PDW: Doing Diversity Research and Being a Diversity Scholar: Navigating Academic Careers

In addition to sessions and meetings convened by the Ethics Education Committee, we are pleased to share information about valuable sessions that address important aspects of the AOM Code of Ethics. See this series of posts about conference events.
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If you are attending the Academy meeting this year and interested in diversity scholarship, please consider joining this PDW. Members from all divisions are very welcome. Pre-registration is required for this session. Please contact the workshop organizer tania.jain@sbs.ox.ac.uk to obtain the approval code.
Scheduled: Friday, Aug 10 2018 11:00AM – 1:00PM at Hyatt Regency Chicago in Crystal B

Organizer: Tania JainU. of Oxford
Panelist: Ajnesh PrasadEGADE Business School
Panelist: Banu Ozkazanc-PanU. of Massachusetts, Boston
Panelist: Charlotte M. KaramAmerican U. of Beirut
Panelist: Doyin AtewologunQueen Mary U. of London
Panelist: Eddy S. NgDalhousie U.
Panelist: Regine BendlWU Vienna U. of Economics and Business
Distinguished Speaker: Stella M. NkomoU. of Pretoria
This PDW proposes a rare discussion on navigating the professional complexities that come with doing diversity research and being a diversity scholar, particularly in business schools. It offers a rare opportunity to get behind-the-scenes insights into the professional journeys and career histories of leading diversity scholars in management research today. It will facilitate dialogue on practical realities to begin, sustain, and advance a career as a diversity academic. Participants have a chance for collective reflection about the obstacles and the opportunities that confront their ‘doing’ of diversity scholarship and their ‘being’ as a diversity scholar. The PDW will also advance consideration on how business schools can better support diversity academics in more productive and meaningful ways beyond tokenistic attention. We will discuss the various ways in which our departments’ political climate affects our membership, citizenship, and career advancement and how we can better engage to improve it. The PDW will be particularly useful for advanced doctoral students and early career researchers as they can witness a wide spectrum of possible career paths through the journeys of several role models who blazed the trail to become accomplished scholars in the field.

Leading Ethically Through Diversity and Inclusion Policies

Guest Post from Kristine D. Jones-Pasley, Ph.D.

From the AOM Code of Ethics: AOM members are aware of and respect cultural, individual, and role
differences, including those based on age, gender identity, race, ethnicity, culture, national origin, religion, sexual
orientation, disability, language, and socioeconomic status, and they consider these factors when working with all
people. AOM members try to eliminate the effect on their work of biases based on these factors, and they do not
knowingly participate in or condone activities of others based upon such prejudices.

We know that a hot topic for many organizations is the creation of a diverse and inclusive work endiversity at workvironment. Organizations tend to focus on gender and race when it comes to the topic of diversity; however, diversity is much more. Let’s focus on diversity as it relates to people with disabilities (PWD).

According to the Bureau of Labor Statistics (BLS) (2017), the unemployment rate in 2016 for PWD was 10.5% vs 4.6% for people without disabilities (para. 1). BLS (2017) stated that the unemployment rate for PWD “was little changed from the previous year” (para. 1).

We need to look at these numbers in context, the BLS report information comes from the Current Population Survey, which surveys 60,000 households on employment statuses in the United States. The information is voluntary and from their data BLS determined that the majority of those surveyed with a disability were over the age of 65. This information leads to several questions:

  • Are those younger than 65 hesitant to acknowledge their disability?
  • If they are hesitant, why?
  • How many in the workforce are hiding their disability?

I want to touch on the last question. How many in the workforce are hiding their disability? This one question leads to a host of several questions regarding leadership and organizational culture. When we think of disability we tend to think of visible disabilities; however, there are a number of individuals who have non-visible disabilities.

Think about your team, how many do you know suffer from chronic depression? Diabetes? Heart disease? Migraine headaches? These are just some of the impairments that are covered under the Americans with Disabilities Act (ADA). Can you also see why some individuals do not self-identify as having a disability?

Continue to think about your team. Do you have someone on your team that has used a lot of leave in large blocks due to a mysterious illness. Do you have someone on your team that takes several breaks throughout the day to walk around, in the restroom, in their car, etc.?

Have you as a leader and your organization in general, created an environment where team members feel comfortable reporting that they are facing challenges? Are you currently “watching” a member of your team for one more strike so that you can release them from the company? If you knew that they had a disability would you change your mind about releasing them from the company? If you knew that your top employee had two heart attacks, would this change your opinion of the person and their value to the organization?

Legally, you could release the person from the organization if they are missing large amounts of time or taking a lot of breaks. Ethically, should you do it if mitigating circumstances are presented?

Conduct an audit on your organizational diversity and inclusion initiatives. What is in place regarding reasonable accommodations for PWD? How many leaders/managers/supervisors/team leads have self-identified as having a disability? Although organizations state that they are open to diversity and inclusion, many do not have the initiatives in place to support these statements.

If you are unsure of how to start a diversity and inclusion initiative, join me for the webinar: Defining Diversity and Inclusion for Your Organization.

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LIVE!! Diversity and Inclusion Webinar

Title: Defining Diversity and Inclusion for Your Organization

This webinar provides actionable first steps in creating a diversity and inclusion initiative for your organization.

Date: Wednesday, November 15, 2017

Time: 2 PM ET/1 PM CT/12 PM MT/11 AM PT

Audience: Leaders, managers, supervisors, change makers, and human resources professionals.

Register at: https://www.crowdcast.io/e/definingdi

This webinar is limited to 50 people, register now and save your seat. Those who attend will have access to the recording for two weeks.

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References:

Bureau of Labor Statistics. (2017, June 21). Economic news release: Persons with a disability: Labor force characteristics summary. Retrieved from https://www.bls.gov/news.release/disabl.nr0.htm