SIG OFFICERS (2025-2026):
SIG Chair: Henriett Primecz, Johannes Kepler University, Austria – henriett.primecz[@]jku.at
SIG Co-Chair: Sumita Datta, ISEG, ULisboa, Portugal – drsumitadatta[@]gmail.com
Programme Chairwoman: Nosheen Khan, Newcastle University Business School – hnosheen.khan[@]newcastle.ac.uk
Co-Programme Chair: Hakeem Mohsin, University of Technology Chemnitz – hakeem_mm[@]gsm.nucba.ac.jp
General Track Chair: Victoria Opara, Bath Spa University, UK – v.opara[@]bathspa.ac.uk
Co-chair General track:Snehal Shah, – SPJIMR, Mumbai , India – snehal.shah[@]spjimr.org
Communications officer: Beatrice Re, University of Pavia – beatrice.re@unipv.it
Past SIG chairs:
Faiza Ali, Lahore University of Management Sciences, Pakistan – faiza.ali[@]lums.edu.pk
Jawad Syed – Lahore University of Management Sciences, Pakistan – jawad.syed[@]lums.edu.pk
Hamid Kazeroony – Walden University, Minneapolis, USA – hamid.kazeroony2[@]mail.waldenu.edu
Beverly Metcalfe – ESA Business School Hamra, Beirut, metcalfebd[@]yahoo.co.uk
Adeline Broadbridge – University of Stirling
GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG STANDING TRACKS
GT05_00 – Gender, Race and Diversity in Organisations General Track
Short description:
The GRDO General Track aims to advance and disseminate new scholarship and debates, which address all forms of inequalities in the global political economy. In addition, it aims at addressing how policy measures may be devised to nurture the inclusion of marginalised voices and work towards the social justice and well-being of all individuals and communities. GRDO covers all knowledge and content relating to gender, race, and diversity within and outside organisational boundaries, including cultural, societal, political, and geographical levels, to illustrate the intersecting dynamics of differences on several scales.
UN Sustainable Development Goals (SDG):
Goal 1: No poverty; Goal 5: Gender equality; Goal 8: Decent work and economic growth; Goal 10: Reducing inequalities; Goal 16: Peace, justice and strong institutions; Goal 17: Partnerships for the goals
For more information contact:
Victoria Opara, Bath Spa University – v.opara@bathspa.ac.uk
ST05_01 – Women & Gender in Work, Organisation & Beyond
Short description:
This track focuses on gender equality and women’s empowerment in management, work and organization. We encourage scholars and practitioners to submit papers that address women and gender-related issues in organizations from diverse perspectives. These issues involve diverse gender perspectives across various contexts and regions, as well as exploration of intersections between various roles and characteristics.
UN Sustainable Development Goals (SDG):
Goal 4: Quality education; Goal 5: Gender equality; Goal 8: Decent work and economic growth; Goal 10: Reducing inequalities
For more information contact:
Tamer Koburtay, Copenhagen Business School – tamer.koburtay@hud.ac.uk
ST05_02 – Diversity issues in cultural context
Short description:
This standing track, sponsored by Gender, Race, and Diversity in Organization’s (GRDO) SIG, focuses on diversity, inclusion/exclusion and (in)equalities in management and organizations within and across different countries, socio-economic contexts and cultures. We invite submissions that address these topics by adopting a variety of perspectives, using different methodologies, and focusing on various contexts. By bringing together research from different national, social and cultural settings, this track advances conversations about the different approaches to the management of diversity that have emerged in different contexts and about the way the broader surroundings in which organizations are embedded affect diversity-related processes.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people; Goal 4: Quality education; Goal 5: Gender equality; Goal 8: Decent work and economic growth; Goal 10: Reducing inequalities; Goal 12: Responsible consumption and production; Goal 16: Peace, justice and strong institutions; Goal 17: Partnerships for the goals
For more information contact:
Ali Farashah, Mälardalen University – ali.farashah@mdu.se
GENDER, RACE AND DIVERSITY IN ORGANISATIONS SIG TRACKS
T05_03 – Role of Diversity, Equality and Inclusion in Careers and Leadership
Literature suggests that promoting diversity, equity, and inclusion (DEI) at every level of management and governance drives strategic performance and advances social impact and sustainable development. Yet there is an urgent need to examine how DEI—including gender, social class, neurodiversity, and disability—shapes career development and leadership across organizations, industries, professions, institutions, and geographies. As technologies increasingly mediate access to work and leadership, it is critical to assess their potential to either mitigate or reinforce existing inequities. Aligned with EURAM 2026’s theme “Navigating High Waters, ” we welcome diverse contributions interrogating the evolving role of DEI in careers and leadership.
UN Sustainable Development Goals (SDG):
Goal 5: Gender equality; Goal 8: Decent work and economic growth
Primary Contact:
Cinzia Calluso, ccalluso@luiss.it
T05_03 - Role of Diversity, Equality and Inclusion in Careers and Leadership
T05_04 – Responsible DEI when facing disruption: What (not) to preach, and how to practice it?
For diversity, equality/equity and inclusion (DEI), today’s times are disruptive and disorientating: Much is at stake, yet, anti-DEI closure mechanisms seem to multiply. An understandable reaction is to firmly position DEI against closure. Yet, given the multifaceted nature of contemporary DEI-challenges, we ask: How can DEI-scholars be certain to be ‘on the right side’, but nonetheless mobilize multiple solidarities? What do DEI-scholars need to reflect upon, and how can DEI-practice be critical, yet responsibly-inclusive, when facing disruption? We invite conceptual, methodological and empirical contributions.
This track is associated with a Special issue of Equality, Diversity and Inclusion: An International Journal.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people; Goal 4: Quality education; Goal 5: Gender equality; Goal 10: Reducing inequalities; Goal 17: Partnerships for the goals
Primary Contact:
Jasmin Mahadevan, jm.hspf@gmail.com
T05_05 – Migrants at stake: Intersecting exclusion effects of mobility, ethnicity, religion and race
Diversity is a key contemporary workplace feature, with migration and migration histories as key contributing factors. Yet, in today’s disruptive times, ideologies of national homogeneity and negative difference devalue, marginalize and exclude minority groups, such as migrants, both on-site and virtually. Even those who have never ‘migrated’ are ‘migrantised’, due to intersecting exclusion effects of mobility, ethnicity, race and religion that make them ‘the undesirable Other’ in their own home. We call for studies that help conceptualising or managing the intersections of mobility, ethnicity, religion and race in more inclusively.
This track is linked to a Special Issue in IJCCM.
UN Sustainable Development Goals (SDG):
Goal 4: Quality education; Goal 5: Gender equality; Goal 8: Decent work and economic growth; Goal 10: Reducing inequalities; Goal 17: Partnerships for the goals
Primary Contact:
Almina Bešić, almina.besic@jku.at
T05_06 – Queer Perspectives: Sexual Orientation, Gender Identity and the Plurality of Self-Concepts in Organizations
This topic encourages researchers to submit contributions that broaden the understanding of both issues related to employees’ sexual orientation (such as being bisexual, lesbian, gay, and also on heterosexuality), and issues that are specifically related to transgender or intersex employees. We particularly encourage submissions that challenge the cis-hetero-binarist hegemony in management studies, and theorise sexual orientation and queer identities as fundamental dimensions of organisational life, deserving of rigorous and expansive conceptual attention within management theory.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people; Goal 5: Gender equality; Goal 10: Reducing inequalities
Primary Contact:
Thomas Köllen, thomas.koellen@unibe.ch
T05_07 – Disability and Inclusion in an Age of Disruption: Rethinking Work, Participation and Accessibility
Disability remains a key site of inequality in contemporary organisations, where ableist norms, exclusionary structures, and assumptions about the “ideal worker ” often go unchallenged. This track explores how organisational practices, cultures, and systems shape the labour market participation and self-employment of persons with disabilities in an age of disruption. We welcome theoretical and empirical contributions on inclusive HRM, leadership, entrepreneurship, digital transformation, accessibility, and organisational responses to structural inequality. Critical and intersectional approaches are especially encouraged, as are contributions from early career researchers and scholars from underrepresented regions.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people; Goal 8: Decent work and economic growth; Goal 10: Reducing inequalities
Primary Contact:
Sara Csillag, csillag.sara@uni-bge.hu