Jawad Syed
Jawad Syed, PhD, Academic FCIPD, is Professor of Organisational Behaviour at Suleman Dawood School of Business (AACSB accredited), Lahore University of Management Sciences (LUMS). His main research interests include gender, race and diversity in organisations, business ethics, international HRM and organisational knowledge.
Previously, he served as Professor of Organisational Behaviour and Diversity Management at University of Huddersfield (2014-2016) and Reader in Organisational Behaviour and Human Resource Management at University of Kent (2007-2014).
Jawad received his PhD in Business from Macquarie University and completed a Postgraduate Certificate in Higher Education at the University of Kent. Prior to that, he received Masters of International Business from Western Sydney University. He has also attended Institute for Management and Leadership in Education (MLE) at the Harvard University Graduate School of Education.
With an academic and leadership career that spans over 25 years in the United Kingdom, Australia and Pakistan, Jawad examines HRM and diversity from relational, contextual and interdisciplinary perspectives, and focuses on critical integration of theory with practice.
Jawad has widely written on issues related to HRM, OB, ethics and diversity including his articles in Business Ethics Quarterly, International Journal of Human Resource Management, British Journal of Management, Human Resource Management Journal, Management Learning, and Gender, Work and Organization.
He is a director of the Global Centre for Equality and Human Rights (GCEHR). He is also coordinator of the South Asian Academy of Management (SAAM), a professional association for scholars dedicated to creating and disseminating knowledge about management and organizations in South Asia. http://southasianaom.org
Jawad has edited/authored seven books and written more than 75 journal articles and book chapters, including his articles in the British Journal of Management, Business Ethics Quarterly, Human Resource Management Journal, Management Learning, and Gender, Work & Organization. His books include: Human Resource Management: A Global and Critical Perspective (Palgrave Macmillan), Managing Diversity and Inclusion: An International Perspective (Sage), Employee Motivation in Saudi Arabia: An Investigation into the Higher Education Sector (Palgrave Macmillan), Religious Diversity in the Workplace (Cambridge), Managing Gender Diversity in Asia: A Research Companion (Edward Elgar), and Managing Cultural Diversity in Asia: A Research Companion (Edward Elgar).
Jawad has presented his research at various international conferences including Academy of Management (USA), European Academy of Management, ANZAM, BAM, EDI and CMS.
On Pakistan's 65th Independence Day (14 August 2011), President of Pakistan conferred the honour of Sitara-i-Imtiaz (Star of Excellence) on Jawad. He was awarded the civil decoration for his contributions and public service in the field of equality and diversity management. This is one of the nation’s highest awards.
Leadership and administration:
- Dean of the Suleman Dawood School of Business (LUMS)
- Program chair of “Gender, Race and Diversity in Organizations” Strategic Interest Group of the European Academy of Management (2011 to date)
- Co-director of Training, Diversity and Development research group (Huddersfield)
- Member of the Editorial Review Boards of: British Journal of Management, Academy of Management Learning and Education, Gender in Management etc
- Head of the People, Management and Organization (PMO) subject group, Kent Business School (2011-12 and 2013-14).
- Chief Examiner of People, Management and Organization (PMO) Group of Kent Business School (2009 to 2013)
- Senior Research Mentor, and Member of the Research and Enterprise Committee of the University of Huddersfield Business School
- Member of the KBS Task Group to develop a CIPD accredited MSc in HRM programme (2011-12)
- Member of the University of Kent Equality Promotion Group (2009-12)
- Co-opted member of the University of Kent Staff Policy Committee (2012 to 2014)
- Member of the School Academic Discipline Committee (2010 to 2014)
- Coordinator of Research Seminar Series (2012-13)
- Member, Board of Fellows, South Asian Democratic Forum, Brussels (2012 to date)
- Director of Global Centre for Equality and Human Rights (GCEHR) (2014 to date)
PhD supervision:
Successfully supervised nine PhD students to completion.
PhD Examiner:
University of Bath, AUT University, University of Kent, RMIT University, University of Cape Town, University of Peshawar etc
Address: The Business School
University of Huddersfield
Huddersfield, West Yorkshire HD1 3DH
United Kingdom
Previously, he served as Professor of Organisational Behaviour and Diversity Management at University of Huddersfield (2014-2016) and Reader in Organisational Behaviour and Human Resource Management at University of Kent (2007-2014).
Jawad received his PhD in Business from Macquarie University and completed a Postgraduate Certificate in Higher Education at the University of Kent. Prior to that, he received Masters of International Business from Western Sydney University. He has also attended Institute for Management and Leadership in Education (MLE) at the Harvard University Graduate School of Education.
With an academic and leadership career that spans over 25 years in the United Kingdom, Australia and Pakistan, Jawad examines HRM and diversity from relational, contextual and interdisciplinary perspectives, and focuses on critical integration of theory with practice.
Jawad has widely written on issues related to HRM, OB, ethics and diversity including his articles in Business Ethics Quarterly, International Journal of Human Resource Management, British Journal of Management, Human Resource Management Journal, Management Learning, and Gender, Work and Organization.
He is a director of the Global Centre for Equality and Human Rights (GCEHR). He is also coordinator of the South Asian Academy of Management (SAAM), a professional association for scholars dedicated to creating and disseminating knowledge about management and organizations in South Asia. http://southasianaom.org
Jawad has edited/authored seven books and written more than 75 journal articles and book chapters, including his articles in the British Journal of Management, Business Ethics Quarterly, Human Resource Management Journal, Management Learning, and Gender, Work & Organization. His books include: Human Resource Management: A Global and Critical Perspective (Palgrave Macmillan), Managing Diversity and Inclusion: An International Perspective (Sage), Employee Motivation in Saudi Arabia: An Investigation into the Higher Education Sector (Palgrave Macmillan), Religious Diversity in the Workplace (Cambridge), Managing Gender Diversity in Asia: A Research Companion (Edward Elgar), and Managing Cultural Diversity in Asia: A Research Companion (Edward Elgar).
Jawad has presented his research at various international conferences including Academy of Management (USA), European Academy of Management, ANZAM, BAM, EDI and CMS.
On Pakistan's 65th Independence Day (14 August 2011), President of Pakistan conferred the honour of Sitara-i-Imtiaz (Star of Excellence) on Jawad. He was awarded the civil decoration for his contributions and public service in the field of equality and diversity management. This is one of the nation’s highest awards.
Leadership and administration:
- Dean of the Suleman Dawood School of Business (LUMS)
- Program chair of “Gender, Race and Diversity in Organizations” Strategic Interest Group of the European Academy of Management (2011 to date)
- Co-director of Training, Diversity and Development research group (Huddersfield)
- Member of the Editorial Review Boards of: British Journal of Management, Academy of Management Learning and Education, Gender in Management etc
- Head of the People, Management and Organization (PMO) subject group, Kent Business School (2011-12 and 2013-14).
- Chief Examiner of People, Management and Organization (PMO) Group of Kent Business School (2009 to 2013)
- Senior Research Mentor, and Member of the Research and Enterprise Committee of the University of Huddersfield Business School
- Member of the KBS Task Group to develop a CIPD accredited MSc in HRM programme (2011-12)
- Member of the University of Kent Equality Promotion Group (2009-12)
- Co-opted member of the University of Kent Staff Policy Committee (2012 to 2014)
- Member of the School Academic Discipline Committee (2010 to 2014)
- Coordinator of Research Seminar Series (2012-13)
- Member, Board of Fellows, South Asian Democratic Forum, Brussels (2012 to date)
- Director of Global Centre for Equality and Human Rights (GCEHR) (2014 to date)
PhD supervision:
Successfully supervised nine PhD students to completion.
PhD Examiner:
University of Bath, AUT University, University of Kent, RMIT University, University of Cape Town, University of Peshawar etc
Address: The Business School
University of Huddersfield
Huddersfield, West Yorkshire HD1 3DH
United Kingdom
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Reviews
'This important book provides a much overdue scoping review of religion at the workplace, a matter far too often overlooked. Whilst gender, sexuality, race, have by now entered mainstream diversity management, rarely does religion feature on an organization's Head of Diversity brief. This collection remedies the lack. A must read for academics and practitioners alike.'
Yochanan Altman - Middlesex University and The Open University of Hong Kong
'This book is a tour de force. Not only does the text explore myriad religions and the impact on organizations, the text also unveils the importance of understanding diversity management in very different socio-cultural and geo-political contexts. As a consequence, one is left in no doubt of the central role of religion in organizations, and everyday lives. Together with gender and race difference dimensions, religion is radically shaping not only management philosophy, but also international relations and spatial critiques of the political economy of development. In celebrating difference and diversity as part of organization and social theory, one wonders why religion has not been addressed before. This book corrects this.'
Beverly Dawn Metcalfe - American University of Beirut
'Recent terrorist attacks in several countries have tested our tolerance of religious diversity. This edited volume written by prominent diversity scholars is particularly timely in enlightening our understanding of spirituality and religion at work. The contributions touch on religious misunderstandings, discrimination, conflicts, and accommodating religious diversity in the workplace.'
Eddy Ng - F. C. Manning Chair in Economics and Business, Dalhousie University, Nova Scotia
'Religious Diversity in the Workplace treads boldly where many fear to go, thoughtfully raising the role and impact of religion and growing religious diversity at work. Yet go we must, if companies want to flourish at home and abroad in today’s global marketplace. The editors and contributors offer a welcome and illuminating guided tour - for both scholars and practitioners - of a wide range of perspectives and insights into religious diversity in the workplace, and why it matters now than more than ever.'
David W. Miller - Director, Princeton University Faith and Work Initiative, and author of God at Work: the History and Promise of the Faith at Work Movement
Brand new chapters: Talent Management; International Assignments; Managing Global and Migrant Workers; Sustainable HRM Revised and refreshed international case studies, including a mini-case at the start of each chapter and end of chapter case studies focused on an array of diverse, mostly non-western, regions of the world An innovative offering of pedagogical features, including critical discussions, action-orientated activities designed to engage students in transferable skill development, ‘In the News’ segments exploring contemporary issues, and ‘Stop and Reflect’ boxes to encourage critical thinking skills
This is a core textbook for general business and management degrees, specialist HRM degrees, and international business degrees. It is an ideal companion for students at both undergraduate and postgraduate level.
Reviews
`In the last few decades an increasing number of books on International HRM have been published. Among these publications this book stands out through the way in which it explores dominant concepts from the HRM literature, linking them with other literature, like on institutional theory, industrial relations and employee participation. The critical approach makes it stand out, especially when compared with more mainstream thinking on Strategic HRM. Global developments are looked at without the typical Euro-US angle - providing fresh ideas from other regions of the world like Australia. There are also many excellent cases suitable for various levels of teaching International HRM and employment relations.` --Ulke Veersma, Senior lecturer in International Human Resource Management, University of Greenwich, UK
`This book provides an excellent introduction to HRM in the 21st century, and in a global context. The topics are located in the present era; they update methodologies and offer original and actionable ways forward for a subject that is in danger of being hijacked by recycled insights.` --Raza Mir, Professor of Management, Cotsakos College of Business, William Paterson University, USA
`This new edition of Human Resource Management: A Global and Critical Perspective by Jawad Syed and Robin Kramer builds on the excellent reputation of the first edition. It is distinguished by considering HRM from a critical perspective and bringing a truly global perspective to the discussion. There is little doubt that it will develop the reader's depth of understanding of HRM through questioning the unitarist, performative and other assumptions that underpin managing people within organisations.` --David Collings, Professor of Human Resource Management and Associate Dean for Research, Dublin City University, Ireland
Key features:
International and cross-cultural case studies, examples and comparisons from a range of countries including the emerging economies
Case study approach illuminates complex theories by showing how they are applied in practice
Criticality is central to the book with each chapter including critical analysis, critical questions and boxed critical insights and reflections
Companion website with free full text journal articles
Reviews:
The book edited by our colleagues, Jawad Syed and Mustafa Ozbilgin, is quite refreshing and gives some important critical reflections on the issue of diversity in our contemporary organizations and societies. It deserves to be read by all of us who are interested and deal with Diversity Issues. -- Jean-François Chanlat, Full Professor and 'Management et diversité' co-chair, P.S.L Research, Université Paris-Dauphine
This book is an invaluable resource to help employers, managers and policy makers understand the challenges of moving forward in the diversity and inclusion space, and the ways in which to respond to different cultural contexts. It is a much needed piece of work which draws together various experiences and perspective on diversity and inclusion, to help really start thinking, reflecting and moving forward in a way that is not only socially responsible and ethical but also business-oriented. Combining academic work across various disciplines and cultures with numerous organisational examples, the book provides fresh insight to scholars and practitioners to understand this topic and be more confident, proactive and inclusive in their approach to diversity, rather than being constrained and limited to minimal legal compliance. -- Dianah Worman, OBE Chartered FCIPD, Diversity lead for the Chartered Institute of Personnel and Development
Understanding of the depth and complexity of diversity management has grown considerably over the last decade. From a discourse which focused primarily on individualised rights and treatment, academic and professional thinking and writing has built on growing perspectives of workplace and societal cultures and hegemonies so as to inform discussion on addressing some of the more chronic, long-standing issues of under-representation and disadvantage. It is increasingly understood that successful strategies to improve the breadth and depth of diversity in organisations requires pro-active and compelling thinking and understanding, not just a list of dos and don’ts! The authors of this book have detailed and long-standing work and experience of these issues. The book brings together a variety of approaches which will add important context to current issues and debate. -- David Ruebain, Chief Executive of Equality Challenge Unit
Each chapter addresses a core topic and reflects the current state of critical scholarly activity in the field, highlighting some enduring theories and approaches, and then pushes the boundaries of HRM beyond those ideas. Our approach differs most widely when we consider that the practice and theory of HRM involves a number of key issues, including but not limited to managing diversity, ethics, CSR, national context, knowledge management, relationship between work and non-work, implementing HRM (which often requires managing change), understanding expectations and motivations of individuals and groups, and role of external compliance factors in influencing HRM, e.g. legal and regulatory requirements. These topics we consider at the heart of real life HRM situations and we believe a critical approach offers a more effective outcome. We identify and challenge assumptions, develop an awareness of the context, seek alternative ways of seeing a situation and relate these to real world examples in contexts as diverse as Europe and Asia Pacific.
With a view to reconnecting a critical HRM perspective to the mainstream, the editors of this book feel the time is right for an in depth evaluation of the phenomena of HRM. While old debates cannot be ignored, our concern is to provide a critical text integrating fundamental theories and practices of HRM with critical insights and relevant practical examples from a variety of international contexts. The book is expected to stimulate discussion of how to destabilise the prevailing orthodoxy in the field of HRM and deconstruct some aspects of the HRM paradigm. We therefore believe this text will be equally useful to academics, practitioners and students who want to understand and meet the increased challenges facing HRM in the current global crisis and beyond."
ENDORSEMENT:
This timely resource examines the unique codes and processes of managing gender diversity, equality and inclusion in Asia. The book covers the whole geography of Asia through chapters authored by eminent scholars in the field and thus provides an authoritative tool for a critical and evidence based understanding of gender diversity management in Asia. The unique nature of Asian institutional structures, approaches and processes are examined in order to account for variations in representation and inclusion at work for women and men. This comprehensive volume will make ideal reading for researchers and postgraduate students who wish to understand the methodological and thematic idiosyncrasies of researching gender diversity management in organisational settings -- Nancy Adler, McGill University
With empirical and conceptual contributions from eminent scholars from across the Asian continent as well as the Asian diaspora, this volume provides a text that allows us to understand practices of equality and diversity management in settings across Asia and also to understand the key drivers and implications of such practices. The volume examines cultural diversity management from multiple angles; whilst some chapters examine diversity management in domestic firms in Asian countries, others examine it from a cross-cultural or international perspective.
Cultural diversity is a consequence of different assumptions which underpin the logic of practice at work. The Asian setting provides a unique site for studying cultural diversity as Asia is the birthplace of many socio-religious discourses which underpin the way work and life is organised in contemporary societies. The first 19 chapters (besides introduction) in this volume deal with cultural diversity management in Asia. The volume also contains three chapters on the Asian diaspora, exploring diversity of and among Asian migrants in other continents. "
Book Information: Contemporary issues in management and organisational behaviour / [edited by] Peter Murray, David Poole, Grant Jones.
Published: South Melbourne, Vic. : Thomson Learning, 2006.
This text is aimed at students studying introductory management and organisational behaviour subjects, particularly the postgraduate and undergraduate levels. It takes a more critical focus than other texts and departs from the conventional undergraduate PLOC framework. This is one of the only Australian books in this market area."
Papers by Jawad Syed
Methodology: Twenty-one in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.
Findings: The findings show how the interplay of factors on macro-, meso-and micro-levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour, and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women's experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.
Originality: This study stresses the interrelated nature of the multi-level factors that affect gender equality and highlights the important role of individuals agency and resilience.
Reviews
'This important book provides a much overdue scoping review of religion at the workplace, a matter far too often overlooked. Whilst gender, sexuality, race, have by now entered mainstream diversity management, rarely does religion feature on an organization's Head of Diversity brief. This collection remedies the lack. A must read for academics and practitioners alike.'
Yochanan Altman - Middlesex University and The Open University of Hong Kong
'This book is a tour de force. Not only does the text explore myriad religions and the impact on organizations, the text also unveils the importance of understanding diversity management in very different socio-cultural and geo-political contexts. As a consequence, one is left in no doubt of the central role of religion in organizations, and everyday lives. Together with gender and race difference dimensions, religion is radically shaping not only management philosophy, but also international relations and spatial critiques of the political economy of development. In celebrating difference and diversity as part of organization and social theory, one wonders why religion has not been addressed before. This book corrects this.'
Beverly Dawn Metcalfe - American University of Beirut
'Recent terrorist attacks in several countries have tested our tolerance of religious diversity. This edited volume written by prominent diversity scholars is particularly timely in enlightening our understanding of spirituality and religion at work. The contributions touch on religious misunderstandings, discrimination, conflicts, and accommodating religious diversity in the workplace.'
Eddy Ng - F. C. Manning Chair in Economics and Business, Dalhousie University, Nova Scotia
'Religious Diversity in the Workplace treads boldly where many fear to go, thoughtfully raising the role and impact of religion and growing religious diversity at work. Yet go we must, if companies want to flourish at home and abroad in today’s global marketplace. The editors and contributors offer a welcome and illuminating guided tour - for both scholars and practitioners - of a wide range of perspectives and insights into religious diversity in the workplace, and why it matters now than more than ever.'
David W. Miller - Director, Princeton University Faith and Work Initiative, and author of God at Work: the History and Promise of the Faith at Work Movement
Brand new chapters: Talent Management; International Assignments; Managing Global and Migrant Workers; Sustainable HRM Revised and refreshed international case studies, including a mini-case at the start of each chapter and end of chapter case studies focused on an array of diverse, mostly non-western, regions of the world An innovative offering of pedagogical features, including critical discussions, action-orientated activities designed to engage students in transferable skill development, ‘In the News’ segments exploring contemporary issues, and ‘Stop and Reflect’ boxes to encourage critical thinking skills
This is a core textbook for general business and management degrees, specialist HRM degrees, and international business degrees. It is an ideal companion for students at both undergraduate and postgraduate level.
Reviews
`In the last few decades an increasing number of books on International HRM have been published. Among these publications this book stands out through the way in which it explores dominant concepts from the HRM literature, linking them with other literature, like on institutional theory, industrial relations and employee participation. The critical approach makes it stand out, especially when compared with more mainstream thinking on Strategic HRM. Global developments are looked at without the typical Euro-US angle - providing fresh ideas from other regions of the world like Australia. There are also many excellent cases suitable for various levels of teaching International HRM and employment relations.` --Ulke Veersma, Senior lecturer in International Human Resource Management, University of Greenwich, UK
`This book provides an excellent introduction to HRM in the 21st century, and in a global context. The topics are located in the present era; they update methodologies and offer original and actionable ways forward for a subject that is in danger of being hijacked by recycled insights.` --Raza Mir, Professor of Management, Cotsakos College of Business, William Paterson University, USA
`This new edition of Human Resource Management: A Global and Critical Perspective by Jawad Syed and Robin Kramer builds on the excellent reputation of the first edition. It is distinguished by considering HRM from a critical perspective and bringing a truly global perspective to the discussion. There is little doubt that it will develop the reader's depth of understanding of HRM through questioning the unitarist, performative and other assumptions that underpin managing people within organisations.` --David Collings, Professor of Human Resource Management and Associate Dean for Research, Dublin City University, Ireland
Key features:
International and cross-cultural case studies, examples and comparisons from a range of countries including the emerging economies
Case study approach illuminates complex theories by showing how they are applied in practice
Criticality is central to the book with each chapter including critical analysis, critical questions and boxed critical insights and reflections
Companion website with free full text journal articles
Reviews:
The book edited by our colleagues, Jawad Syed and Mustafa Ozbilgin, is quite refreshing and gives some important critical reflections on the issue of diversity in our contemporary organizations and societies. It deserves to be read by all of us who are interested and deal with Diversity Issues. -- Jean-François Chanlat, Full Professor and 'Management et diversité' co-chair, P.S.L Research, Université Paris-Dauphine
This book is an invaluable resource to help employers, managers and policy makers understand the challenges of moving forward in the diversity and inclusion space, and the ways in which to respond to different cultural contexts. It is a much needed piece of work which draws together various experiences and perspective on diversity and inclusion, to help really start thinking, reflecting and moving forward in a way that is not only socially responsible and ethical but also business-oriented. Combining academic work across various disciplines and cultures with numerous organisational examples, the book provides fresh insight to scholars and practitioners to understand this topic and be more confident, proactive and inclusive in their approach to diversity, rather than being constrained and limited to minimal legal compliance. -- Dianah Worman, OBE Chartered FCIPD, Diversity lead for the Chartered Institute of Personnel and Development
Understanding of the depth and complexity of diversity management has grown considerably over the last decade. From a discourse which focused primarily on individualised rights and treatment, academic and professional thinking and writing has built on growing perspectives of workplace and societal cultures and hegemonies so as to inform discussion on addressing some of the more chronic, long-standing issues of under-representation and disadvantage. It is increasingly understood that successful strategies to improve the breadth and depth of diversity in organisations requires pro-active and compelling thinking and understanding, not just a list of dos and don’ts! The authors of this book have detailed and long-standing work and experience of these issues. The book brings together a variety of approaches which will add important context to current issues and debate. -- David Ruebain, Chief Executive of Equality Challenge Unit
Each chapter addresses a core topic and reflects the current state of critical scholarly activity in the field, highlighting some enduring theories and approaches, and then pushes the boundaries of HRM beyond those ideas. Our approach differs most widely when we consider that the practice and theory of HRM involves a number of key issues, including but not limited to managing diversity, ethics, CSR, national context, knowledge management, relationship between work and non-work, implementing HRM (which often requires managing change), understanding expectations and motivations of individuals and groups, and role of external compliance factors in influencing HRM, e.g. legal and regulatory requirements. These topics we consider at the heart of real life HRM situations and we believe a critical approach offers a more effective outcome. We identify and challenge assumptions, develop an awareness of the context, seek alternative ways of seeing a situation and relate these to real world examples in contexts as diverse as Europe and Asia Pacific.
With a view to reconnecting a critical HRM perspective to the mainstream, the editors of this book feel the time is right for an in depth evaluation of the phenomena of HRM. While old debates cannot be ignored, our concern is to provide a critical text integrating fundamental theories and practices of HRM with critical insights and relevant practical examples from a variety of international contexts. The book is expected to stimulate discussion of how to destabilise the prevailing orthodoxy in the field of HRM and deconstruct some aspects of the HRM paradigm. We therefore believe this text will be equally useful to academics, practitioners and students who want to understand and meet the increased challenges facing HRM in the current global crisis and beyond."
ENDORSEMENT:
This timely resource examines the unique codes and processes of managing gender diversity, equality and inclusion in Asia. The book covers the whole geography of Asia through chapters authored by eminent scholars in the field and thus provides an authoritative tool for a critical and evidence based understanding of gender diversity management in Asia. The unique nature of Asian institutional structures, approaches and processes are examined in order to account for variations in representation and inclusion at work for women and men. This comprehensive volume will make ideal reading for researchers and postgraduate students who wish to understand the methodological and thematic idiosyncrasies of researching gender diversity management in organisational settings -- Nancy Adler, McGill University
With empirical and conceptual contributions from eminent scholars from across the Asian continent as well as the Asian diaspora, this volume provides a text that allows us to understand practices of equality and diversity management in settings across Asia and also to understand the key drivers and implications of such practices. The volume examines cultural diversity management from multiple angles; whilst some chapters examine diversity management in domestic firms in Asian countries, others examine it from a cross-cultural or international perspective.
Cultural diversity is a consequence of different assumptions which underpin the logic of practice at work. The Asian setting provides a unique site for studying cultural diversity as Asia is the birthplace of many socio-religious discourses which underpin the way work and life is organised in contemporary societies. The first 19 chapters (besides introduction) in this volume deal with cultural diversity management in Asia. The volume also contains three chapters on the Asian diaspora, exploring diversity of and among Asian migrants in other continents. "
Book Information: Contemporary issues in management and organisational behaviour / [edited by] Peter Murray, David Poole, Grant Jones.
Published: South Melbourne, Vic. : Thomson Learning, 2006.
This text is aimed at students studying introductory management and organisational behaviour subjects, particularly the postgraduate and undergraduate levels. It takes a more critical focus than other texts and departs from the conventional undergraduate PLOC framework. This is one of the only Australian books in this market area."
Methodology: Twenty-one in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.
Findings: The findings show how the interplay of factors on macro-, meso-and micro-levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour, and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women's experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.
Originality: This study stresses the interrelated nature of the multi-level factors that affect gender equality and highlights the important role of individuals agency and resilience.
Religion has been traditionally seen as a private matter with little or no consideration given to religious diversity in the workplace. Today, given the re-emergence or revival of religious identities and sentiments in the Middle East, Europe, North America, South Asia and other parts of the world, it is crucial for policymakers and employers to develop better understanding and management of religious diversity. This is particularly important in the global marketplace given that companies are increasingly interacting with diverse religions, cultures and stakeholders (Syed & Ozbilgin, 2015).
In the last three decades, there has been a growing number of courses in academia and corporate training, and an exponential increase in publications in the area of diversity, equality and social responsibility. These avenues have raised the issue of diversity, but the discussion on religious diversity has been somewhat superficial and limited. Leaders and managers are interested in pre-empting or resolving religious conflicts and tensions while trying to harness diversity for enhanced individual and team performance, productivity and other organisational benefits. However, it is unclear how to go about doing this.
Citation: Bosch, A., Nkomo, S., Jabbour, C., Haq, R., Carim, N., Syed, J., & Ali, F. (2015). Practices of organising and managing diversity in emerging markets countries: Comparisons between Brazil, South Africa, India and Pakistan. In Bendl, R., Bleijenbergh, I., Hentonnen, E., & Mills, A. (Eds.), The Oxford Handbook of Diversity in Organizations, pp.408-431. Oxford: Oxford University Publishing.
Contemporary Asia is a context where one fi nds brevity of research and publications on management of gender diversity (Syed and Özbilgin, 2009). Although there are a relatively large number of studies on gender equality in various countries in Asia, most of the studies have been conducted in the realm of social policy or from a religio- political paradigm (for example, Caplan, 1985; Kandiyoti, 1991; Ali, 2000; Louie, 2002; Inglehart and Norris, 2003; Syed et al., 2009), rather than in the contemporary management and organisation paradigms. The current volume seeks to fi ll this gap by bringing together studies which specifically focus on the contemporary Asian context of diversity and equality at work. Chapters in the volume achieve this by building on what we already know about gender equality and adding other forms and strands of equality and diversity in the Asian context."
Proponents of environmental justice seek to redress inequitable distribution of environmental burdens and to equitably distribute access to environmental goods such as nutritious food, clean air and water, recreation facilities, health care, education, transportation, and safe jobs. They identify several causes of environmental injustice, which include institutionalized racism; the commodification of land, water, air and energy; unaccountable government policies; and lack of resources and power in affected communities. However, critics of environmental justice contend that any such 'unjust' effects are unintentional, attributable to a variety of factors, and that environmental justice is a vague concept that may stand in the way of economic benefits brought by industrial projects."
Speakers discuss pitfalls, limitations and ways to increase freedom of speech
Basir, S. 2015. Talking it out: Pakistan’s fear of expressing itself. Talking it out: Pakistan’s fear of expressing itself. The Express Tribune, November 29.
Publication: Workforce Tomorrow (Issue 8, 2017)
Given the socio-cultural and economic significance assigned to the Oscars, the notion of institutional racism may be useful to examine this issue. Such examination may focus on (1) the process and (2) the outcome of the Oscar nominations.
In the UK, the Equality Act of 2010 has a provision that acknowledges cases of “dual discrimination” can be brought simultaneously — but no more than two. But the government decided not to bring this provision into force on the grounds that it wanted to reduce the cost to business.
In addition to such legal roadblocks, individual incidents of racism or homophobia, for example, can be hard to prove. Prof Syed points out that one reason why intersectionality is relatively unknown is that there is, so far, little individual case law to show how it operates.
Berwick, !. (20106). Understanding overlaps in identity. The Financial Times, December 1. https://www.ft.com/content/4fdc1354-a061-11e6-891e-abe238dee8e2
My Pakistani experience - 2. The Island. December 23. http://www.island.lk/index.php?page_cat=article-details&page=article-details&code_title=177070
Arshad, A. (2017). SDSB – the only Pakistan school in world top 300 Interview of Prof. Dr. Jawad Syed from LUMS. The Educationist. June 20.
http://educationist.com.pk/sdsb-the-only-pakistan-school-in-world-top-300-interview-of-prof-dr-jawad-syed-from-lums/
emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations of practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important
research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.
Muslims are often presented as a monolithic religion, ignoring the internal diversity
or heterogeneity on the basis of denomination, ethnicity, gender and religious
practice. While there are two broad sects within Islam, i.e., Sunni and Shia, the
diversity within Islam is much more nuanced and heterogeneous and can be traced
to different interpretations of the texts, opinions of narrators, jurisprudence and
different milieus where such interpretations are enacted. Thus, for example,
interpretations, geographical location and culture intersect in how gender practices
such as the veil/hijab and segregation and injunctions on other matters such as
inheritance, commerce, religious taxes, leadership and treatment of religious and
ethnic minorities are proclaimed, legislated and endorsed (e.g., Moghadam, 1994;
Warde, 2000). Yet, scholars signal the need to carefully contextualize research by
situating management and organizations within contextualized perspectives.
Submissions for this SI may involve qualitative and/or quantitative methodologies, include innovative theoretical and empirical insights, case studies and examples of conducting IHRM research on and with the Muslim diaspora in one or more Western societies including within-country and cross-country studies. The SI editors will be pleased to discuss ideas for manuscripts via email, and such inquires may be directed to BOTH editors at j.syed@hud.ac.uk and edwina.pio@aut.ac.nz
Schedule
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. Call for papers issued on: 31 May 2014
. Paper submission due: 31 October 2014
. Preliminary decision/reviews: 31 Jan 2014
. Revision due: 31 March 2015
. Final decision: 31 May 2015"
See more at: http://www.emeraldgrouppublishing.com/products/journals/call_for_papers.htm
This special issue of Business & Society aims to publish original theoretical and empirical insights on the role that religion as a social force plays in the context of business ethics, corporate societal responsibility (CSR) and corporate governance. Religion in society is a subject of great importance, cutting across all sectors of our social world, from national and international governments, organizations and policy makers, to local communities, individuals and employers. Religion, by virtue of its emphasis on philanthropy, social service, ethical conduct, and frugality may be a major source of inspiration for governmental, organizational and individual approaches to ethics, CSR and governance. However, religion or some of its interpretations or practices may also act as barriers to responsible business behavior, e.g., faith-based discrimination at work, or faith-based objections to employee benefits. Despite extensive research on business ethics and CSR, the macro-level impact of religion on business remains an underdeveloped area of research. Seeking to fill this important research gap, this special issue focuses on the intersections between religion, organizations, and society through the lens of history, business ethics and CSR. It aims to bring a variety of religion-based and secular theoretical perspectives to bear on business ethics, corporate governance and CSR research and practice.