DIVERSITY & INCLUSION THEME COMMITTEE (D&ITC)
PDW Co-chair: Paul Donnelly,
Dublin Institute of Technology; email@example.com
PDW Co-chair: Banu Özkazanç-Pan,
University of Massachusetts; firstname.lastname@example.org
of Management Annual Meeting, Boston, MA, 2019
The mission of the
Diversity and Inclusion Theme Committee (D&ITC) is to provide learning and
outreach opportunities for Academy members that foster a more diverse and
inclusive AOM community. The Committee’s work is guided by the following core
values and principles: 1) Diversity is all of the multiple lines of
difference that characterize our current and future membership; 2) Inclusionmeans
that all members have the opportunity to be involved and participate, to have
their voices heard and valued, and to have influence on the AOM; 3) We facilitate and champion AOM members’ full
participation in the activities and decision-making of the Academy; 4) The growth and success of the AOM are
dependent upon having a globally diverse perspective and broadening the scope
and impact of our field; and 5) the AOM will be strengthened and improved to
the degree that we incorporate the knowledge and perspectives of its diverse
membership and constituents.
D&ITC welcomes proposals for its PDW program at the Academy’s 2019 meeting
in Boston, MA. The meeting theme, Understanding
the Inclusive Organization, reminds us that organizations encompass whole individuals
inclusive of differences in cognitive, linguistic, ideological, economic, and
other diversity dimensions. Inclusive organizations
value and support the full-participation of all individuals by being
intentional about diversity, group membership and status. Despite this, our knowledge
of inclusive policies and practices is emergent, so much so that the creation,
operation and consequence of inclusive organizations remains elusive. In such
light, possible questions related to the meeting theme and D&ITC’s mission
include (but are not limited to):
there critical perspectives on organizational inclusiveness that can inform
AOM’s inclusiveness? How might different critical perspectives inform the
conceptualization of, and practices around, diversity and inclusiveness for
the meaning and import of diversity and inclusion differ across AOM divisions,
groups, committees, journals and publications, and affiliated and associated societies?
If so, with what consequence?
does AOM’s structure, culture and/or identity contribute to, or detract from,
inclusiveness? What would an inclusive structure, culture and identity look
like for AOM? And how would such a structure, culture and identity be given
effect in practice?
can AOM learn from extant scholarship on inclusiveness? How can we translate
such learning into policies and practices to develop a more inclusive AOM?
does inclusiveness entail as a practical matter? What is inclusive practice in
the context of AOM?
does inclusiveness look like in AOM members’ different geographic and cultural
contexts? With what consequence for AOM?
does inclusiveness look like for AOM members outside the confines of the annual
AOM meeting? With what consequence for AOM?
does it mean to be an inclusive organization? What are the characteristics of
an inclusive organization? How does AOM match up?
practices, policies and/or data can help drive the empowerment and contributions
of all AOM members?
above are a non-exhaustive guide. Indeed, we very much welcome proposals that
address other issues —as long as they are consistent with the D&ITC’s
mission, values and principles— such as:
to understand current levels of inclusion and ways to enhance inclusion in the
AOM, to include understanding what might be keeping those who are not AOM
members, but could be, from joining.
member knowledge and skills pertaining to diversity and inclusion, in their
multi-faceted forms and manifestations, to inspire behavior that enhances all
members’ felt inclusion at AOM meetings and related activities.
AOM leaders serve the diversity of member needs and backgrounds and foster more
inclusion across multiple lines of diversity.
opportunities for positive and developmental interactions among members of AOM
including making those with diverse backgrounds feel that they belong,
new and creative ways of organizing the AOM towards enhanced inclusion.
present opportunities to engage critically, creatively, developmentally,
interactively, inclusively and provocatively with the meeting theme and/or with
topics/concerns of interest to the D&ITC’s mandate. They afford spaces to
explore and experiment with new workshops, in addition to building on formats
that have worked over the years, in ways that support and bring life to the D&ITC’s
values and principles.
the process of developing your proposal, we encourage you to think about five
questions as they pertain to a Professional Development Workshop,
along with suggestions in A
Guide for Creating and Managing a Good Professional Development Workshop.
your proposal, we ask you to address how you will disseminate word about your PDW,
and encourage attendance, participation, and engagement. Also, in a spirit of
building connections across the Academy, we ask you to identify opportunities
for co-sponsorship with other divisions/interest groups through briefly
indicating how your proposal may be of interest to the members of up to three
divisions and/or groups.
all means, contact both of us (email@example.com
to discuss ideas you may have for a proposal, but please do so before December 15, 2018, so we have
time to work with you and you have time to then develop your proposal. All
proposals will be subject to a peer review process. The submission website
will open in late November 2018, and the deadline for receipt of proposals is Tuesday, January 15, 2019, at 5pm ET (NY
Time), through the Academy’s submission website.