Dear Friends and Colleagues,
NEW CALL FOR PAPERS
UFHRD 2017 Symposium
Racism and Xenophobia: Can HRD rise to the challenge in a post Brexit world?
Description of the proposed theme:
In the wake of the UK referendum result to leave the EU there has been a rise in reported race hate incidents, rising tensions in the workplace, and uncertainty regarding the future position of EU nationals working in the UK (see True Vision, 2016). This has prompted the Equity and Human Rights Commission to join together with the Confederation of British Industry, the British Chambers of Commerce, the Federation of Small Businesses, ACAS, the Chartered Institute of Personnel Development, the employers’ Network for Equality and Inclusion and the TUC to lead in the challenge against intolerance in the workplace and to offer support to employees in a potentially post Bexit world. As Reynolds and Vine (1987:28) have previously noted, xenophobia is a ‘psychological state of hostility or fear towards outsiders’ that focuses on individuals who come from ‘other countries’ and toward whom native individuals have ‘an intense dislike or fear’ (Crowther, 1995). As with other manifestations of prejudices, within organisational and social settings, xenophobia is a multidimensional and multi-causal phenomenon intricately tied to notions of nationalism and ethnocentrism that are characterised by a belief in the superiority of one’s nation-state over others (Licata and Klein, 2002; Schirmer, 1998). Esses, Dovidio, Jackson, and Armstrong (2001) have shown that a high social dominance orientation, and holding an individual belief in inherent cultural hierarchies and inequalities within a society, is predictive of anti-immigrant sentiments. This suggests that ethnocentrism, nationalism, nativism, and belief in a hierarchical world order have been strongly associated with xenophobia.
This symposium is therefore a response to the challenge presented by the rise of hatred, racism - this being prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior, and xenophobic attitudes within organisational and social settings. It invites contributions that address how HRD can offer ways forward to combat organisational hatred, racism, and xenophobia. Some questions for consideration might be: What are the mechanisms of domination, power and fear within contemporary organisational practice? How is language used as a powerful lever to reinforce/supress cultural and religious beliefs in the workplace? How are stereotypes used as a means to scapegoat and engender a climate of fear?
Allport, G.W. (1954) On the nature of Prejudice. New York: Perseus Books.
Crowther, J. (ed.) (1995). Oxford advanced learners dictionary of current English: International new students (5th ed.). London: Oxford University Press.
Esses, V. M., Dovidio, J. F., Jackson, L. M., and Armstrong, T. L. (2001). The immigration dilemma: The role of perceived group competition, ethnic prejudice, and national identity. Journal of Social Issues, 57, 389-412.
Licata, L., and Klein, O. (2002). Does European citizenship breed xenophobia? European identification as a predictor of intolerance towards immigrants. Journal of Community and Applied Social Psychology, 12, 323-337.
Reynolds, V., and Vine, I. (1987). The socio-biology of ethnocentrism: Evolutionary dimensions of xenophobia, discrimination, racism, and nationalism. London: Croom Helm
Schirmer, D. (1998). Introduction. In N. Finzsch and D. Schirmer (eds.), Identity and intolerance: Nationalism, racism, and xenophobia in Germany and the United States. Washington, DC: Cambridge University Press: pp. xix-xxix.
True Vision (2016) http://www.report-it.org.uk/home. Accessed 19 September 2016.
Andrew Armitage and Jim Stewart
Papers will be welcome until March 31.
Format is the same as used in UFHRD 2017 (see below).
NEW CALL FOR PAPERS
UFHRD 2017 Symposium
Relevant but rigorous: developing scholarly practice outcomes in HRD
A seminar to support the International Journal of HRD, Policy and Practice
At a time of intense disturbance and uncertainty (Brexit, Trump, etc), it is important that a point of reconciliation is found that accommodates both rigour and relevance in the generation of knowledge for learning and development. At present, despite the obvious intensity of disturbances, it does seem that the entrenched divisions of tradition continue. Thus academics and others seek rigour in their work with an end of publishing in ranked academic journals, destined to influence no-one outside of a narrowly bounded community. Similarly, the few practitioners that dare to write present stories that represent best practice but with little chance of working beyond a narrowly bounded context of practice.
We are seeking to move towards a point of reconciliation that expands the boundaries of different learning and development communities. As part of such a process, we seek to mediate by providing an outlet for knowledge generation reports that speak to those that practice learning and development, who in turn are able to play a part in regenerating knowledge that reflects the variety of contexts of action.
The seminar will consider questions such as:
- How can projects for relevant and rigorous knowledge generation begin?
- How can scholarly practice fulfil its ambition ?
- How can ‘stories’ from practice be translated into contributions of critically reflective practice ?
- Can we outline what published scholarly practice contributions might look like ?
We welcome your attendance and contribution. We are not looking for papers as such but please think about the themes and questions and come with a contribution to ensure a positive and forward looking discussion.
Convenors: Dr Rick Holden, Editor, together with (to be confirmed) Dr Barbara Eversole, Indiana State University and Editorial Board and Dr Wilson Wong, Head of Insight and Futures, CIPD and Editorial Advisory Board.
FIRST CALL FOR PAPERS (CLOSED)
Following the huge success of recent UFHRD Conferences, we invite you to come to sunny and warm Lisbon, near the Atlantic Ocean to discuss a pivotal question on HRD future, namely “Indigenous Research and Identity in HRD in a Globalized World” Never like today has the world been so globalized, but also never like today have we had the feeling that national and individual particularities matter. It is in order to bridge that gap that we ask for your contributions for the conference. Specifically the conference will be divided in ten streams led, by very well-known and experienced scholars that have been in the field for decades. The ten streams are the following:
- •Coaching and Mentoring
- •Critical Approaches to HRD
- •Diversity Issues in HRD
- •Employee Engagement
- •Global, comparative and cross cultural dimensions of HRD
- •Leadership and Leadership Development
- •Learning and Teaching and HRD
- •Learning in Small and Medium Enterprises (SMEs)
- •Scholarly Practitioner Research
- •Workplace Learning Training and Development
Further guidelines for each stream may be found in the Conference webpage (http://ufhrd2017.com/) under the header Stream Content.
We are very pleased to inform that we already received more than 100 abstracts, but as usual in UFHRD conferences and following a big number of requests there will be a deadline extension.
We also receive submissions for Special Sessions (roundtables) or work in progress (papers of around 4000 words). But in any case abstracts should have between 1000 to 2000 words.
We are also honoured to announce that we gathered four very distinguished scholars as Keynotes namely Monica Lee, Valerie Anderson, Brad Chuck and Bob Hamlin.
Come and have a wonderful experience, intellectual, exquisite, colourful, warm and sunny.
Eduardo Tomé, Maria José Sousa and Sandra Costa on behalf of the Organizing Committee
IMPORTANT NOTICE - We expect to have acknowledged the reception of all the abstracts sent to the Conference. However, it you did not receive any confirmation please contact us again. Sincerely, The Conference Team.