganizational relationships, technology and innovation management, composition and processes of top management teams, and strategic
control and reward systems. Areas of interest for international management should focus on the theory,
research, and practice of management with a cross-border or cross-cultural dimension.
Track 5: General Management (Chair: Professor Akhentoolove Corbin, Lecturer, Department of Management Studies, Cave Hill Campus, akhen2love@hotmail.com)
The General Management track welcomes conceptual and empirical papers that focus on general management including but not limited to the following topics: innovation and change management, corporate governance and accountability, sustainable decisions in organizations, and corporate social responsibility. The
track welcomes papers with theoretical and practical insights into general management across all types of
organizations operating in the African context. We particularly encourage papers that adopt a multidisciplinary approach, and seek to integrate macro, meso and micro-levels of analysis.
GDO Newsletter: June 2015
Page 25
Gender & Diversity in Organizations—A division of the Academy of Management
GDO INFORMATION STREAM
GDO Listserv
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!
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, Stu-
dents and Practitioners. Common posts to the listserv are calls for proposals;·announcements of special issues and conferences; job opportunities; conference workshops relevant to gender and diversity;
award nominations & announcements; and communications from the GDO executive committee.
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”. 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 Manag-
er 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?
Send an 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. To see the protocol for posting see 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 me at Sanjee Perera, sanjee.perera@unisa.edu.au and I will post on your behalf. Please include a subject line and complete contact information with your request.
GDO Newsletter: June 2015
Page 26
Gender & Diversity in Organizations—A division of the Academy of Management
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:
Charmine E. J. Härtel
The University of Queensland
c.hartel@uq.edu.au
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)
Associate Editor: Ranjna Patel (patelr@cookman.edu)
GDO Newsletter: June 2015