Apologies for cross-posting
Organizers: Samina M. Saifuddin1, Rana Haq2, Ravi S. Ramani1, and Isis Gutiérrez-Martínez3
Affiliation: 1 Morgan State University, USA; 2 Laurentian University, Canada; 3 Universidad de las Américas, México
"Global shifts in the geopolitical, environmental, demographic, and technological landscape are introducing unprecedented levels of uncertainty into labor markets and employment relations. With the world waiting for answers, the onus is on management scholars to offer new theoretical approaches and evidence-based insights that might allow managers, policymakers, and labor leaders to more effectively and collaboratively meet the challenges presented" (Academy of Management, 2022). This unprecedented global shift also calls for greater attention to the Equity, Diversity, Inclusion, and Ingenuity (EDII) practices in business. The research on EDII practices has been conducted primarily on mono-cultural Western-oriented or "WEIRD" countries (Nishi & Ӧzbilgin, 2007; Rad, Martingano, & Ginges, 2018). However, legislative frameworks, political, societal, religious, and governance factors result in EDII practices that vary from country to country and differ from the West (Ӧzbilgin & Syed, 2010; Klarsfeld et al., 2022).
Countries in the South Asian region-Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka-are multicultural developing economies that vary widely in terms of education, democracy, and degree of industrialization. Also, the South Asian region is home to three (i.e., India, Pakistan, & Bangladesh) of the world's ten most-populated countries and 50 largest economies (Neufeld, 2021; Worldometer, 2022). In recent times, this region has become increasingly critical to the global economy (IMF, 2019). Yet, there is a lack of EDII research on South Asia (Saifuddin, Chinna, & Zaman, 2022; Syed & Pio, 2013). To ensure multinationals and local organizations can best structure themselves for effective formulation and implementation of EDII policies and programs, we need more research in the South Asian context. Such research might allow managers, policymakers, and labor leaders to create an equitable and inclusive workplace for our employees more effectively and collaboratively.
With the above aim, we are submitting a proposal to organize a PDW at AOM 2023 under the Diversity, Equity, and Inclusion (DEI) Division. Please let us know if you are interested in participating by January 03, 2023.
We envision the PDW to address the following questions:
- What legislative, political, social, patriarchal, religious, and governance factors unique to South Asia affect DEII policies and practices?
- How might EDII policies and related management practices differ in the South Asian context?
- How are South Asian organizations responding to the changing nature of work in response to the pandemic and other global disruptions, and what does it mean for the EDII space?
- What role do leadership, managers, and teams play in formulating and implementing EDII policies and practices?
Please email a short paragraph on what specific topic from above you are interested in by January 03, 2023, to firstname.lastname@example.org
Samina M. Saifuddin
Associate Professor (Beginning August 2022)
Morgan State University