Call for papers – Human Recource Management Journal

Special Issue – Inclusion/Exclusion in the Digitalized Workplace

Guest Editors:

Dr Andri Georgiadou (University of Nottingham, UK)

Professor Miguel Olivas-Luján (Clarion University Pennsylvania and Penn State University, USA)

Professor Dianna Stone (University of New Mexico, USA)

Professor Tanya Bondarouk (Twente University, Netherlands)  

This special issue aims to foster a discussion about how inclusion can be established and promoted amidst a digital transformation of the workplace and the emergent theoretical directions, practices, and approaches that challenge this establishment. Accordingly, we seek to advance the field and provide a foundational resource for future and current scholars. The call is therefore directed to those who want to explore the digital way of managing, organizing, and leading inclusion. Our focus is also transnational and seeks to explore the complexities of inclusion/exclusion in the Digitalized Workplace beyond a Western space and lens.

Technology is having a profound effect on human resource management (HR) processes and is propelling them in some entirely new directions. For example, technology, especially the World Wide Web, has helped modify a plethora of HR processes including recruitment, performance management, human resource planning, selection, workflow, compensation, and training. Specifically, most of the large organizations now use internet-based systems of recruitment and are implementing Web-based training programs. The recent COVID-19 pandemic is exacerbating their adoption. These new systems have enabled HR professionals to provide better service to their stakeholders and reduced the administrative burden in the field (Stone & Dulebohn, 2013; Gueutal & Stone, 2005).

Digitalization changes how employees interact in the workplace, what they expect from their employer and careers, as well as when and where and how work is conducted. In this sense, the development of digitalization impacts organizations internally on many levels, as it requires the adaption and development of new knowledge and new ways of working (Bondarouk & Ruël, 2009). Also, literature emphasizes the importance of investing in the development of required new skills, especially if the change involves new technology and new roles (Heracleous, 2003). Digital technology is continuously changing how organizations hire, manage and support people (Bondarouk & Ruël, 2009). As a key part of the core mission of HR managers is to support and develop the employees in line with the overall organizational strategy (Watson, 2009), we believe it is critical that scholars look further into what consequences digitalization has for ensuring inclusion in the organization.

Bell, Lee and Yeung (2006) argue that the digitalization of work and the use of technology has resulted in further implications for the role of HR, its capabilities and competencies. Furthermore, Larkin (2017, p. 58) argues “the change to the HR department that digital technology will bring will be all pervasive and omni-directional throughout every company”. Consequently, digitalization affects HRM further than just through facilitating daily administrative work. In fact, effects of e-HRM on employment relationships are tightly intertwined with the overall role of technology in organizations. Issues like justice and equality, intra and inter organizational inequality, inclusion and exclusion, determine the research agenda for HRM and technology (Bondarouk & Brewster, 2016).

But it is not just the use of technology that raises questions about our current and future work models, including how we ensure inclusion; unforeseen external circumstances (i.e. disasters, pandemics) could impose individuals, organizations and societies to practice social distancing hence forcing employees to work from home. How can this digital transformation be harnessed to safeguard and enhance inclusion amid social distancing efforts?

In general, new advanced digitalized work will provide great insights in different types of information, may empower users of technology in running different types of analysis concerning their own HRM data. But our concern is how inclusion of employees will be safeguarded, ensured and promoted, especially considering that technology itself opens several layers of sub-contexts (Orlikowski & Scott, 2008). There is a need therefore for studies to explore inclusion/exclusion as part of a digitalized HRM era. International accounts of inclusion/exclusion experiences, desires and action and the politics of resistance provide promising avenues of enquiry for HRM scholars.

In light of this, we invite theoretical, empirical and methodological contributions that explore the inclusion/exclusion experience of workers and managers, teasing out how the Digitalization of the Workplace affects inclusion and relational and organizational experiences. Contributions from different fields are welcomed. We also encourage an interdisciplinary approach, acknowledging that inclusion/exclusion has numerous intellectual roots and allies. The following issues are indicative, but not exhaustive, of our focus:

  • How can HRM perspectives be integrated to create new perspectives or frameworks to enrich an understanding of inclusion in the digitalized workplace, and unify and improve heterogeneous constructs and operational definitions?
  • What processes are involved in shaping the inclusion agenda in the digitalized workplace? What accounts for variance in these processes and their outcomes? What is the role in such agendas of key concepts such as psychic distance, risk, uncertainty, or transnational communities?
  • How does the pursuit of shaping the inclusion agenda in the digitalized workplace vary across individuals? What new concepts, relationships or processes are important in understanding the cognitions, behaviors and/or outcomes associated with the pursuit of shaping the inclusion agenda in a digitalized world by focal categories of managers (for example, immigrant managers, minority ethnic managers, transnational managers or women managers)?
  • How does the pursuit of shaping the inclusion agenda in the digitalized workplace vary across organizations? What new concepts, relationships or processes are important in understanding the cognitions, behaviors and/or outcomes associated with the pursuit of shaping the inclusion agenda in a digitalized world by focal categories of organizations (for example startups, multinational companies and their operations in emerging economies, SMEs, family businesses)?
  • How do cultures and institutions, such as governments, regulations, and industries, affect market and nonmarket approaches to the pursuit of shaping the inclusion agenda in the digitalized workplace, and, in turn, how do international business activities affect cultural and institutional contexts? What institutional policies and practices impact, or are impacted by, the pursuit of shaping the inclusion agenda in the digitalized workplace?
  • How does inclusion in the digitalized workplace vary across different cultural and institutional environments?
  • How is inclusion ensured and safeguarded amid social distancing efforts across different cultural and institutional environments?

Full papers should be submitted between October 1, 2020 and November 15, 2020 at, indicating “Inclusion/Exclusion in the Digitalized Workplace” as the Special Issue. Please note that papers may not be submitted until October 1, 2020 and HRMJ will not be able to consider late submissions. The Special Issue is to be published in 2022.

Enquiries related to the focus of papers or other queries related to the call for papers should be directed to Andri Georgiadou (, Miguel Olivas-Luján (, Dianna Stone (, or Tanya Bondarouk (

Call for papers for AOM symposium on alternative ways of doing gender diversity


My colleagues Dimitria Groutsis, Eddy Ng and I (Andri Georgiadou) are currently preparing a proposal for a Presenter Symposium entitled “How perceptions on gender equality could point to alternative ways of doing gender diversity” (refer to abstract below) to be submitted for presentation at the Academy of Management Annual Meeting to be held on August 7-11th, 2020 in Vancouver, Canada .

With that in mind, we would like to invite you to submit a paper to this symposium. If you are interested in presenting a paper that fits within the symposium’s theme, please let us know by sending a detailed abstract to before December 23rd.  

Other deadlines to keep in mind:

  • December 23rd: Detailed Abstract (Two- to five-page synopsis of your paper as per AOM style)
  • January 4th: Revised Detailed Abstract incorporating reviewer feedback
  • January 13th: Symposium submission by organizers
  • End of March: Notification of Acceptance of the Symposium by AOM
  • July 10th: Paper to be emailed to to allow time for the Symposium Discussant to read before the conference.


The gender diversity management literature reveals that the key to ensuring that the organization utilizes its workforce diversity potential lies in the role of the moderators. One such moderator and mediator is how gender diversity is perceived by the members of the team as described by Shemla and Wegge (2019). Scholars have been interested in examining the degree to which members interpret their team to be composed of individuals who are different from each other on a specific attribute. For example, Cunningham, Choi, and Sagas (2008) findings suggest that it is individuals’ perceptions that shape their subsequent beliefs and attitudes, highlighting that perceived racial dissimilarity within a group has an impact on the satisfaction with that group. Williams, Parker and Turner (2007) suggest that the more different individuals perceive themselves to be from their fellow team members as regards their work-style, the less their perspective taking (i.e., decreased empathy and positive attributions). Furthermore, they found that alleged work-style variation interrelated with a contextually prominent surface-level attribute (perceived age dissimilarity) in a way that when alleged work-style variation was low, perceived age dissimilarity had a robust negative effect on the within-team perspective taking.

Despite that however, data on individuals’ perceptions of or reactions towards gender diversity management in general or to specific initiatives, such as enhancing employee awareness or influencing human resources approaches, are still scarce (Roberson & Stevens, 2006). Zanoni et al. (2010) seeks to draw attention to the need for investigations of how diversity is perceived and experienced by a diverse workforce itself, rather than taking just the perspective of policy makers and/or top managers.

In this presenter symposium, we call for papers drawing on whether the acceptance and acknowledgement of these experiences and perceptions may point to alternative ways of doing gender diversity. Even in organizations that make the empowerment of people of different genders central to their mission, actors experience significant and persistent dilemmas in the practice of diversity and equality. We call for research that will provide us with greater insight into the ways in which practitioners conceptualize and resolve these dilemmas.

We look forward to receiving your contribution to our Symposium.

Bi Communal Award 2019

Dr. Andri Georgiadou and Dr. Gözde Inal Cavlan have received the Stelios Philanthropic Foundation Bi-Communal Award 2019 to realize the project WIBUS – Empowering Cyprus Women and Girls in Business and Entrepreneurship.

The WIBUS project aspires to educate women and young girls from both Greek- and Turkish- Cypriot communities on fundamental sustainable skills for entrepreneurship and business in order to foster a female entrepreneurial ecosystem to further improve the communities.

AIB Latin American and Caribbean 2020 Conference: Call for papers

Diversification in the Era of Non-Normal 

Conference track: International HRM and diversity

10th Annual Conference of the Academy of International Business (AIB) Latin America and the Caribbean Chapter (AIB-LAC formerly known as AIB-LAT),

June 30 – July 1, 2020

Miami, United States

Please consider submitting to the International HRM and diversity track my colleagues Miguel R. Olivas-Luján (Clarion University of Pennsylvania), Isis Olimpia Gutiérrez Martínez (Universidad de las Américas Puebla) and I (Nottingham University Business School) are convening. 

Previous work on the impact of diversity management reveals that “management may be the key to assuring that the organization will be able to fully benefit from bringing underrepresented groups into the organization. Some organizations have adopted diversity management initiatives as a way to improve the ability of diverse groups to work together, and empirical research has demonstrated that diversity management can improve outcomes in diverse organizations” (Pitts, Hicklin, Hawes, Melton, 2010, p.868). While the aims and projected benefits of the approaches and policies of diversity vary greatly, companies tend to identify improvement on several key fronts, including: making culture change, improving diversity and cultural mosaic in the workplace, enhancing market opportunities, external recognition and image. Doing so is depicted in the functional areas where initiatives on diversity are being targeted, often by means of HR policies.

Multinational companies from all locations, but Latin America and Caribbean in particular, are seeking to improve their global management skills through the provision of initiatives to attract and retain a diverse and culturally competent workforce, which is able to work across national, linguistic and cultural borders. They also seek to recruit employees which represent local communities and countries at all levels of business operation and management.

This track therefore, explores the utilization of the existing theories associated with the benefits of a diverse workforce, representative of today’s society; it raises questions of how a company can actively and strategically deal with diversity and inclusion and establish the appropriate organizational culture towards effectiveness in the Latin America and the Caribbean region.


  • Full Paper Submission Deadline: December 10, 2019

All submissions will be handled through the AIB online submission system. Please refer to the detailed submission instructions page for additional information on how to prepare and submit your submission. 

·       Communication of Decisions: December 30, 2019


Miguel R. Olivas-Luján (PhD) is Professor and department Summer Chair at Clarion University of Pennsylvania (USA). Chairperson for the Management Education & Development (2014-19) division of the AOM, his agenda includes: Diversity, Information Technologies, Culture, Nonprofits, and related. His work has been presented in all inhabited continents and published in four languages. He has served as international lecturer in Colombia, Germany, Mexico, and Poland; he serves in various editorial boards, and as Senior Editor for Emerald’s Advanced Series in Management.

Isis Gutiérrez-Martínez (PhD) is Professor at Universidad de las Américas Puebla in Mexico. She holds a PhD in Management Science from CNAM in Paris, France. Her research interests focus on human resource management, diversity in organizations and information technology management. She is an active contributor at leading international journals and conferences and her research has been funded by several international grants.

Andri Georgiadou (PhD) is an Assistant Professor at the Nottingham University Business School and the Director of the Equality Inclusion and Diversity Center in Cyprus. Her research focuses on equality, diversity and inclusion at work from relational and interdisciplinary perspectives. She is a recipient of the 2019 Women in the Academy of International Business (WAIB) Emerging Scholar Award; the 2018 Fulbright Visiting Scholar Award; the 2016 European Management Review Best Reviewer Award, and the 2014 Graduate Scholar Award for Diversity in Organizations, Communities & Nations. In 2019, she was elected regional representative for Southern Europe for Academy of International Business (AIB) Western Europe chapter, and she was appointed Deputy Chair and Vice Chair Events for the same chapter.

2019 Emerging Scholar Award

The WAIB Women in the Academy of International Business Board proudly announces that our 2019 Emerging Scholar Award recipient is Andri Georgiadou.

Many congratulations and best wishes for your continuing success!

Dr. Andri Georgiadou is Director of the Equality Inclusion and Diversity (Equidy Center) Center in Cyprus and a Fulbright Visiting Professor at Penn State University, USA. Formerly Associate Professor in Human Resource Management and Program Director for the MSc in Global Business at the University of Hertfordshire and London School of Economics and Political Science, Andri’s research focuses on equality, inclusion, and diversity from interdisciplinary perspectives, with publications in European Management Review and Tourism Management.

Andri has been a Keynote Speaker at the University of Southern California, Rutgers University, and the European Women’s Management Development International Network, and was previously affiliated with HSBC and the Cherie Blair Foundation for Women. Andri received a 2016 European Management Review Best Reviewer Award and 2014 Graduate Scholar Award for Diversity in Organizations, Communities & Nations. In 2019, Andri was elected regional representative for Southern Europe in AIB’s Western Europe chapter, serving as Deputy Chair and Vice Chair for Events.

Equality Survey 2019

Does your organization offer Equality Training to your employees?

Is the Return on this Investment of yours as high as anticipated?

This survey aims to help you reflect on your current organizational approach to equality training and it will only take 3-5 minutes to complete.

Thank you in advance for participating in our research and we look forward to working with you soon!

Call for papers: Gender Work and Organization Journal

Please consider submitting your papers for a Special Issue on ‘Gender, Bodies and Identities in Organization: Postcolonial Critiques’, that Andri Georgiadou, Beverly Dawn Metcalfe, Niki Dickerson von Lockette, Dimitria Groutsis and Banu Ozkazanc-Pan are editing.

Deadline October 30th, 2019

This special issue aims to foster a discussion about the mutual entanglement of gender, embodiment and identity in organizations and the emergent theoretical directions and approaches that challenge this entanglement and disentanglement. Accordingly, we seek to advance the field and provide a foundational resource for future scholars. The call is therefore directed to those who want to explore the embodiment of gender from a broad range of different disciplines and theoretical perspectives with the common aim of approaching the body both as a site for transgressive encounters and as actively participating and shaping such encounters. Our focus is also transnational and seeks to explore the complexities of embodiment and identity beyond a western space and lens

In critical debates related to work and organization the human body is considered and discussed as the site of the labor-force. However, there are other layers of the body that deserve to be explored in-depth. Social scientists have conceptualized the body as a project individuals work on and alter as a means of identity construction and reconstruction (Butler, 1990; 1993; Dale, 2001; Shilling, 2017). Furthermore, the body has largely been treated as a medium that helps people explore and experience the world (Monaghan, 2002). One’s perception of their body is considered interdependent with social relationships and control factors that constrain this perception of one’s body in conformity with socio-cultural ideals, models and normative as well as moral accounts (Thompson and Hirschman, 1995; Dale, 2005). Construction of the body and the associated body image therefore embodies a process of socialization. This becomes a means of signifying one’s self-worth and status in the presentation of the self and in social relationships and lifestyles, and also in the exertion of control over one’s self (Thompson and Hirschman, 1995).

We agree with the feminist critique of the mind-body split and its dualistic counterparts: male/female, culture/nature, public/private, human/animal and as such we seek to counterbalance and transgress this bifurcation informing scientific explanations and disciplinary boundaries. The body has become a veritable hot spot, marking itself as a boundary concept that forcefully disrupts established disciplinary identities and fields of investigation. The body is also a locus where nature and culture meet, and it refuses to accommodate any easy distinction between these two terms. Instead, the very presence of the body demands a radical rethinking of the meaning of both nature and culture (Shiling, 2017).

Bodies make themselves present at the very core of a range of different embodied phenomena, such as emotions, desires, identity, and agency (Warhust and Nickson 2009; Simpson and Pullen, 2018). Embodiment in its most simple understanding means the lived experience of human beings, an experience which always bridges “the mind” and “the body”, “the natural” and “the cultural”. Embodied beings are never determined only by their material, or by their social and cultural conditions, but at the same time they are never fully unbound or completely elastic. The historical and spatial differences, changes and stabilities in how bodies and embodiment are perceived and understood, therefore provides insight into both the potentials and constraints of future body theory.

Women’s bodies in organizations have been framed as problematic. Gatrell (2011) has illustrated the public hostility toward breastfeeding women at work, similarly Haynes (2012) argues that notions of physical capital remain highly gendered in professional services firms, with implications for equality and diversity in professional work. However, the ‘active’   body has largely been represented in the literature from a Western perspective: based on western forms of bodies, bodily experiences and embodiment (see for example Brewis and Sinclair, 2000; Hall et al., 2007; Monaghan, 2002; Oerton, 2004; Simpson and Pullen, 2018). Likewise, these writings largely present white colonial interpretations and do not consider the multiplicity of embodied forms (Metcalfe and Woodhams, 2012). In this vein, these insights do not provide explanations of embodiment in diverse geographical and cultural spaces including Africa, the Middle East, Latin America, and Asia for instance.

Our concern then is that the substantive literature is ‘colonizing’ bodily accounts, thus leaving the ‘subaltern’ and ‘othered’ identities in the shadows (Spivak and Harasym, 2014; Liu, 2017). Further, ideas of whiteness and the power effects of space and belonging remain under theorized. There is a need therefore for studies to explore bodily processes as part of colonization. Feminist postcolonial accounts of bodily experiences, desires and action and the politics of resistance provide a promising avenue of enquiry for GWO scholars.

In light of this, we invite theoretical, empirical and methodological contributions that explore the lived embodiment of workers and managers, teasing out how gendered embodiment affects bodily feelings and relational and organizational experiences at work, and how the body constitutes an active medium of work, management and organization. Contributions from different fields are welcomed. We also encourage an interdisciplinary approach, acknowledging that gendered embodiment has numerous intellectual roots and allies. The following issues are indicative, but not exhaustive, of our field of focus:

  • Globalization, territories and borders and the lived embodiment and bodily experiences of people at work and in organizations.
  • Migration and the sense of ‘being’ in the world, through spatiality, embodiment and groundedness in place.
  • Critical accounts of embodiment including feminist postcolonial accounts, Marxist humanist or social revolutionary dynamics of the spatiality of embodiments.
  • Spatiality as territory: how does the inner activity of the body transcend to the external environment.
  • Colonization, decoloniality and forms of embodiment.
  • Dress, fashion and intersections with bodily practices.
  • How organizations marginalize qualities and aspects of embodiment associated with women.
  • Affect and the material circumstances that compel or constrain embodied gender performativity.
  • The gendered division of labor and its relationship to embodiment as the materiality of gender subjectivity.
  • How various forms of transgender embodiment intersect with other forms of bodily, socio-corporeal and socio-demographic difference, including race, sexuality, age and (dis) ability.
  • The social construction of transgender in the institutional arrangements of organizations, industries and fields.
  • The bodily techniques and practices that employees and managers mobilize in expressing – or hiding- (trans) gender.

Deadline for submission of full papers: October 30th, 2019

Manuscripts should be around 9,000 words. Manuscripts considered for publication will be peer-reviewed following the journal’s double-blind review process. Submissions should be made via the journal’s Scholar One Manuscript Central at: Author guidelines can be found at the journal’s website at:

Further enquiries about the special issue should be directed to: Andri Georgiadou (, Beverly Dawn Metcalfe (, Niki Dickerson von Lockette (, Dimitria Groutsis (,  Banu Ozkazanc-Pan (


Brewis, J. & Sinclair, J. (2000). Exploring embodiment: women, biology and work. In Hassard, J., Holliday, R. and Willmott, H. (eds) Body and Organization (pp. 192–214). London: Sage.

Butler, J. (1990). Gender trouble: feminism and the subversion of gender. London: Routledge.

Butler, J. (1993). Bodies that matter: on the discursive limits of sex. London: Routledge.

Dale, K. (2005). Building a Social Materiality: Spatial and Embodied Politics in Organizational Control, Organization, 12(5).

Dale, K. (2001). Anatomising embodiment and organisation theory Basingstoke. London: Palgrave.  

Gatrell, C. (2011). Policy and the pregnant body at work: Strategies of secrecy, silence and supra‐performance. Gender, Work & Organization, 18(2), 158-181.

Hall, A., Hockey, J., & Robinson, V. (2007). Occupational cultures and the embodiment of masculinity: Hairdressing, estate agency and firefighting. Gender, Work & Organization, 14(6), 534-551.

Haynes, K. (2012). Body beautiful? Gender, identity and the body in professional services firms. Gender, Work & Organization, 19(5), 489-507.

Liu H, (2017). Undoing Whiteness: The Dao of Anti‐racist Diversity Practice. Gender Work and Organization, 24(5), 451-563.

Metcalfe, B. D., & Woodhams, C. (2012). Introduction: New Directions in Gender, Diversity and Organization Theorizing–Re‐imagining Feminist Post‐colonialism, Transnationalism and Geographies of Power. International Journal of Management Reviews, 14(2), 123-140.

Monaghan, L. F. (2002). Embodying gender, work and organization: solidarity, cool loyalties and contested hierarchy in a masculinist occupation. Gender, Work & Organization, 9(5), 504-536.

Oerton, S. (2004). Bodywork boundaries: power, politics and professionalism in therapeutic massage. Gender, Work & Organization, 11,5, 544–65.

Shilling, C. (2017). Body pedagogics: Embodiment, cognition and cultural transmission. Sociology, 51(6), 1205-1221.

Simpson, R., & Pullen, A. (2018). ‘Cool’ Meanings: Tattoo Artists, Body Work and Organizational ‘Bodyscape’. Work, Employment and Society, 32(1), 169-185.

Spivak, G. C., & Harasym, S. (2014). The post-colonial critic: Interviews, strategies, dialogues. London: Routledge.

Thompson, C. J., & Hirschman, E. C. (1995). Understanding the socialized body: A poststructuralist analysis of consumers’ self-conceptions, body images, and self-care practices. Journal of consumer research, 22(2), 139-153.

Warhurst, C., and Nickson, D. (2009). Who’s got the look? Emotional, aesthetic and sexualized labour in interactive service work. Gender, Work and Organization, 16(3): 385– 404.

Advanced Series in Management Volume 21: Diversity within Diversity Management is now available

We are pleased to announce that our issue of Advanced Series in Management, Diversity within Diversity Management: Country Perspectives, has just been published ! It’s available also in Amazon.

This edited book provides new practical and strategic insights for practitioners, managers, students and policy makers; it delves into the strategic nature of policy intervention with thought-provoking contributions written by experts from around the world. Contributors aim to provide critical reflection of current debate areas on workplace equality and diversity in under-researched countries to inform and support evidence-based decision making for a wide variety of academic and practice-oriented stakeholders.

Read now

Citation | Full Text | PDF Plus (165 KB)

Diversity within Diversity Management: Where We Are, Where We Should Go, and How We Are Getting There
Andri Georgiadou, Maria Alejandra Gonzalez-Perez, and Miguel R. Olivas-Luján
Abstract | Full Text | PDF Plus (249 KB)

Managing Diversity in Nigeria: Competing Logics of Workplace Diversity
Ifedapo Adeleye, Abayomi Fawehinmi, Toyin Adisa, Kingsley Utam, and Vivian Ikechukwu-Ifudu
Abstract | Full Text | PDF Plus (246 KB)

Diversity Management: The Case of the United Arab Emirates
Racquel Warner and Immanuel Azaad Moonesar
Abstract | Full Text | PDF Plus (424 KB)

Diversity Management in Sustainability Reports: A Case Study from Turkey
Arzu Özsözgün Çalışkan and Emel Esen
Abstract | Full Text | PDF Plus (231 KB)

Managing Diversity in Australia: A Viable Career Option, Social Change Agents, or Corporate Stepping Stone?
Santina Bertone and Sanjeev Abeynayake
Abstract | Full Text | PDF Plus (218 KB)

Diversity in the Czech Republic
Eva Abramuszkinová Pavlíková
Abstract | Full Text | PDF Plus (163 KB)

Diversity Management in Slovenia
Vlado Dimovski, Sandra Penger, Judita Peterlin, and Barbara Grah
Abstract | Full Text | PDF Plus (243 KB)

Managing Diversity in South African Higher Education Institutions
Sharon Thabo Mampane
Abstract | Full Text | PDF Plus (196 KB)

Gastronomy as a National Identity Element: The Peruvian Case
Oswaldo Morales and Carlos Cordova
Abstract | Full Text | PDF Plus (229 KB)

Gender in Venezuelan Board of Directors and C-level Positions: Current Balance of Gender Diversity for Twenty-first Century Socialism
Carlos M. Baldo, Carmen Aurora Matteo, and Kyle Hull
Abstract | Full Text | PDF Plus (374 KB)

Diversity Management in Poland
Anna Rakowska
Abstract | Full Text | PDF Plus (265 KB)

A Changing Country: Diversity Management in Greece
George Kyparissiadis
Abstract | Full Text | PDF Plus (240 KB)

Workplace Diversity and Inclusion Policies: Insights from a Foreign Firm in the Nigeria Banking Sector
Osaro O. Agbontaen
Abstract | Full Text | PDF Plus (2097 KB)

Managing Diversity in Trinidad and Tobago
Jacqueline H. Stephenson
Abstract | Full Text | PDF Plus (265 KB)

Shifting Landscapes of Diversity in India: New Meaning or a Contextual Shift?
Richa Saxena and Vibhav Singh
Abstract | Full Text | PDF Plus (428 KB)

Diversity Management in Taiwan. The Case of the Semiconductor Industry
Jennet Achyldurdyyeva, Christina Yu-Ping Wang, Hsien-Tang Lin, and Bih-Shiaw Jaw
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Indigenous Entrepreneurship, Society, and the Dimensions of Diversity: An Overview of the Canadian National Context
Francesca Croce
Abstract | Full Text | PDF Plus (206 KB)

Diversity Management and Inclusion in Afghanistan
Bahaudin G. Mujtaba
Abstract | Full Text | PDF Plus (172 KB)

Citation | PDF Plus (109 KB)

Latest book chapter: Migrants in the workplace- the case of Cyprus

In this chapter, we investigate race discrimination and race equality policies in the workplace at two interrelated levels of analysis in Cyprus. At the macro-national level, the effectiveness and implications of the present legal system is evaluated, and the chapter discusses whether it brought about the desirable results of safeguarding a fairer and efficient legal system, eliminating any kind of discrimination at the European Union (EU) level. At the meso-organisational level, the chapter refers to the results of research presenting a number of organisational policies and practices that safeguard or hinder the inclusion of migrants at the workplace.


Georgiadou, A. (2019) Migrants in the workplace: the case of Cyprus. Chapter in Vassilopoulou, Brabet, J. and Showunmi, V. (Eds.), Race discrimination and the management of ethnic diversity and migration at work: European countries’ perspectives, UK: Emerald.

Academy of Management Annual Conference 2019 – Management Education and Development Professional Development Workshop

Professional Development Workshop 2: Isms in Academia: Exploring how to Foster an Inclusive Culture Inside and Outside the Classroom

Sponsors: Management Education and Development (MED); Gender and Diversity in Organizations (GDO); International Management (IM); Management Consulting (MC)

Friday, Aug 9 2019 10:00AM – 12:00PM at Sheraton Boston Hotel in Berkeley AB

Session Registration Website: 

To participate, find the PDW in the list, and add it to your agenda using the “Add to Agenda” button. 

After adding or removing sessions – scroll to the bottom and use the ‘next’ buttons to save your changes.

Please note that you must be registered for the Annual Meeting to access the PDW Registration system.

Session Description:

This Professional Development Workshop aims to foster a discussion about how to promote an inclusive culture inside and outside the classroom. The starting point of this discussion is the exploration of inclusion in academia from a broad range of different disciplines, geographical, and theoretical perspectives with the common aim of approaching ways for combating inequality and fostering diversity and inclusion.


Andri Georgiadou, Equality Inclusion Diversity (EQUIDY) Center, Cyprus

Miguel Olivas-Lujan, Clarion University Pennsylvania, USA

Expert Discussants:

S. Robert Hernandez (University of Alabama at Birmingham, USA) – Inclusive Excellence Series

Kate McCombs (Florida Atlantic University, USA)- Bullying

Regina F. Bento (University of Baltimore, USA) – Linguicism (or languagism)

Facilitators/ Discussants:
Andrew J. Marcinko, Durham University, UK

Christy Nittrouer, Rice University, USA

Christine M. Manno, University of Arkansas, USA

Dorothea Roumpi, Pennsylvania State University, USA

Eugene Agboifo OHU, Lagos Business School, Nigeria

Franklin Oikelome, Eastern University, USA

H. Michael Schwartz, Case Western Reserve University, USA

Jennifer A. Griffith, University of New Hampshire, USA

Lesley Clack, ScD, University of Georgia, USA

Mami Taniguchi, Waseda University, Japan

Maureen Andrade, Utah Valley University, USA

Rachael Goodwin, University of Utah, USA

Rana Haq, Laurentian University, Canada

Renée Smith-Maddox, University of Southern California, USA

Samantha Dodson, University of Utah, USA

Stacy E. Kratz, University of Southern California, USA

Stephanie L. Black, Texas A&M University at San Antonio, USA