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Special issue call for papers from Equality, Diversity and InclusionBridging cultures, national, organizational, occupational and other, is an integral theme in the literature on workforce diversity. It suggests the need to recognize, support and utilize worker's cultural diversity and to consider how culture intertwines with other identity markers such as gender, age, disability and sexual orientation. But it also refers to organizations’ need to adapt to a multicultural context. The composition of the workforce changed during the last decades and organizations have to handle national and global cultural changes. Moreover, the historical and socio-political context of organizations embeds a peculiar local flavor to diversity management that diverges from the prevalent orthodoxies of universal diversity management. Different actors and groups may be able to use the concept of diversity management strategically to negotiate improvements in status, position or voice in organizations.To grapple with such developments requires a critical examination of the concepts of diversity and identity and of diversity management practices. What does the concept of diversity entail (Konrad et al., 2006) and how does it relate to identity markers like gender, race, sexuality, nationality and religion? What does diversity management mean in different contexts (Klarsfeld, 2010) and how does it contribute to the recognition of diverse identities and the articulation of marginal voices? Differential power between social identity groups remains unacknowledged in the business case for diversity. In what way do diversity management practices address these power differentials and the simultaneity of processes of social identity (Holvino, 2010)?Lire la suite : http://www.emeraldgrouppublishing.com/authors/writing/calls.htm?id=5178Deadline: March 31, 2014