Gender and Diversity In Organizations - Academy of Management ...

S P E C I A L P O I N T S 

O F I N T E R E S T : 

� Report from Divi- 

I N S I D E T H I S 

I S S U E : 

Report from Divi- 

sion Chair 

Report from Pro- 

gram Chair 

Report from PDW 

Chair 

2010 Annual Meet- 

ing Reflections 

2010 GDO Award 

Winners 

sion Chair 

� Report from Pro- 

gram Chair 

� 2010 Annual Meet- 

ing Reflections 

� 2010 GDO Award 

Winners 

1 

4 

6 

7 

10 

Member Updates 11 

Calls for Papers 13 

What is GDO? 17 

Newsletter Editors: 

Editor: 

Nicole Cundiff 

U. of Alaska. nlcundiff2@alaska.edu 

Assistant Editor: 

J. Goosby Smith 

California State U. 

Channel Islands 

Jaye.Smith@csuci.edu 

Gender and Diversity 

In Organizations 

V O L U M E 1 I 1 , I S S U E I I I 

Report from the Division Chair 

As I write this in mid-September, President Obama 

continues to emphasize that the United States is 

not at war with Islam, while the pastor of a small 

Church in Florida has been garnering national attention 

by threatening to burn the Quran. He is 

taking this action, apparently and ironically, to 

send a message about the intolerance of Islam. 

Closer to home (I live just outside Washington, 

DC), the Mayoral election is coming to a boil, with 

one candidate strongly preferred by White voters 

and the other candidate by African-American voters. 

In California, a judge has declared ―Don’t Ask, 

Don’t Tell‖ to be unconstitutional, but this decision 

is bound to be appealed. Fidel Castro has 

(finally) acknowledged and regretted the discrimination 

suffered by homosexuals in Cuba during the 

1960s and 1970s. 

The EEOC’s recent 2009 report reveals that 21% 

of Federal Agencies did not submit their required 

EEO reports. Meanwhile, Wal-Mart has petitioned 

the Supreme Court to throw out their class-action 

gender discrimination lawsuit, apparently because 

it involves more than a million female workers and 

thus is too large to qualify for a class-action suit 

(too big to succeed?). The Roma (Gypsies) are 

being expelled from France and the French government 

has banned all veils that cover the face – including 

the burqa worn by some Muslim women. 

Meanwhile, a German banker has stimulated controversy 

by publishing a best-selling book in which 

he claims German society is being made dumber 

by Muslim immigrants. On the one hand, all this 

and similar news is discouraging – we humans just 

do not seem to be very good at dealing with diversity. 

On the other hand, it highlights the importance 

of the work being done by GDO members 

and our allies. So let’s hang in there and realize 

that we can and do make a positive difference. 

Speaking of positive differences – I must thank 

many people for their work over the past year, culminating 

with the 2010 Academy of Management 

meeting in Montreal. Quinetta Roberson did a 

O C T O B E R , 2 0 1 0 

wonderful job as Division Chair this year, most 

importantly leading the division to a successful fiveyear 

review. The Division’s report and the Academy’s 

response have been placed in the Documents 

& Files section of the GDO 

Division’s space in AoM Connect 

and is posted on the Division’s 

website. Preparing the 

report was a valuable exercise 

and the Academy leadership 

was impressed, as indicated by 

their response: 

―Congratulations! The Division 

and Interest Group 

Relations Committee of the 

Academy of Management 

is pleased to recommend 

the renewal of the Gender 

Division Chair 

David A. Kravitz 

George Mason University 

& Diversity in Organizations Division for another 

five years. Thank you again for your very well-done 

report. We were impressed with the energy and selfreflection 

that are evident here.‖ 

Further, GDO Program Chair Diana Bilimoria 

crafted an integrated and thought-provoking scholarly 

program for the 2010 meeting, which would not 

have been possible without your submissions. So 

kudos and thanks to her and to you. I hope we will 

see even more proposals for the 2011 conference. 

The number of sessions we can present is a direct 

function of the number of proposals we receive. 

Please see Gwen Combs’ article about the 2011 

conference elsewhere in this newsletter. Speaking of 

Gwen, she put together a very interesting and useful 

set of Professional Development Workshops – 

thank you Gwen! Our newest officer, Stacy Blake- 

Beard, will be responsible for the 2011 PDWs, so 

send her your proposals early and often. You will 

find the PDW Call from her elsewhere in this newsletter. 

(continued on page 2)

P A G E 2 

How can I stay in 

touch with GDO 

news? 

Join the GDO 

Listserv ! 

GDO Newsletter: October 2010 

Division Chair’s Report... 

(continued from page 1) 

Among the special sessions at the 2010 Academy meeting was the Townhall Meeting, organized by 

Belle Rose Ragins, Ron Ophir, Erika James, Susan Kirby, and Douglas Johnson. One purpose 

of this annual meeting has been to motivate the Academy of Management at large to give more attention 

to gender and diversity questions. I have no doubt that this played a significant role in the 

Board of Governors’ decision to establish a diversity task force at the Academy level. Yea team! 

The annual meeting is also a time to celebrate exemplary performance of our members. You will 

find a list of the award winners elsewhere in this Newsletter. Here, I’d like to offer a special word of 

congratulations to Debra Meyerson, who received the Sage Award for Scholarly Contributions to 

Management. This is the most important (lifetime) scholarly award we offer and Debra is a worthy 

recipient. Congratulations, Debra, and thanks for all your work. 

Next year we expect to have two new awards – for Transnational Research. Many thanks to Dianna 

Stone and the members of the GDO International Committee for proposing and developing these 

awards and for finding a sponsor for 2010-2011. This is just one indication of the Division’s desire 

to reach beyond the borders of North America to acknowledge and serve current and future members. 

Diana Bilimoria, our program chair, handled the catering for the 2010 meeting. Our social events 

included a pre-conference social hour on Friday evening for the first time, an event that was very 

well attended. The quality of the catering was very positively affected by the generosity of several 

sponsors, most notably the Weatherhead School of Management at Case Western University (thanks 

to Dean Mohan Reddy and Associate Dean Julia Grant) and the Opus College of Business at University 

of St. Thomas (thanks to Dean Christopher P. Puto). In addition, contributions were provided 

by the ILR School at Cornell University (thanks to Dean Harry Katz), the School of Management 

at George Mason University (thanks to Dean Jorge Haddock), the School of Continuing Studies 

at Georgetown University (thanks to Associate Dean Christopher J. Metzler), and the College 

of Business at the University of Michigan-Dearborn (thanks to Dean Kim Schatzel). Contributions 

in support of our doctoral consortium were received from Emerald Group Publishing and from 

OBTS (Teaching Society for Management Educators). 

Speaking of the doctoral program – thanks are due to Joy Beatty and Robyn Berkley for organizing 

an informative and enjoyable program. Although not officially part of the GDO Program, I should 

also mention that the ―All in the Family: LGBT and Friends Reception‖ celebration was a smashing 

success, as always, and was sponsored by the David Eccles School of Business at the University of 

Utah (thanks to Dean Taylor Randall). 

Moving from last year to this year, I’d first like to say how pleased I am to have the opportunity to 

serve as the GDO Division Chair. This is a wonderful division made up of members who are doing 

important work and who genuinely care about improving the workplace and the world. I look forward 

to working with and for you during the coming year. However, I should emphasize that the 

elected leadership cannot do it all alone – we need your help. The GDO Division is a volunteer organization. 

Volunteers do ALL of our work, so if members do not volunteer very little work gets 

done. I hope you will consider serving as a conference reviewer and on one of our committees. The 

standing committees are described on the conference web site at (http://division.aomonline.org/gdo/ 

inside/inside_committees.htm). Committee volunteer opportunities are described the Volunteer Survey, 

located at http://tinyurl.com/GDOVolunteerSurvey where you can indicate your interests. 


P A G E 3 

“One of my 

major initiatives 

will be to make 

the GDO Division 

more of a 

learning 

organization.” 


Division Chair’s Report... 


Volunteering to review submissions to the annual meeting is handled separately – please see Gwen 

Combs’ article, elsewhere in this newsletter, for more information. 

If you would like to play a major role in the Division, you might consider running for office. Each 

year we elect three members to the Executive Committee and an officer who will work through a five 

-year sequence of positions. These leadership positions offer you the opportunity to influence the 

direction of the division and, in the case of officer selection, to contribute to the shaping of GDO conversations 

at the annual conferences. They also offer the opportunity to connect with top GDO scholars 

and to build our institutional community. Think about it. 

I thought I’d offer some information here about the procedure used to determine who appears on the 

ballots for new officers and executive committee members. Elections are coordinated by the Past Division 

Chair, who is now Quinetta Roberson. The GDO officers comprise the nominations committee, 

whose goal is to select individuals with proven commitment to the GDO mission. We also seek 

those who we know take their service responsibilities seriously. Thus, we ask nominees to complete a 

survey that helps us make these judgments. Since we believe that past behavior is the best predictor 

of future behavior, we prefer those who have served the Division in the past. While reviewing, presenting 

at the annual meeting, and chairing sessions are important activities, we typically give more 

weight to active service on committees. In sum, if you desire to serve the Division in an elective 

capacity, you are more likely to get on the ballot if there is evidence that you will do a good job if 

elected. Of course, the GDO membership decides the election by voting upon nominated candidates. 

My sense is that many members vote for those whose names they recognize; so building a solid research 

record can be helpful at that stage. 

I would like to offer a few thoughts about my plans for the coming year. One of my major initiatives 

will be to make the GDO Division more of a learning organization. I have been working on this for 

the past three years, as I have developed a detailed calendar of responsibilities for each of the officer 

roles. During this coming year, I will encourage all our standing committee chairs to create similar 

documents for their committees, thus facilitating continuous improvement in future years. Along 

these same lines, I am constituting an ad hoc Bylaws Review Committee. Our bylaws have not had a 

careful revision in over a decade and changes are needed. I also want to revise the division website 

and increase the use and usefulness of AoM Connect. For example, I hope more members will post 

syllabi for their gender and diversity classes, to help others who are teaching these courses. Similarly, 

if we posted brief summaries of research articles, they could be assigned to students who do not have 

the training needed to read the original articles. This would be very helpful to instructors of diversity 

classes. You will hear more from me about that in the future. 

Finally, I urge you to join the conversation. If you have not yet checked out AoM Connect, please do 

so. In addition, I hope you will join the GDO Division listserv, to ensure that you receive the announcements, 

queries, and responses that are posted and so you can post your own messages. To join 

the listserv, please go to http://aomlists.pace.edu/scripts/wa.exe?SUBED1=GDO-L&A=1 

I look forward to working with you and wish you all a happy, safe, and productive year. Please feel 

free to contact me with your thoughts about the Gender and Diversity in Organizations Division. 

David A. Kravitz, Division Chair 

dkravitz@gmu.edu

P A G E 4 

Program Chair 

Gwendolyn Combs 

University of Nebraska- 

Lincoln 

gdogmc2011 pro- 

gram@unl.edu 


Report from the Program Chair 

Hello GDO members and 

friends! What a wonderful time 

we had in Montreal. It was good 

to see so many GDO members 

in attendance. Hats off to 

Diana Bilimoria, 2010 Program 

Chair, for her hard work 

in providing a superlative conference 

program. Special thanks 

also to GDO members for your 

submissions and volunteer efforts 

at the conference. We are 

preparing for an exciting and 

informative program for the 

2011 Academy of Management 

meeting that will be on August12-16 

in San Antonio, 

Texas. The theme for the 2011 

conference is “West meets 

East: Enlightening, Balancing, 

Transcending”. 

Call for Reviewers 

As Program Chair for the 2011 

conference, I am calling on all 

GDO members to go the distance 

to help make the scholarly 

program a success in every dimension. 

One very important 

way to contribute your talents is 

to volunteer to be a reviewer for 

the various submissions of papers 

and symposia we anticipate 

receiving. Each reviewer will 

have up to three submissions to 

review. Please commit now personally 

to being a reviewer, and 

when you receive the electronic 

call for reviewers on October 

13th, register to be a reviewer 

for the GDO Division. Remember 

we all have to work together 

to make this division successful! 

The review process will be conducted 

through the AoM Cen- 

tralized Reviewer System. 

Submissions for review 

will be available on the 

AoM Reviewer Website 

around January 20 th with 

the deadline for returning 

reviews on February 10 th . 

As you complete the reviewer 

request form, think 

carefully about the interest 

areas you designate. Provide 

all the information 

requested regarding your 

interests, expertise areas, 

and key words. The goal 

is to send you submissions 

that fit your interest areas. 

Additionally, your reviewer 

comments will 

help to determine the conference 

program that is 

presented and provide 

valuable feedback to the 

authors. Therefore, please 

provide carefully constructed, 

insightful, instructional, 

and thoughtful 

comments. Reviewers will 

receive recognition in the 

AoM Program Book and 

at the GDO Business 

Meeting at the conference. 

Please sign up to be a 

GDO Reviewer! 

Call for Submissions 

The Call for Submissions 

will be announced on October 

13 th and posted on 

the AoM Website. The 

conference submission 

website will open on November 

2, 2010. The submission 

deadline for all 

papers and symposia for 

the regular scholarly pro- 

gram is 5:00pm EST, 

January 11, 2011. If you 

have not already, you are 

encouraged to begin now 

to prepare and organize 

your papers and symposia 

in order to fully meet 

the submission requirements 

and deadline. Your 

early efforts will ensure 

that your submission receives 

full review and 

consideration. 

The Division welcomes 

and encourages submissions 

of papers 

(quantitative and qualitative) 

and symposia that 

relate to its specific mission/domain 

found at 

http:// 

division.aomomline.org/ 

gdo, which includes: the 

generation and dissemination 

of knowledge 

about gender and diversity 

within and outside of 

organizations, to embrace 

diverse perspectives in 

organizational research 

and education, and to 

support social justice 

through the inclusion of 

marginalized voices in 

members’ research and 

practice. Submissions 

that address and delineate 

the multifaceted mission 

of GDO are welcomed. 

Papers and symposia that 

embrace and reflect the 

conference theme, “West 

meets East” are especially 

encouraged. 


P A G E 5 

“We look 

forward to 

papers and 

symposia that 

include 

perspectives from 

all countries and 

global 

communities.” 


Program Chair’s Report... 


According to the AoM Program Chair, Ming-Jer Chen, this theme challenges us 

as business educators and scholars to develop enlightened managers and entrepreneurs 

who strive to transcend divisions around the globe, reach balance between 

social good and self-interest, identify commonalities, comprehend paradigmatic 

differences and similarities, seek harmony in interrelationships, and seek answers 

to the important challenges of a global business community. We look forward to 

papers and symposia that include perspectives from all countries and global communities. 

Awards 

Each year GDO engages opportunities to recognize the superior work and contributions 

reflected in paper submissions. Papers may be eligible for the following 

awards in 2011: 

The Dorothy Harlow/McGraw Hill Best Paper Award is presented for the best 

conference paper. 

The Sage Dissertation Award is given to the best conference paper based on a dissertation 

defended between January 1, 2010 and December 31, 2010. Papers considered 

for the dissertation award must be sole-authored. Consideration for this 

award must be clearly stated at the time of submission with the dissertation defense 

date specified in the submission. 

The Best Student Paper Award is presented for the best conference paper authored 

by a student. The paper may be co-authored, but a student who is enrolled in a 

graduate degree program at the time of the submission must be the first author. 

Consideration for this award must be clearly stated at the time of submission and 

the student’s university and status must be specified in the submission. 

Papers may be considered for either the best student paper award or the dissertation 

award, but not both. 

Conclusion 

Thank you for reading this lengthy but important message! Remember to: volunteer 

as a reviewer; and submit papers and symposia for the program. Watch for 

future correspondence regarding the 2011 GDO conference program, and if you 

have any questions, please contact me at gdogmc2011 program@unl.edu. Thank 

you so very much for your anticipated help and submissions. 

Gwendolyn M. Combs 

2011 Program Chair

P A G E 6 

PDW Chair 

Stacy Blake-Beard 

Simmons College 

gdopdw@simmons.edu 


Report from the PDW Chair 

2011 GDO Division Professional Development Workshops: 

Call for Proposals 

The Gender and Diversity in Organizations (GDO) Division invites proposals for the 

pre-conference professional development workshops (PDW) to be held at the 2011 

Academy of Management meeting in San Antonio, Texas, USA. PDW sessions will 

be held between 8:00 a.m. Friday, August 12 th and 8:00 p.m. Saturday, August 13 th . 

The mission of the GDO Division is to generate and disseminate knowledge about 

gender and diversity within and outside of organizations, to embrace diverse perspectives 

in organizational research and education, and to support social justice 

through the inclusion of marginalized voices in members’ research and practice. 

We encourage submission of PDWs designed to develop and enhance our members’ 

professional and personal skills – particularly those related to GDO’s mission. We 

especially invite proposals that relate to the theme for the 2011 meeting, West Meets 

East: Enlightening, Balancing, and Transcending. 

PDW sessions can take any form including tutorials, panels, roundtable discussions, 

case studies, debates, and invited speakers. In addition, sessions may include practitioners, 

colleagues from other disciplines, and other types of organizations including 

corporations, public sector entities, and non-profits. PDWs provide an opportunity to 

experiment with new approaches that do not fit within the confines of the regular 

program, so submitters are encouraged to be innovative in workshop design. Interactive 

workshops will be particularly welcomed. Cross-divisional proposals, which 

involve two or more divisions and/or interest groups, are also strongly desired. 

PDW submissions should be made through the Academy’s website at 

http://submissions.aomonline.org/2011. The deadline for submissions is Tuesday, 

January 11, 2011 at 5pm EST. The AOM Program ―Rule of Three‖ applies to the 

2011 PDW Program—no one may submit or be associated with more than three 

PDW submissions or appear in more than three PDW sessions during the PDW program. 

You are welcome to discuss potential PDWs with Stacy Blake-Beard at 

gdopdw@simmons.edu before submitting your proposal. Please note, though, that 

the deadline for submitters to contact PDW Chairs for general inquiries and informal 

discussion about ideas for PDW sessions is December 14, 2010.

P A G E 7 

See the 

associated Call 

for Papers in 

Decision 

Sciences Journal 

of Innovative 

Education on 

page14 


2010 Annual Meeting Reflections 

Expanding Minority Representation in Management Education 

An Academy of Management Caucus on Minorities in Management 

Premise: Minorities are vastly under-represented in management education. Steps should be 

taken to correct the imbalances, and this caucus will serve to bring together researchers who 

have an interest and are focused on this issue of great concern to the Academy. 

Facilitator: Tom Stafford, University of Memphis 

Participants: Fay Cobb Payton, North Carolina State University, Caren Goldberg, 

American University, Tiki Suarez-Brown, Florida A&M University, Terry Nelson, University 

of Memphis 

Overview: The caucus participants identified and discussed in depth several barriers that 

impede the recruitment and retention of minority doctoral students in management programs. 

A key problem identified by the panel was the lack of sufficient knowledge among underrepresented 

student groups about the doctoral admissions process and about sources of supplemental 

funding for minorities. While recruitment and mentorship to provide ongoing retention 

support were considered critical processes for increasing minority representation, 

discussion expanded to consider the need for sustaining minority junior faculty colleagues as 

they made the transition from their doctoral training to their tenure-track careers. A special 

issue of Decision Sciences Journal of Innovative Education has been dedicated to exploring 

these issues, and additional submissions are welcome from the AOM GDO community of 

diversity researchers. See the included call for papers for complete information. 

"Scholars Who Dared to Care: Insights from Sage Scholarly Contribution 

Awardees" 

In the photo from left to right: Stella Nkomo, Dot Moore, Kaye Bartol, Ellen Kossek, Robin 

Ely, Belle Rose Ragins, Jeffrey Greenhaus, Barbara Gutek, and Alison Konrad. Participated 

in session but not pictured, Marta Calas and Linda Smircich. 


P A G E 8 

“GDO members 

offer a heartfelt 

THANK YOU 

to each and 

every sponsor. 

You made our 

Division events 

possible!” 



2010 Annual Meeting Reflections... 

Thank you! 

Our 2010 division events in Montréal 

would not have been possible without the generous support of Social Event Sponsors 

And 

And additional support from 

College of Business 

We thank our 2010 Doctoral Consortium sponsors 

Emerald Group Publishing 

OBTS (Organizational Behavior Teaching Society) 

ILR School, Cornell University 

We thank, our divisional award sponsors for their on-going support: 

Equity, Diversity and Inclusion (an Emerald journal) 

McGraw Hill 

Reed Career Center 

Sage Publications 

Would you like to see your institution’s name on this list next year? 

Please contact David Kravitz, GDO Division Chair (gdodak@gmu.edu), 

or 

Ron Ophir, GDO Division Treasurer (ophir@yorku.ca), for additional information.

P A G E 9 

A hearty 

congratulations 

to each of our 

award winners... 

...and our 

appreciation to 

all who 

submitted their 

research for 

consideration 


2010 GDO Award Winners are... 

Congratulations to the following award winners! 

Sage Award for Scholarly Contributions to Management 

Debra Meyerson, Stanford Graduate School of Business 

Sponsored by Sage Publications 

Saroj Parasuraman Outstanding Publication Award 

Aparna Joshi & Hyuntak Roh, both of the University of Illinois at Urbana-Champaign 

Paper Title: Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: 

A meta-analytic review. Academy of Management Journal, 52: 599-627. 

Sponsored by the Reed Career Center 

Dorothy Harlow Best Paper Award 

Whitney Botsford Morgan, University of Houston-Downtown 

Paper Title: ―Mothers' Psychological Contracts: Does Supervisor Breach Explain Intention 

to Leave the Workforce?‖ 

Sponsored by McGraw-Hill 

Sage Best Paper Based on a Dissertation 

Whitney Botsford Morgan, University of Houston-Downtown 

Paper Title: ―Mothers' Psychological Contracts: Does Supervisor Breach Explain Intention 

to Leave the Workforce?‖ 

Sponsored by Sage Publications 

Emerald Best Student Paper Award 

Sebastian Doering, Melanie Schreiner, and Hendrik Huettermann, all of the University 

of Konstanz 

Paper Title: ―Constructing a Collective Identity in Diverse Teams‖ 

Sponsored by Equality, Diversity and Inclusion 

GDO 2010 Best Reviewers 

Raina A. Brands, University of Cambridge 

Marta B. Calas, University of Massachusetts, Amherst 

Nicole Cundiff, University of Alaska, Fairbanks 

María Fernanda García, University of Texas at El Paso 

Angela Hope, St. Mary's University 

Lindsey Marie King, University of North Carolina, Chapel Hill 

Krishna P. Poudel, University of Louisville 

Linda Smircich, University of Massachusetts, Amherst 

Louise Tourigny, University of Wisconsin, Whitewater 

Spela Trefalt, Simmons School of Management

P A G E 10 

“...knowing right 

from wrong is 

easy. But 

speaking your 

mind about it can 

be hard…” 

- Mary Gentile 


Member Updates 

Giving Voice to Values: Speaking Your Mind When You Know What’s Right 

If you had worked at BP or Goldman Sachs, would you have stood up for what you 

thought was right? Could speaking out about your values early enough have helped to 

prevent the ethical transgressions that contributed to these disasters? 

When your boss wants to cut corners at the expense of safety, your colleague alters 

the financial report, or your sales team wants to embellish the capabilities of a product, 

knowing right from wrong is easy. But speaking your mind about it can be 

hard—especially if you are feeling pressure from your boss, your colleagues, or your 

own career concerns. Once we make the decision to speak up in such circumstances, 

what does it take to get heard? How can we be more effective at speaking our mind— 

even building coalitions with likeminded colleagues—so that pressures of time and 

money don’t always trump our efforts to act on our values? 

In Giving Voice to Values: Speaking Your Mind When You Know What’s Right 

(Yale University Press; $26; August 24, 2010), Babson faculty member and consultant 

Mary Gentile shows us not how to decide what’s right or wrong, but the much 

harder step of how to speak our minds and act on our values when we already know 

what’s right. 

About the Author: 

Mary C. Gentile consults on management education and values-driven leadership. In 

her ten-year tenure at Harvard Business School, she was one of the primary developers 

of the school’s first required curriculum on ethical decision-making and was the 

creator and teacher of its first course on managing diversity. Currently she is Director 

of the ―Giving Voice to Values‖ curriculum and Senior Research Scholar at Babson 

College. Her articles have appeared in Harvard Business Review, Financial Times, 

strategy+business, BizEd, CFO Magazine, and Risk Management, and she has written 

several books on ethics and diversity. She lives in Arlington, Massachusetts. 

About the book: 

Yale University Press: Giving Voice to Values: Speaking Your Mind When You 

Know What’s Right 

Hardback; $26.00; 320 pages 

ISBN: 978-0-300-16118-2 

Visit the book’s website at: http://www.givingvoicetovaluesthebook.com/ 

(continued on Page 11)

P A G E 11 

Don’t forget to let 

the GDO Newsletter 

Editor know about 

your recent 

publications, 

activities, and 

accomplishments! 



Member Updates... 

Women’s Employment And Homemaking Careers A Lifespan Perspective 

Cherlyn Skromme Granrose, Professor of Business Administration, Campbell 

School of Business, Berry College, US. October 2010 

Chronicling the lives and career choices of a dynamic group of women, this book 

provides a comprehensive and unique glimpse into the intricate balance of work and 

family. 

Women’s Employment and Homemaking Careers is based on three surveys, the first 

conducted while the women were attending university, and the second and third conducted 

one and two decades later. The surveys provide quantitative data that supplements 

the qualitative material gained from final interviews conducted at the end of 

the 25-year longitudinal study. 

Publications: 

Ayman, R. & Korabik, K. (2010). Leadership: Why gender and culture matter. 

American Psychologist. American Psychologist, Vol. 65, No. 3, 157–170.

P A G E 12 

“The European 

Journal of Industrial 

Relations is 

European in focus 

and papers should 

include European 

countries and 

debates...” 


Calls for Papers 

The social regulation of diversity management: dimensions, levels, typologies, 

antecedents, effects 

Proposals are invited for a special issue of the European Journal of Industrial Relations, 

under the guest editorship of Alain Klarsfeld, Rana Haq, Eddy Ng, and Marloes 

Van Engen. 

Papers will preferably explore a transverse research question from a cross-national 

comparative perspective. Research questions should address the interplay of diversity 

policies at various levels: international, state, business sector, corporate, plant; and/or, 

their antecedents and outcomes. For instance, what dimensions of diversity are relevant, 

to the international, national, business sector and corporate rules promoting 

equal treatment, equal opportunity and affirmative action? Such dimensions include 

for instance, gender, race, ethnicity, national origin, age, sexual orientation, or disability. 

How do dimensions covered at one level (i.e., the EU level) influence the dimensions 

adopted at the level immediately below (i.e., the national level)? What dimensions 

of diversity are absent/emerging/declining in the various regulation processes? 

Why? With what consequences? 

Other questions to consider are: What are the different ways to comply with diversity 

policies? Typical compliance of regulations and policies may include the type of obligation 

(no incentive nor obligation, just positive incentive such as subsidy, binding 

obligation with penalties, i.e., sanctions), the type of action required or at least encouraged 

(statement, dedicated office or administration, data collection, data consolidation 

and reporting, goals and timetables, action plan, meeting a strict quota, etc.), 

the type of sanction for not taking action (no sanction, improvement suggestions from 

controlling body, orders to align on law, blame and shame, financial penalty, disbarment 

from contracts, closure), the enforcement mechanism (no enforcement mechanism, 

enforcement based on court and individual litigation started by individuals and/ 

or class actions, enforcement based on random audits by an external authority, enforcement 

based on a systematic review and systematic sanction by an external authority)? 

It should be noted that EJIR is European in focus and papers should include European 

countries and debates. We invite work that is conceptual or empirical, ideally both. 

Qualitative and quantitative methods are welcome. Also, as an industrial relations 

journal we expect authors to show how industrial relations institutions affect the phenomena 

they are investigating. 

Paper length should be less than 8000 words including tables and bibliography. First 

drafts of full papers should be sent to Alain Klarsfeld, guest editor, a.klarsfeld@esctoulouse.fr 

by January 2011. Papers will be reviewed by guest editors and by the Journal’s 

editor Richard Hyman. Authors of proposals will be notified by April 2011. 


P A G E 13 

“...the goals of 

diversity in the 

classroom and the 

workforce will only 

be met through 

increasing the role 

of diversity among 

the ranks of 

business professors” 

-Payton, et al. 


Calls for Papers... 

Special Topic Forum 

Decision Sciences Journal of Innovative Education 

Expanding Minority Representation in Management Education 

Thomas F. Stafford 

Fogelman College of Business and Economics 

University of Memphis 

tstaffor@memphis.edu 

Chetan S. Sankar 

Professor, Department of Management 

Auburn University 

sankacs@auburn.edu 

Decision Sciences Journal of Innovative Education seeks papers for a theme specific issue, 

―Expanding Minority Representation in Management Education‖ (submission period 

September 1, 2010 – February 28, 2011). Whether discipline- or pedagogy-focused, articles 

must meet Decision Sciences Journal of Innovative Education’s high standards of 

rigor and originality, while simultaneously offering new insights to its readership of practicing 

educators. Many (if not most) pedagogical researchers in the field are also practicing 

educators – as are most of the readers of education-focused journals such as Decision 

Sciences Journal of Innovative Education. Effective communication of results is critical to 

achieving our desired influence on teaching best practices. To that end, we are interested 

in papers that outline practices for effective recruitment, retention and training of underrepresented 

minorities in the management disciplines at the graduate level. The special 

issue will focus specifically on how to improve pedagogy and learning research so as to 

expand minority representation; articles that only describe the related problems or explore 

potential public policy solutions may not be appropriate for DSJIE. This will be a solutions-oriented 

special issue focused on academic practice. 

Ethnic minorities account for a third of the US workforce and 25% of the US college 

population, yet only 5% of college faculty are African-American (Payton, White & 

Mbarika, 2005). In certain business specialties, the representation is even lower – not even 

3% among Management Information Systems faculty, for example (Payton & Jackson, 

1999). Despite strong demand from industry for representation and preparation on the 

topic of diversity in business (Day & Glick, 2000), and notwithstanding active support for 

the role of diversity in business education from the AACSB, little progress has been noted 

in either increasing diversity among the ranks of faculty or in formally training for students 

for the challenges of diversity in the workforce (Bell et al., 2009). 

As has been demonstrated in studies of recruitment and retention of minorities in business 

education, the goals of diversity in the classroom and the workforce will only be met 

through increasing the role of diversity among the ranks of business professors (Payton et 

al., 2005). Plainly put, a greater effort must be made to recruit, retain, and graduate 

members of under-represented minorities at the doctoral level of business education 

in order to achieve lasting advances in business school diversity and in the 

subsequent level of diversity to be found in industry. 


P A G E 14 

This special issue of 

the Decision 

Sciences Journal 

of Innovative 

Education 

leverages 

theoretical 

diversity and 

methodological 

expertise 


GDO Newsletter: October2010 


The mechanism by which such recruitment efforts contribute to the goals of diversity 

in business and business education is a simple one: more minority students will 

be motivated to seek terminal degrees in business disciplines if they find visible 

examples of other members of similar minorities having succeeded in the same endeavor; 

this is the basis of Payton’s (Payton et al., 2005; Payton & Jackson, 1999) 

―mentoring‖ approach, and a similar demographic effect has also been noted in research 

on the nature of the interactions between workers and their managers in 

business (Goldberg et al., 2008). 

The purpose of the special issue is to draw together researchers with a common 

cause on the issue of diversity in the management classroom in order to springboard 

new approaches and new research perspectives on this critical topic. Aside from 

efforts to recruit and retain minority graduate students and faculty in business 

schools, the role of research on the topic of diversity is critical in attaining AACSB 

goals for the inclusion of diversity in the classroom (e.g., Bell et al., 2009). To that 

end, research on how to increase the ranks of under-represented minorities in the 

graduate management classroom provides a substantial contribution toward a necessary 

societal good and essential academic role in the form of understanding, promoting 

and training the workforce of tomorrow on the nature and effects of diversity. 

Leveraging theoretical diversity and methodological expertise, the special issue will 

serve to merge diversity research interests that span the business disciplines served 

by the Decision Sciences Institute. To that end, submissions from colleagues in any 

of the substantive business, technology, engineering, and managerial disciplines are 

welcomed, so long as their focus and goal is related to increasing representation in 

said discipline at the graduate level. 

Submissions will be made electronically at the Journal’s online submission site, 

http://mc.manuscriptcentral.com/dsjie, and must adhere to the stylistic guidelines of 

the Journal found at http://www.dsjie.org/dnn/AuthorCenter/ 

StyleGuidelines.aspx. Please indicate that the submitted paper addresses this special 

issue in the cover letter. 


P A G E 15 

Please join the 

Rouen 

Business 

School in 

Finland next 

May for the 

International 

Study Day 

devoted to 

bridging worklife 

balance in 

France... 




Both specific and general questions about the special issue, its topics, themes, and 

deadlines may be directed to the either of the special issue editors. 

References: 

Bell, M. P., Connerley, M. L., & Cocchiara, F. 2009. The case for mandatory diversity 

education. Academy of Management Learning & Education, 8(4): 597-609. 

Day, N.E. & Glick, B.J. 2000. Teaching diversity: A study of organizational needs 

and diversity curriculum in higher education. Journal of Management Education, 

24(3): 338-352. 

Goldberg, C., Riordan, C.M., & Zhang, L. 2008. Employees’ perceptions of the 

leaders: Is being similar always better? Group & Organization Management, 33(3): 

330-355. 

Payton, F.C. & Jackson, C. 1999. Ethnic diversity in IS: What are current Ph. D. 

students saying? ACM SIGCPR Computer Personnel, 20(3): 27-39. 

Payton, F.C., White, S.D., & Mbarika, V. 2005. A re-examination of racioethnic 

imbalance of IS doctorates: Changing the face of the IS classroom. Journal of the 

AIS, 6(1): 37-51. 

Work-Life: Cross-national Conversations” 

International Study Day – Paris, France - May 17, 2011 

Work-family and work-life issues are rapidly picking up in France. Rouen Business 

School will be holding an international study day to bridge the academic communities 

researching work-life in France or based from France, from different disciplines 

such as organizational behavior and management, industrial psychology, industrial 

relations, and sociology. 

The date allows participants to the Community, Work and Family Conference held 

in Finland May 19-21, 2011 to combine the trips. 

More information on http://www.rouenbs.fr/fr/recherche/seminaires/1246-work-life 

-cross-national-conversations-international-study-day-paris-may-17th-2011 

If you wish to participate or attend, please contact Ariane Ollier- 

Malaterre, aom@rouenbs.fr

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. 

Gender and Diversity in 

Organizations: 

A Division of the Academy of 

Management 

Have a submission for the GDO Division Newsletter? 

The GDO newsletter is excited to post news about our members. If you have announcements concerning 

conferences, calls for papers, book or article publications, or memorial announcements for 

those we have lost, please contact the following individuals. E-mail contributions are preferred 

(with Microsoft Word, PDF or Rich Text Format (RTF) attachments). 

Send calls for papers, announcements, or acknowledgements to: 

The Newsletter Editor J. Goosby Smith at Jaye.Smith@csuci.edu 

Division Chair: 

David A. Kravitz 

George Mason University 

dkravitz@gmu.edu 

Send in memoriam for those GDO members we have lost to: 

Rosanne Hawarden (rosanne@computer-nz.com) 

Regular mail submissions: P O Box 29-251, Christchurch, New Zealand 

http://division.aomonline.org/gdo/ 

V O L U M E 1 1 1 , I S S U E 

I I I , O C T O B E R , 2 0 1 0

Gender and Diversity In Organizations - Academy of Management ...

Create successful ePaper yourself

Delete template?

Save as template?