For your information

9^th Equality, Diversity and Inclusion International Conference (EDI)

22 - 24 June 2016, University of Cyprus, Cyprus

Conference theme:

Equality, Diversity, Inclusion and Human Rights in Times of Austerity

Stream title: Diversity at Workplace – Cases from Eastern Mediterranean and South-eastern Europe

Stream organiser: Enver Ethemer: enver.ethemer@gmail.com

Stream outline:

Inclusion, diversity and managing multicultural work environment is very important in a global market.  Overall performance of the organisations depends on the well-being and satisfaction of the employees.  Providing an environment for equality and diversity at workplace is known to increase the level of performance and organisational effectiveness. 

Recent diversity at workplace research shows that there is an increasing tension between inclusiveness and diversity and traditional hierarchical organisational structures. Including diversity requires a total mind shift and organisational change which could accommodate a culture where differences co-exist.

Diversity research and practice are at a critical juncture, having reached  a "moment or certain window in time where there is a significant possibility of a decisive transition" from one state to another (Liu, Onar, & Woodward, 2014: 6). Significant shifts in societal and organizational contexts have brought to the fore several uneasy tensions and challenges in the discourse on diversity-tensions that management scholars are uniquely positioned to address. First, paradoxical tensions exist between indications of the acceptance of difference (e.g., same-sex marriage laws, adoption of diversity management policies in organizations, more women in leadership positions) and continuing subtle, and at many times quite overt, discrimination and harassment at work, as well as extreme resistance to diversity in the larger society. This suggests the need for theoretical frameworks linking the broader societal context to workplace diversity.

Current dynamics of global migration and transnationally linked markets and globalised identities requires more holistic approach to diversity management especially with respect to mechanisms, processes, or practices that foster inclusion and equality in the workplace, particularly for people with marginalized social identities to ensure a robust and sustainable competitive survivability of organisations.

South-eastern Europe presents a very unique yet challenging case for diversity equalities and inclusion of marginalised identities in organisational settings. This stream aims to examine the cluster of countries to see whether they display similarities  in terms of diversity policies and if there are any "flagship experiences" countries could learn from each other. Stream strives to include both theoretical and empirical papers or discussions to give a in-depth insight into how diversity interplays and cuts across social, political and cultural trajectories within South-eastern Europe.

Important dates:

·         Abstract/Developmental/full paper submission: March 31, 2016 on

http://www.edi-conference.org 

·          Response to authors (acceptance / rejection): April 30, 2016.

·          Deadline for full papers and best paper nominations and submission of best papers to the relevant associated journal (as agreed by submitter): May 30, 2016.