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| Universiteit Hasselt Campus Diepenbeek | Agoralaan | Gebouw D | BE-3590 Diepenbeek Campus Hasselt | Martelarenlaan 42 | BE-3500 Hasselt www.uhasselt.be/permanenteVorming | ||||||||||||||||||||||||
Tuesday, 25 February 2014
Fwd: Uitnodiging studiedag 'Iedereen profit! Vandaag maken we een economie van de toekomst'
Tuesday, 18 February 2014
Lecture ‘Intersectionality’ – 27th February, 2014
Lecture 'Intersectionality' – 27th February, 2014
a cross-disciplinary exchange
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LECTURE - Brussels - Thursday February 27th, 2014
Professor Mieke Verloo and Professor Helma Lutz will discuss the implications of intersectionality to their respective academic disciplines and policy fields.
Professor Mieke Verloo reflects on the contribution that intersectionality theory can make in understanding gender and equality changes in Europe. In her lecture, professor Verloo builds and expands on the concept of political intersectionality as coined by Kimberlé Crenshaw to understand the potentials, pitfalls and shortcomings of current gender equality strategies, such as legal equality, positive action and gender mainstreaming.
Professor Helma Lutz takes issue with proponents of intersectionality that believe that a theoretical concept cannot or should not be detached from its original context of inception. Instead, she argues that theory's travels into other contexts automatically involve appropriations, amendments, and changes in response to the concept's original meanings. In her lecture, professor Lutz elaborates on how intersectionality may be used as a methodological tool.
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PROGRAM
16:00 Welcome and Opening remarks
16:15 'Intersectionality, interference and gender + equality change strategies in Europe' – Professor Mieke Verloo (Radboud Universiteit Nijmegen)
17:00 Discussion – Professor Karen Celis (Vrije Universiteit Brussel)
17:15 'Intersectionality's brilliant career – how to understand the attraction of the concept on a global scale?' – Professor Helma Lutz (Goethe Universität Frankfurt am Main)
18:00 Discussion – Professor Patrizia Zanoni (University Hasselt)
18:15 General discussion
18:35 Concluding Remarks
18:45 Reception
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VENUE
University Foundation
Egmonstraat/Rue d'Egmont, 11 1000 Brussels
Street Map
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ORGANISERS
Policy Research Centre on Equality Policies RHEA – Centre of Gender and Diversity Vrije Universiteit Brussel
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REGISTRATION
Admission is free, but registration is required.
Deadline for registration: February 20th, 2014.
Tuesday, 11 February 2014
Lunchseminarie "Rhizomatische benadering" dr. Jasmina Sermijn
De rhizomatische benadering heeft zowel binnen als buiten de psychologie een noemenswaardig potentieel om nieuwe onderzoeksinzichten in bestaande problematieken te verkrijgen. Op vrijdag 14 februari 2014 geeft dr. Jasmina Sermijn (Vrije Universiteit Brussel, Centre for Interpersonal, Discursive and Narrative Studies) een voorstelling van hoe zij de rhizomatische benadering heeft toegepast in haar onderzoek. Het gaat daarbij niet om "hét recept" voor het gebruik van een rhizomatische benadering in de onderzoekspraktijk, maar in de eerste plaats om de methodologische en inhoudelijke inzichten die dr. Sermijn uit haar onderzoek heeft verkregen. Er wordt daarom ook ruimschoots tijd voorzien voor vragen en discussie.
De voorstelling heeft plaats van 12u tot 14u aan de Universiteit Hasselt, Campus Diepenbeek, Agoralaan, gebouw D, lokaal A108.
Deze activiteit maakt deel uit van de thematische lijn "handicap" binnen het Steunpunt Gelijkekansenbeleid en staat open voor alle geïnteresseerde onderzoekers van het Steunpunt Gelijkekansenbeleid en de collega's van hun onderzoeksgroepen.
Aangezien een broodjeslunch voorzien wordt, is het noodzakelijk dat ieder zijn/haar deelname bevestigt voor 10/02/2014 via stefan.hardonk@uhasselt.be.
Voor vragen met betrekking tot bereikbaarheid en toegankelijkheid van de campus kunnen jullie ook bij hem terecht.
Meer infoContactpersoon UHasselt:
HARDONK Stefan
Tuesday, 10 December 2013
5de symposium Kwalitatief Sterk
Aankondiging: 5de symposium Kwalitatief Sterk, 4 februari 2014
We willen u alvast uitnodigen.
Op dinsdag 4 februari 2014, van 10u tot 17u, organiseert het netwerk van kwalitatief onderzoekers binnen de Faculteit Geneeskunde en Gezondheidswetenschappen en hetCentrum voor Longitudinaal en Levensloop Onderzoek (CELLO) aan Universiteit Antwerpen, het 5de symposium van Kwalitatief Sterk.
Prof. dr. Etienne Vermeire, verbonden aan de vakgroepen Eerstelijns- en interdisciplinaire zorg en Verpleegkunde van Universiteit Antwerpen en vroedkunde en internationaal gereputeerd kwalitatief onderzoeker, zal de keynote verzorgen ' Is er een toekomst zonder kwalitatief onderzoek? '
Daarnaast zal een programma van workshops en getuigenissen over de nieuwste inzichten in het brede domein van kwalitatief onderzoek aangeboden worden.
Het programma en het inschrijvingsformulier worden later toegestuurd. Met deze voor-aankondiging willen we u alvast uitnodigen om deze dag te noteren in uw agenda.
Het symposium gaat door aan Universiteit Antwerpen, Campus Drie Eiken, Aulagebouw, Universiteitsplein 1, B 2610 Antwerpen-Wilrijk.
We kijken er naar uit u daar te ontmoeten.
Prof. dr. Dimitri Mortelmans, PHD , Faculty of Social and Political Sciences
Prof. dr. Hilde Bastiaens, PHD, Faculty of Medicine and Health Sciences
Linda Symons
Universiteit Antwerpen
Mogelijk bent u in verschillende mailgroepen opgenomen en krijgt u deze mail meermaals, onze excuses daarvoor.
Thursday, 5 December 2013
Equal is not Enough Conference Antwerp 4-6 Feb 2015
Dear colleagues,
We are pleased to invite you to the international conference 'Equal is not Enough: Exploring novel theoretical and empirical approaches to study the shaping of (in)equalities' organised by the Policy Research Centre on Equality Policies (PRCEP).
The PRCEP organised its first 'Equal is not Enough' conference in 2006, and then again in 2010. The third edition of this conference will take place in Antwerp (Belgium) from 4 till 6 February, 2015.
'Equal is not Enough' conferences aim to generate a better understanding of contemporary inequalities by mobilising multi-disciplinary insights. This edition looks into the causes, consequences and the dynamics of inequality along socio-demographic lines in contemporary societies, and further examines the policies to combat it. It addresses grounds of inequality such as gender, gender identity and gender expression, ethnicity, sexual preference, disability, class, age, and educational background as well as their intersections. The conference is designed to stimulate fresh impulses and cross disciplinary interactions.
We now welcome paper and panel proposals. Proposals should reach us by the 1st of April, 2014, the latest. We invite you to submit your proposals online, via the 'Equal is not Enough' submission form.
The conference is organised in four thematic sections:
Section 1: The relation between law and social policy
Section 2: (Re)shaping (in)equalities in and through politics and policies
Section 3: Diversity and (in)equality in work and organisations
Section 4: Equality, policy and the life course
Key note speeches will be given by:
Professor Sylvia Walby (Lancaster University)
Professor Jeff Hearn (University of Huddersfield, Hanken School of Economics, and Örebro University)
Professor Dagmar Schiek (University of Leeds)
Further information on the conference theme, the keynote lectures, and how to submit proposals to the conference may be found in attachment. We also invite you to visit the 'Equal is not Enough' website.
For more information on the conference, please contact Dr. Eline Severs.
Feel free to circulate this invitation to your interested peers and professional networks.
We look forward to welcoming you.
Best regards,
Dr. Eline Severs, scientific coordinator of the Policy Research Centre on Equality Policies.
Professor Petra Meier, lead promoter of the Policy Research Centre on Equality Policies.
On behalf of the organising committee:
Prof. Dr. Daniël Cuypers Prof. Dr. Patrizia Zanoni
Prof. Dr. Petra Meier Prof. Dr. Koen Van Laer
Prof. Dr. Dimitri Mortelmans Dr. Joz Motmans
Prof. Dr. Guy T'Sjoen Dr. Jogchum Vrielink
Prof. Dr. Alison E. Woodward Dr. Eline Severs, the conference coordinator
THE NEXT CMS CONFERENCE
The International CMS Board is pleased to announce that the next CMS
conference will take place in July 2015 at the University of Leicester.
"Is There an Alternative? Management after Critique "
The conference theme: Is There an Alternative? Management after Critique,
reflects the interest in encouraging debate about alternatives to current
forms of market managerialism. CMS has been effective at mounting a
critique of various elements of the business school orthodoxy. Examining
and promoting different ways of thinking about organizing and markets, is
still an underexplored area.
The conference aims to encourage thinking which explores the idea of
alternatives. The alternatives could be understood in practical terms of
specific organizational forms and practices, or theoretical developments
(particularly in feminism, anarchism, communism, green thinking and so on)
which might encourage the generation of new forms of localism or
alter-globalization as resistance to neo-liberalism.
The Leicester School of Management, known for its diversity of critical
management scholars, will accommodate the exploration of this important and
contemporary theme. The conference aim is also reflected through the
diversity of the city of Leicester. The pricing and bursaries for the
conference will accommodate attendance from those outside North Western
Europe. A PhD workshop before the main conference will be organized in the
spirit of encouraging PhD attendance at the conference. The diversified
spirit of the conference will also be reflected through other activities.
Keynote speakers will be invited to address the topic of globalization and
alternatives and a number of panels will include activists and
practitioners, again with a particular focus on alternatives – worker
managed firms, co-operatives, complementary currencies and more.
Please visit the CMS website for further details
http://criticalmanagement.org An official call for themes and workshops and
further details will be distributed early next year. We look forward to
welcoming you at the Conference.
THE INTERNATIONAL CMS BOARD
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Apologies for cross posting.
If you do not wish to receive information about Critical Management Studies
Conferences, please email bootht2@cardiff.ac.uk
Friday, 22 November 2013
EGOS Colloquium "Reimagining Management Practices in Times of Rising Inequality along Socio-Demographic Lines"
30th EGOS Colloquium
Rotterdam, The Netherlands
July 3–5, 2014
Reimagining Management Practices in Times of Rising Inequality along Socio-Demographic Lines
Employees belonging to historically underrepresented socio-demographic groups have never been as present in the labour market. Still, as the crisis has painstakingly shown, inequalities remain solidly structured along socio-demographic identities (OECD, 2011). Women, ethnic minorities, the disabled, the youth and the elderly are often vertically and horizontally segregated into less protected and less well-paying jobs and sectors and have distinct career paths (Hermelin, 2005; ILO, 2012; Tomaskovic-Devey et al., 2009).
After over two decades of research documenting and theorizing power inequality between the majority and historically underrepresented groups in organizations (Linnehan & Konrad, 1999; Prasad et al., 2006), our current knowledge on how organizations can actually achieve more equality remains disappointingly poor. The advancement of research on equality-fostering diversity management has been hampered by the strong dominance of diversity management practices – e.g. formalized HRM procedures, diversity training, networking and mentoring programmes – that can be used as symbols of compliance with normative institutional pressures, in court cases and to meet criteria for subcontractor eligibility (Edelman, 1992), yet which are ineffective in fostering equality (Kalev et al., 2006; Kulik & Roberson, 2008).
Critically oriented diversity scholars have been largely unable to explore 'good' managerial practices which they see as ultimately enabling exploitation in contemporary capitalist organizations. The academic debate has thus remained focused around the opposition between a legal/social justice logic and a business logic (cf. Kelly & Dobbin, 1998; Lorbiecki & Jack, 2000; Noon, 2007; Prasad & Mills, 1997; Wrench, 2005), at safe distance from management practices. Aware of the inherent contradiction of building 'critical' diversity theory from diversity management practices in capitalist organizations (Fournier & Gray, 2000), we opt to temporarily bracket our fundamental critique to engage with such practices (cf. Anthony, 1998). We refuse to leave diversity management to non-critical, functionalistic research paradigms (Foldy, 2002).
In this sub-theme, we aim to advance contemporary thinking on how organizations can achieve more equality between the majority and minorities, despite (and even, possibly, by virtue of) their capitalistic nature. We welcome theoretically founded, ground-breaking empirical studies of innovative, equality-fostering diversity management practices, which are critically self-reflective of the (im)possibilities of such practices in (capitalist) organizations.
Studies might deal with the following topics, although the list is not exhaustive:
- Equality and non-conventional ways to manage diversity
- Managing diversity without 'diversity management' practices
- Equality and diversity management in social profit and cooperative organizations
- Equality and diversity management for employees in low-rank jobs
- Equality as the joint effect of protective employment legislation and diversity management practices
- Flexicurity regimes, employment relations and diversity management practices
- The role of third parties (the state, customers, suppliers, trade unions, civil society organizations, etc.) and equality-fostering diversity management
- Diversity management as sustainable management (CSR)
- New trends in HRM (job crafting, strength-based organization, idiosyncratic deals, developmental approach) as possible equality-fostering practices
- Transformative strategies of organizational processes for sustainable change towards diversity and inclusion
References
Anthony, Peter (1998): 'Management Education: Ethics versus Morality.' In: Martin Parker (ed.): Ethics & Organization. London: SAGE Publications, pp. 269–281.
Foldy, Erica G. (2002): '"Managing'" diversity: Identity and power in organizations.' In: Iiris Aaltio-Marjosola & Albert J. Mills (eds.):Gender, Identity and the Culture of Organizations. London: Routledge, pp. 92–112.
Fournier, Valerie & Chris Grey (2000): 'At the Critical Moment: Conditions and Prospects for Critical Management Studies.' Human Relations, 53 (1), pp. 7–32.
Hermelin, Brita (2005): 'Recruitment Procedures in the Construction of Labour Market Relations. The Ethnic Divide in Sweden.'Geografiska Annaler: Series B, Human Geography, 87 (3), pp. 225–236.
ILO (2012): Global Wage Report 2012/2013: Wages and Equitable Growth. Geneva: International Labour Office.
Linnehan, Frank & Alison M. Konrad (1999): 'Diluting diversity: Implications for intergroup inequality in organizations.' Journal of Management Inquiry, 8 (4), pp. 399–414.
Kalev, Alexandra, Frank Dobbin & Erin Kelly (2006): 'Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies.' American Sociological Review, 71 (4), pp. 589–617.
Kelly, Erin & Frank Dobbin (1998): 'How Affirmative Action Became Diversity Management. Employer Response to Antidiscrimination Law, 1961 to 1996.' American Behavioral Scientist, 41 (7), pp. 960–984.
Konrad, Alison M. & Frank Linnehan (1995): 'Formalized HRM Structures: Coordinating Equal Employment Opportunity or Concealing Organizational Practices?' Academy of Management Journal, 38 (3), pp. 787–820.
Kulik, Carol T. & Loriann Roberson (2008): 'Common Goals and Golden Opportunities: Evaluations of Diversity Education in Academic and Organizational Settings.' Academy of Management, Learning & Education, 7 (3), pp. 371–375.
Lorbiecki, Anna & Gavin Jack (2000): 'Critical Turns in the Evolution of Diversity Management.' British Journal of Management, 11, Special Issue, pp. S17–S31.
Noon, Mike (2007): 'The fatal flaws of diversity and the business case for ethnic minorities.' Work, employment and society, 21 (4), pp. 773–784.
OECD (2011): An Overview of Growing Income Inequalities in OECD Countries: Main Findings.http://www.oecd.org/els/socialpoliciesanddata/49499779.pdf
Prasad, Pushkala & Albert J. Mills (1997): 'From Showcase to Shadow: Understanding the Dilemmas of Managing Workplace Diversity.' In: Pushkala Prasad, Albert J. Mills, Michael Elmes & Anshuman Prasad (eds.): Managing the Organizational Melting Pot.Thousand Oaks: SAGE Publications, pp. 3–27.
Prasad, Pushkala, Judith K. Pringle & Alison M. Konrad ( 2006): 'Examining the Contours of Workplace Diversity: Concepts, Contexts and Challenges.' In: Alison M. Konrad, Pushkala Prasad & Judith K. Pringle (eds.): Handbook of Workplace Diversity.London: SAGE Publications, pp. 1–22.
Tomaskovic-Devey, Donald, Dustin Avent-Holt, Catherine Zimmer & Sandra Harding (2009): 'The categorical generation of organizational inequality: A comparative test of Tilly's durable inequality.' Research in Social Stratification and Mobility, 27 (3), pp. 128–142.
Wrench, John (2005): 'Diversity management can be bad for you.' Race & Class, 46 (3), pp. 73–84.