Konferenz/Tagung
Warum (noch) Frauen fördern?

Von der Individualisierung zur Kollektivierung gleichstellungspolitischer Ansätze

Das Konzept der Frauenförderung war und ist dazu gedacht, in Organisationen Strukturen und Prozesse zu schaffen, die antidiskriminierend wirken und Frauen als Zielgruppe kollektiv fördern. Ziel der Tagung ist die Öffnung von (neuen) Perspektiven der Frauenförderung. Es geht um die Analyse ihrer Wirkungen und um die differenzierte Diskussion ihrer Einsatzbereiche mit allen Beteiligten.

23. und 24.11.2017
Wirtschaftsuniversität Wien, Sitzungssaal 1 (Gebäude AD)

Projektbericht - Zero Project

Im Zuge der Spezialisierung „Diversitätsmanagement“ am Institut für Gender und Diversität in Organisationen erfolgte im Anschluss an den Kurs „Praxisprojekt“ eine Studie mit dem Titel „Barrierefrei: Wege zur inklusiven Organisation als Wettbewerbsvorteil“.

Den Ausgangspunkt der Studie bildete der Auftrag von KR Martin Essl, Gründer der Essl.Foundation und Leiter des „Zero.Project“ Unternehmensdialogs, die wichtigsten Faktoren für die erfolgreiche Inklusion von Menschen mit Behinderung in Unternehmen zu erarbeiten. Die Durchführung der Studie erfolgte durch vier Studierende der SBWL „Diversitätsmanagement“ unter der Leitung von Prof. Dr. Mensi-Klarbach und hatte zum Ziel, die wichtigsten Faktoren des Prozesses zur Schaffung einer inklusiven Organisationskultur zu evaluieren. Die Basis der Studie bildeten Interviews mit den in den Inklusionsprozess involvierten Personen der vier österreichischen Best-Practice Unternehmen MyAbility (vormals DisAbility Performance), Obi, Shire und der Bäckerei Gragger. Für die Studierenden eröffnete sich dadurch die Chance, Einblicke in die unterschiedlichen Herangehensweisen der untersuchten Unternehmen kennenlernen sowie ihre Erfahrungen und die Ergebnisse ihrer Forschung auf den Landeskonferenzen des „Zero.Project“ Unternehmensdialogs in Wien, Klagenfurt, Salzburg und Linz zu präsentieren.

Die erste dieser Landeskonferenzen fand am 6. April im Wappensaal des Wiener Rathauses statt. Den Inhalt der Veranstaltung bildeten Vorstellungen unterschiedlicher Unternehmen und ihre Wege zur Inklusion von Menschen mit Behinderung. Für die Studierenden war es nicht nur eine großartige Erfahrung, ihr Projekt im Rahmen dieses Unternehmensdialogs vorzustellen, es eröffnete sich zudem die Möglichkeit, mit GeschäftsführerInnen, Personalverantwortlichen und Menschen mit Behinderung unterschiedlichster Unternehmen in Kontakt zu treten und so ihre Kenntnisse zu vertiefen.

Statements:

„Im Rahmen der Studie und der Unternehmensdialoge wurde mir die Vielseitigkeit des Themas Inklusion von Menschen mit Behinderung in die Arbeitswelt aufgezeigt. Ich hatte Gelegenheit sowohl die Sichtweise der Menschen mit Behinderung als auch der Politik sowie der UnternehmerInnen, die von ihren positiven Erfahrungen mit der Beschäftigung von Menschen mit Behinderung berichteten, kennenzulernen.“ (Viktoria Kandler)

„Das Interesse an unserer Studie und das direkte Feedback der RepräsentantInnen aus der Wirtschaft hat mich sehr positiv überrascht“ (Sebastian Brettl)

„Aus erster Hand zu erfahren, wie sehr die Verantwortlichen in den Unternehmen hinter ihren Überzeugungen stehen, war eine großartige Erfahrung.“ (Philip Zagler)

„Zusätzlich zu den zahlreichen Erfahrungen, die wir durch den Austausch mit den verschiedenen UnternehmensvertreterInnen machen durften, konnten wir die im Studium erworbenen theoretischen Kenntnisse in die Praxis umsetzen und so auch einen Einblick in den Unterricht der Spezialisierung Diversitätsmanagement der WU Wien geben.“ (Marlies Lehner)

Wenn Masken uns die Freiheit nehmen - Filmscreening & Diskussion

HeForShe Vienna und das Institut für Gender und Diversität in Organisationen an der WU Wien laden zum gemeinsamen Event:

“Wenn Masken uns die Freiheit nehmen - Genderrollen und ihre Konsequenzen für die Gesellschaft”.

Wann: 30. Mai 2017 um 17:30 Uhr
Wo: WU Campus, TC.2.01 (Teaching Center, Raum 2.01)

Absolvent_innentreffen des Instituts für Gender und
Diversität in Organisationen am 18. Mai 2017

Das heurige Absolvent_innentreffen des Kompetenzfeldes „Gender- und Diversitätsmanagement“ sowie der SBWL „Diversitätsmanagement“ fand unter dem Thema „Kultur, Identität, Migration“ satt. Das Institut freut sich über das große Interesse und die insgesamt 45 Teilnehmerinnen und Teilnehmer.

Das Programm startete mit der Vorführung von Ruth Beckermanns Film „Those Who Go Those Who Stay“. Der Film erlaubte durch seine breite Perspektive und unterschiedlichen Blickwinkel auf das Thema „Kultur, Identität und Migration“ einen hervorragenden Einstieg.

Im zweiten Teil der Veranstaltung lag der Fokus auf dem Umgang von Unternehmen und Organisationen mit „Kultur, Identität, Migration“. Dazu stellten Mag.^a Johanna Hummelbrunner und Christina Halvax von Bosch Österreich das Projekt „Support vor Ort“ vor. In diesem Patenschaftsprojekt engagieren sich Bosch-Mitarbeiterinnen und Mitarbeiter, um geflüchtete Personen auf vielfältige Art und Weise zu unterstützen. Das Institut bedankt sich bei allen Patinnen, Paten und Geflüchteten, die an der Veranstaltung teilgenommen haben, um Ihre Erfahrungen zu teilen.

Bei Getränken und Häppchen blieb am Ender der Veranstaltung die Möglichkeit zur Vernetzung und zum gemeinsamen Austausch, nicht nur für unsere Absolvent_innen sondern auch für die derzeitigen Studierenden.

Tagung an der WU: Das Unternehmen Diversität & Gleichbehandlung

Die Gleichbehandlungsanwaltschaft und das Institut für Gender und Diversität in Organisationen der WU luden am 11. Mai 2017 zu einem ‚Premieren-Event‘ ein. Erstmalig veranstalteten diese beiden Institutionen eine gemeinsame Tagung zum Thema „Das Unternehmen Diversität & Gleichbehandlung“. Die Veranstalterinnnen konnten sich über ein sehr großes Interesse freuen. Rund 100 Teilnehmer_innen diskutierten darüber, wie Unternehmen und Institutionen das Gleichbehandlungsrecht im Sinne eines Diversitätsansatzes nützen können. Univ.Prof.ⁱⁿ Regine Bendl beschreibt das Ziel dieser Tagung so: „Mit dieser Tagung suchten wir mit unterschiedlichen Institutionen und Unternehmen den Dialog, um rechtliche Rahmen sowie präventive Strategien zur Förderung von Gleichstellung und Diversität zu entwickeln.“

Nach der Begrüßung von Frau Staatssekretärin Mag.^a Muna Duzdar und Herrn Vizerektor Univ.Prof.Dr. Michael Lang (WU) machten den Auftakt zwei Vorträge. Im ersten Vortrag referierte Frau Mag.^a Sandra Konstatzky von der Gleichbehandlungsanwaltschaft zum Gleichbehandlungsrecht als Instrument für Diversität und Gleichstellung und gab aktuelle Einblicke in die Arbeit der Gleichbehandlungsanwaltschaft.

Der zweite Vortrag von Frau Dr.ⁱⁿ Helga Eberherr von der WU stellte aktuelle Forschungsergebnisse zur Akzeptanz von Diversität und Gleichstellungsfragen in unterschiedlichen Arten von Organisationen vor.

Die zweite Säule der Veranstaltung bildeten sieben Diskussionsgruppen zu „Diversität Aktuell: Spannungsfeld zwischen Anspruch und Sachzwang“, um aktuelle Herausforderungen profitorientierter Unternehmen, wie auch politiknaher Institutionen zu erörtern. Geleitet wurden diese Gruppen jeweils von: Mag.^a Martina Lackner/ÖGB, Mag.^a Ingrid Moritz/AK, Mag. Gerhard Niederhofer/WKW, Mag.^a Constanze Pritz-Blazek/Gleichbehandlungsanwaltschaft, Mag.^a Ursula Rosenbichler/Bundeskanzleramt, Dr.ⁱⁿ Roberta Schaller-Steidl/BMWFW, Mag.^a Hilde Stockhammer/AMS).  

Aktuelle Umsetzungsstrategien und Anwendungsmöglichkeiten von Diversität und Gleichstellungsmaßnahmen in der organisationalen Praxis wurden abschließend in einer Podiumsdiskussion mit Vertreter_innen von Unternehmen der Privatwirtschaft (Infineon Technologies Austria, Raiffeisen Bank International, Sonnentor) beleuchtet.

Mit dieser Veranstaltung wurde ein erfolgreicher weiterer Schritt gesetzt, um über institutionelle Unterschiede und Grenzen hinweg Strategien zu den aktuellen Themen von Diversität und Gleichstellung in der wissenschaftlichen und betrieblichen Praxis zu entwickeln und einen inter-institutionellen Austausch voranzutreiben.

zur Einladung

Research Seminar || SS 2017 || Bruce Kaufman (Georgia State University, Economics, & Griffith University, Business)

Bruce Kaufman (Georgia State University, Economics, & Griffith University, Business): Paradox between Management Theory and Workplace Reality: New Evidence from a Balanced Scorecard of Employer-Employee Relations

on Tuesday, May 23^rd, 2017, 15.30-18.30, Room TC.3.07

Abstract: This paper develops a new balanced scorecard instrument to measure and assess the strategic performance of the employer-employee relation in organizations and operationalizes it with workplace-level data from employer and employee panels of a new nationally representative survey of American companies. Based on forty-two diagnostic measures, the average grade employees give their workplace’s employment relation is a mediocre C grade while upper-level executives/managers give it a somewhat higher B- grade. The frequency distributions of employee/employer scores form a roughly bell-shaped pattern with employment relationships at the bottom 20% of firms at a D/C- level and the top 20% of firms at a B+/A- level. These data indicate that a portion of firms have a high-performance employment relation but, paradoxically relative to predictions of the standard HRM-firm performance model and three decades of academic promotion of the HPWS model, most companies are below this level and a significant portion are far below it. Also innovative, the paper develops a new stakeholder-based theoretical model of the employment relation to provide the conceptual framework for the scorecard, compares it with the shareholder-based model used by Huselid, Becker, and Beatty (2005) to develop their workforce scorecard, and demonstrates by also filling in their scorecard with data that different models → different scorecards → different performance assessments → different strategic responses, demonstrating at a managerial practice level that ‘models matter.’ The paper also suggests that the standard HRM-performance model is mis-specified because it over-emphasizes the managerialist ‘employee as money-making resource’ perspective and neglects the relational human-social dimension of organizations and employee management.

Presenter: Bruce Kaufman is Alumni Distinguished Professor of Economics at Georgia State University (Atlanta, USA), Research Fellow in the Business School at Griffith University (Brisbane, AUS), and Visiting Professor at the Capital University of Economics and Finance (Beijing, CH). He has written or edited 18 books and more than a hundred journal articles and chapters across multiple fields, including labor, behavioral and institutional economics, employment-industrial relations, human resource management, labor-employment law, and business/labor history.

Research Seminar || SS 2017 || Patrick Kenis (Tilburg University)

Patrick Kenis (Tilburg University): How prepared are we? The structure and governance of response networks in two infectious disease outbreak scenarios in the Netherlands

on Tuesday, May 16^th, 2017, 15.30-18.30, Room TC.4.18

Abstract: We are regularly and increasingly confronted with potential outbreaks of infectious diseases. Preventing or containing such outbreaks is important given their potentially disastrous consequences for individuals or society at large. In this paper, we study the response system which develops as a result of a potential outbreak. This response system is defined as an organizational field-net or organizational network composed of a highly differentiated set of organizations getting engaged in responding to the potential outbreak. Our central argument is that an effective response to potential outbreaks depends on insights into the organizational field-net. We demonstrate this by first applying organizational network theory and its instruments and secondly by collecting and analyzing data on two likely future outbreak scenarios in the Netherlands. One scenario is an outbreak of a new corona virus characterized by human-to-human transmission. A second scenario is an outbreak of the West Nile Virus, transmitted by mosquitoes. Both viruses can have severe health consequences, including death. Data were collected via questionnaires and interviews among experts on the actors involved as well as data on collaboration and governance structures among these actors. We argue that these findings are a challenge and a chance for Centers for Disease Control (being the RIVM in the Netherlands). Generally speaking they are responsible for the mobilization of actors (early warning) and coordination of the response throughout the duration of the outbreak. We conclude by pointing to the fact that for Centers for Disease Control an analysis of the factual organizational network response to an infectious disease threat is probably a good basis for controlling and managing infectious diseases. Their role might thus move from coordinating actors (which they often do not know and can hardly influence) to coordinating an organizational network. Or in other words, they might move from coordinating unpredictable and unknown actors to coordinating relatively predictable networks.

Presenter: Patrick Kenis is currently visiting Professor at the Institute for Public Management and Governance (WU) and Senior Researcher for the Reform Barometer (Bertelsmann Sifting), both in Vienna. He is also Professor for Policy and Organization Studies at the Faculty of Social and Behavioural Sciences at Tilburg University, the Netherlands. Previously he has worked at the University of Antwerp (Belgium), the Free University (Amsterdam), the University Konstanz (Germany) and the European Centre for Social Welfare Policy and Research (Vienna). He received his Master degree from the Free University Brussels and his PhD from the European University Institute, Florence. He has been teaching at Bachelor, Master and PhD-level on Organization Theory and Design and Networks. He is also teaching in Executives Programs in different schools and in different fields such as health, innovation, public management, industry and education. His principal research object is organizational networks. This type of organizational design becomes more and more prevalent in field like innovations, health care, education, security, crisis management, etc. He published on this and related topics in international journals like the Academy of Management Review, Organization Studies, Journal of Public Administration Research and Theory, Public Administration, International Public Management Journal, European Journal of Political Research.

Research Seminar || SS 2017 || Heike Mensi-Klarbach (WU Vienna)

Heike Mensi-Klarbach (WU Vienna): Breaking ground for diversity in Kenyan civil service – how bureaucracy creates room for (affirmative) action

on Tuesday, May 9^th, 2017, 15.30-18.30, Room TC.4.12

Abstract: Increasing inequality and perceived injustices are major hindrances to a country´s sustainable prosperity and peace. Thus, extant scholarly work seeks to explore ways to overcome such inequality and injustice. This paper builds on that discourse and investigates how the Republic of Kenya manages to overcome tribalism and corruption and establishes diversity (‘the face of Kenya’) within the civil service. The case of Kenya is of particular interest, as the recently passed constitution combines two distinct measures to overcome inequality, which have hitherto been treated as mutually exclusive concepts: affirmative action to surmount historical disadvantages, and meritocracy to overcome tribalism and corruption. Based on a qualitative study of recruitment and promotion practices in the Kenyan civil service, the paper shows that the implementation of bureaucratic principles such as clear responsibilities, formalized procedures, and transparency enables a systematic incorporation of diversity in the civil service. Bureaucracy therefore opens up room for diversity-sensitive HR professionals to implement just and merit-based standards for HRM decision making, while considering social representation of all tribes as essential. This eventually leads to a diverse administration that truly represents ‘the face of Kenya’ and is perceived as fair.

Presenter: Heike Mensi-Klabach is postDoc at the Institute for Gender and Diversity in Organizations at WU. From 2015 to March 2017 she was guest professor for gender and diversity at Leibniz University Hanover. She gained her PhD from WU. Her research focuses on how gender and diversity matter in organizations. She is especially interested in how gender and diversity shape the interplay of societal norms, organizational structures, and individual decisions. Current research includes projects on women on boards and board nomination practices, identity constructions of female managers, the effectiveness of corporate governance regimes to enhance board diversity, and the economic and moral legitimation of diversity in organizations.

Research Seminar || SS 2017 || Tom Lawrence (University of Oxford)

Tom Lawrence (University of Oxford): Institutional Work: Taking Stock and Making It Matter

on Wednesday, May 3^rd, 2017, 15.30-18.30, Room TC.5.18

Abstract: The concept of “institutional work” describes the efforts of actors to shape the rules, norms, beliefs, and practices that structure social life. Writing in this area has evolved from attempts to capture a set of actions, to a perspective on the relationship between institutions and actors associated with a distinctive set of questions, assumptions, findings, and theoretical claims. The questions at the heart of the institutional work perspective focus on understanding how, why, and when actors work to shape sets of institutions, the factors that affect their ability to do so, and the experience of these efforts for those involved.

In this talk, I will reflect on the evolution of the institutional work perspective and critically examine important theoretical and practical gaps in the literature.

More specifically, the talk has three aims:
1. Take stock of the institutional work perspective as it has developed since 2006.
2. Highlight important gaps in the development of the institutional work perspective, focusing in particular on the “what”, “who” and “how” of institutional work.
3. Explore the potential for the study of institutional work to move organizational institutionalism toward a more practical, impactful connection with audiences outside of the academy through the development of an applied program of institutional work research.

Presenter: Tom Lawrence is a Professor of Strategy at the Saïd Business School, University of Oxford. He received his PhD in organizational analysis from the University of Alberta. His research focuses on the dynamics of agency, power, and institutions in organizations and organizational fields. It has appeared in such journals as Administrative Science Quarterly, Academy of Management Journal, Academy of Management Review, Harvard Business Review, Sloan Management Review, Organization Studies, Journal of Management Studies, Human Relations, and the Journal of Management. He is a co-editor of: the Sage Handbook of Organizational Institutionalism, Second Edition; the Sage Handbook of Organization Studies, Second Edition; and Institutional Work: Actors and Agency in Institutional Studies of Organizations.

Research Seminar || SS 2017 || Femida Handy (University of Pennsylvania)

Femida Handy (University of Pennsylvania:  Femida Handy: Environmental Habitus: The Intergenerational Transmission of Environmental Behaviours

Research in Progress

on Tuesday, April 4^th, 2017, 15.30-18.30, Room TC.4.14

Abstract: Recent scholarly attention finds that individuals’ pro-environmental orientation is related to their parents’ pro-environmental values, attitudes, and behaviours. This research takes environmental behaviour into the family domain, and proposes to investigate the links between environmental behaviours of three generations to measure the impact of cultural and economic contexts on intergenerational transmission of environmental behaviours.
Our main theoretical heuristic is the notion of environmental habitus, arguing that a pro-environmental stance may run in the family, not necessarily because individuals follow the imperatives of the environmental movement or because they hold an environmental ideology, but because their families hold values and behavioural dispositions of frugality, modesty, or conservation that have consequences for everyday pro-environmental behaviour. Furthermore, we examine environmental habitus comparatively, asking if it takes different forms in two different national contexts – Israel and South Korea. These countries are characterized by different cultural and economic contexts, different framings of environmental issues, and different historical trajectories starting from pre-World War II and continuing up to today. Analysis is based on focus group interviews of three generation families and draws from theories in the sociology of the family, sociology of consumption, social psychology, and environmental sociology. The findings contribute to the understanding of the determinants of environmental behaviour, cross-national differences in environmental behaviour, and the influence of intergenerational social reproduction on environmental orientations.  

Presenter: Femida Handy, Professor and Director of the PhD program in Social Welfare at the University of Pennsylvania School of Social Policy & Practice (SP2), Her interests span a variety of topics ensconced in the nonprofit sector and include philanthropy, volunteering, the management of nonprofits, NGOs, cross national comparisons, pro-​environmental behaviors. Her scientific w​ritings  have won multiple awards​. ​Most recently, ​her co-edited book​,​ The Palgrave Handbook of Global Philanthropy was selected for the Virginia A. Hodgkinson Research Book Prize in 2016. Her forthcoming work examines ethical decision making in nonprofits, issues of innovation in nonprofits and volunteer allocation in ​crises management.

Research Seminar || 28. März 2017 || Fida Afiouni (Olayan School of Business, American University of Beirut)

Fida Afiouni (Olayan School of Business, American University of Beirut): LEBANESE WOMEN’S CAREER TRANSITIONS OUT OF PAID WORK: A SENSEMAKING PERSPECTIVE

on Tuesday, March 28^th, 2017, 15.30-18.30, Room TC.3.09

Abstract: This study seeks to provide a contextualized understanding of Lebanese women’s career transitions out of paid work. We draw on sensemaking as a theoretical lens to examine the interpersonal process underlying women’s career decisions and how these are influenced by the broader context in which they are embedded. We specifically shed light on the cues these women receive from others at work and within their families in the course of their job that lead them to re-assess the value they ascribe to work and decide to transition out of work. Semi-structured interviews were conducted with 24 educated Lebanese women non-employed at the time of the study but who were previously employed in the course of their lives. The findings show that while women’s work motivations are mostly intrinsic and geared towards gaining autonomy, self-esteem and self-development, the decision to transition out of work was triggered by the lack of unmet expectations at work such us the lack of growth opportunities, undermining work culture and lack of adequate maternity and childcare provisions. These negative experiences at work, coupled with negative cues received from husbands, fathers, and other family members regarding their employment led them to reconsider the value of their work and transition out. In terms of their future employment plans, women consider it bleak due to their perceptions of lack of opportunities, saturated labor market, need for Wasta, gender discrimination, low pay and the lack of available part-time implications. These findings have significant implications on both theory and practice.

Presenter: Fida Afiouni is Associate Professor of Human Resource Management at the Olayan School of Business at the American University of Beirut. She currently serves as an Associate editor in Business Ethics: A European Review, a member of the editorial board of the international of Human Resource Management, a partner and an advisory board member of the KIP Project, and ad hoc consultant with the International Labor Organization. Her research interests are at the interplay of HRM, career and gender. Her latest research focuses on adopting a multi-level perspective to examine women’s employment and career related issues (e.g. career success, career calling) in understudied contexts such as the Arab world.

Research Seminar || SS 2017 || Albert J. Mills and Jean Helms Mills (Sobey School of Business, Saint Mary’s University)

Albert J. Mills and Jean Helms Mills (Sobey School of Business, Saint Mary’s University): Insights and Research on the Study of Gender and Intersectionality in Airline Cultures.

on Tuesday, March 21^st, 2017, 15.30-18.30, Room TC.5.14

Abstract: Based on the forthcoming edited book of the same name - `Insights and Research on the Study of Gender and Intersectionality in Airline Cultures’ - the paper reviews a series of studies of discrimination published by the authors since the 1980s. Drawing on studies of several international airlines, including British Airways, Air Canada, Pan American Airways and Qantas, the paper discusses the importance of understanding the influence of history and the past on extant gendered relations. Insights and challenges discussed include study of organizational culture over time, feminism and historiography, conceptualizing and applying an intersectional lens, doing archival research, and other lessons learned.

Jean Helms Mills is a Professor of Management in the Sobey School of Business, Saint Mary's University, Canada, Docent at Jyväskylä University School of Business, Finland and has been a Senior Research Fellow at Hanken School of Economics, Helsinki, since 2008. Jean has presented her work on historiography, critical sensemaking, gender, culture and change at numerous conferences and published in various journals. Currently, she is Co- Editor of Qualitative Research in Organizations and Management and Associate Editor for "Gender, Work and Organization”. She is past divisional Co-Chair of the Critical Management Studies Division of The Academy of Management.

Albert J. Mills, is the Director of the Sobey PhD Program at Saint Mary’s University in Canada. The author of over 40 books and edited collections, his research interests focus on the impact of organization and management on the lives and well-being of people. His most recent publications include `Absent Aviators: Gender Issues in Aviation’ (2014, Ashgate); `The Oxford Handbook of Diversity on Organizations (2015, Oxford University Press), and the `Routledge Companion to Management and Organizational History’ (2015). Albert currently serves as the co-chair of the International Board for Critical Management Studies and the co-editor of Qualitative Research in Organizations and Management: an International Journal.

Research Seminar || SS 2017 || Eddy NG (Dalhousie University)

Eddy Ng (Dalhousie University): Leadership is Gender Neutral

on Tuesday, March14^th, 2017, 15.30-18.30, Room D2.0.392

Abstract: In this presentation, I will share with you findings from a research roundtable with female leaders in Canada who have ascended to senior leadership positions in business and government. The female leaders engaged in a discussion on what has (and has not) enabled women to move into leadership positions, and what issues need to be identified and raised to advance women into leadership roles. Four major themes surfaced in the roundtable: they are contrarian in nature because they do not align with contemporary discussions regarding women and leadership, women and power/politics, affirmative action, and the capacity to “have it all” if you are female and in a senior leadership role. It appears that while leadership and capacity for leadership may be gender neutral, the path and processes to leadership are gendered. The roundtable offers rare insights into the perceptions of those who have reached senior leadership positions on why so few women are found in the most senior levels of organizations.

Presenter: Eddy Ng is a Professor of Organizational Behaviour and the F.C. Manning Chair in Economics and Business at Dalhousie University, Halifax, Canada. His research focuses on managing diversity for organizational competitiveness, the changing nature of work and organizations, and managing an intergenerational workforce.  He has served as Chair of the Diversity & Inclusion Theme Committee of the Academy of Management and the Gender and Diversity in Organizations division of the Administrative Sciences Association of Canada. He is Editor-in-Chief of Equality, Diversity and Inclusion: An International Journal, and an Associate Editor of Personnel Review. In his spare time, he serves on the board of a non-profit arts organization.