Online 37th EGOS Colloquium 2021: Organizing for an Inclusive Society: Meanings, Motivations & Mechanisms
A society is considered to be inclusive when all its members have access to relevant information and resources and, at the same time, demonstrate a willingness and capacity to develop rich and meaningful lives for themselves, and for others. In its pursuit of ideals such as equality and respect for diversity, inclusivity lies at the core of contemporary visions on modern democratic societies. Yet, we do not need reminding that inclusion is inextricably linked with exclusion and therefore may demand that we address difficult questions, trade-offs, and conundrums. Inclusivity depends on an ongoing effort to create and maintain organizations, institutions, and environments, as well as practices and languages, in which and through which these ideals find their expression, but which can also be contested. The ambition of a society that enables and fosters participation – one in which no one is left behind – may, paradoxically, never be fully accomplished.
Some recent developments threaten inclusivity around the globe. In various societies, for instance, identity politics, fuelled by exclusive political allegiances and populist responses to migration and other issues, undermine inclusivity by stereotyping, polarization, and a resulting loss of solidarity. The widespread erosion of trust in institutions, public and private alike, further exacerbates the threat to inclusivity.
A lack of inclusivity in society particularly manifests itself in organizations across multiple, often interconnected dimensions of diversity. This happens, for instance, through inequalities in wage levels and career prospects between categories such as ‘core’ and ‘peripheral’ employees, men and women, full-time employees and ‘hired hands’, ‘white’ and ‘coloured’ people, and through disrespect for personhood such as in various forms of harassment and bullying. Inclusivity is inherently an organizational issue and calls to be examined through an organization studies lens; it questions the design of traditional forms of organizing and organizational practices, and may demand the creation of novel, innovative ones.
Call for Short Papers
Short papers should focus on the main ideas of the paper, this means, they should explain the purpose of the paper, theoretical background, the research gap that is addressed, the approach taken, the methods of analysis (in empirical papers), main findings, and contributions. In addition, it is useful to indicate clearly how the paper links with the sub-theme and the overall theme of the Colloquium, although not all papers need to focus on the overall theme. Creativity, innovativeness, theoretical grounding, and critical thinking are typical characteristics of EGOS papers.
Your short paper should comprise 3,000 words (incl. references, all appendices and other material).
Please take note of the Guidelines and criteria for the submission of short papers at EGOS Colloquia.
Time period for submission of short papers:
Start: Monday, September 14, 2020
End: Tuesday, January 12, 2021, 23:59:59 CET [Central European Time]