Call for Papers
Deadline: October 30, 2015
As the workforce becomes increasingly diverse, a lot of attention has been paid to the career issues of women and racial minorities. In contrast, comparatively little research has been conducted on lesbian, gay, bisexual, transgendered (LGBT) people in the workplace. Maher and colleagues (2009) tracked empirical research in the LGBT domain and observed three distinct phases: Early work (1800s-1972) focused on homosexuality as a disease; the second phase (1972-1990) targeted negative attitudes towards homosexuality (e.g., combatting Homophobia, violence and discrimination against LGBTs); and the third phase (post-1990) focused on changing institutions to foster a positive climate in the workplace. Consistent with this, recent research in this domain has also shifted from employment discrimination, identity management, and career counselling for LGBT individuals (Chung, et al., 2009; DeJordy, 2008; Ragins, 2008) to countering heteronormativity in the workplace, the adoption of LGBT-friendly practices, and understanding the career choices of LGBT individuals (Chuang, et al., 2011; Ng et al., 2012; Ozturk & Rumens, 2014). The purpose of this special issue is to take LGBT scholarship to the next stage by gathering new knowledge and extending theory on LGBT individuals in the workplace.
We invite broad submissions for papers that focus on sexual orientation, gender identity and LGBT individuals within the work domain. Submissions can be conceptual or empirical (qualitative or quantitative), and review work is especially welcomed. In particular, we seek research that is thought provoking, fills a gap in the literature, or crosses boundaries particularly from critical and/or queer studies to management literature. Papers should appeal to management readers, add value through theory building, and provide implications for HRM practice for organizations and employers. We offer a list of topics below as a catalyst to encourage potentially impactful scholarship on LGBT issues in the workplace, but welcome other topics not specifically mentioned. We also use LGBT as a short hand for sexual minorities as a group, but papers can focus on one type of sexual orientation (e.g., transgendered employees) or sexual minorities collectively.
For suggestions on topics, more information on the Canadian Journal of Administrative Sciences, and additional resources, please click here.