Anne-Sophie Godfroy, Université Paris-Est Créteil

Victoria Showunmi, University College London

Ama Lawani, University of Stirling

Peliwe Mnguni, UNISA Graduate School of Business Leadership

Afifa Knanam, Lahore College for Women University

Early Career Researchers face increasingly precarious employment conditions, with these challenges shaped significantly by gender. While women comprise nearly half of doctoral graduates in Europe, they remain underrepresented in certain fields and disproportionately occupy insecure positions. Beyond gender, intersecting factors like race, disability, and socioeconomic status create multiple barriers to career progression.

This special issue amplifies ECRs' voices by examining their experiences through gendered and intersectional lenses. It highlights structural inequalities in academia, challenges traditional research career concepts, and proposes institutional changes to address sexism. The issue invites research on gender equality initiatives, academic mobility, inclusive leadership, and frameworks for evaluating gender equality policies.

The call welcomes diverse contributions from ECRs and underrepresented researchers, including empirical studies, case studies, policy analyses, and personal reflections addressing the key thematic areas, with emphasis on improving working conditions and career prospects in academic institutions.

Appel publié par Gender Work and Organization. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Gender Equality in Career Prospects and Working Conditions at Early Career Stages
• The Gendered Impact of Mobility and Migration
• Integrating ECRs into Decision-Making Processes
• Intersectional Analysis of Inequalities
• Monitoring and Evaluating Gender Equality Policies
• Critical reflections on gender equity and its contemporary resistance in organizational settings and media ecosystems
• How leaders and organizations engage with gender issues through activism, partnerships, internal policies, and public critique
• Intersectional perspectives on gender, race, class, and sexuality and the dynamics of progress and regression
• How gender biases are addressed and produced in the realms of innovation, tech, and entrepreneurship
• Analyzing gender inequality and its stagnation in workforce participation, compensation, and promotion opportunities
• Gender fluidity and non-binary representations in the corporate world and organizational practices
• Examining ethical and sustainable practices through a gender lens to address inclusivity in environmental and social initiatives
• Empirical studies addressing gender and equality in academia, with particular attention to gender, mobility, and precarious employment conditions
• Case studies highlighting gender equality initiatives in academic and research institutions
• Policy recommendations and critical analysis of gender-sensitive recruitment, evaluation, and career development practices in academia
• Innovative solutions aimed at reducing gender-based violence and fostering safer, more inclusive environments for women and marginalized groups within academic settings
• Methodologies for monitoring and evaluating the impact of gender equality measures
• Theoretical interventions exploring concepts of gender, equality, and academic structures
• Autoethnographies reflecting on personal experiences related to gender and academic life
• Practitioner reflections offering insights from those actively engaged in promoting gender equality in academic contexts
• Interdisciplinary dialogue fostering collaboration and knowledge exchange across fields to advance gender equality in research and academia

Timeline

• May 15, 2026: Deadline for optional 250-word abstract submission via email to receive initial feedback
• July 1, 2026: Online developmental webinar to provide feedback on abstracts
• October 31, 2026: Full paper submission deadline

Alex Bryson, University College London

Steve Raphael, University of California, Berkeley

Despite progress in educational attainment and women's occupational advancement, gender wage gaps continue to persist globally. Multiple factors contribute to this phenomenon, including gender stereotyping, occupational segregation, workplace discrimination and harassment, the effects of parenthood, and variations in preferences and skills between genders. This special issue seeks to understand the underlying causes of gender wage gaps worldwide and examine policy responses aimed at addressing them.

Appel publié par Industrial Relations A Journal of Economy and Society. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• What lies behind gender wage gaps across the world?
• How does selection into employment and into occupations impact gender wage gaps?
• What role do labor market institutions (unions, statutory wage floors) play?
• When and where do gender wage gaps emerge across the life-cycle?
• What is the role of parenthood and are policies promoting work-life balance having unintended consequences?
• What can occupation-specific studies tell us about gender wage gaps?
• What is the impact of gender differences in job search and wage bargaining on wage outcomes?
• What role does discrimination continue to play?
• How successful have policy interventions been in tackling the gap?

Timeline

• April 3, 2026: Extended abstract submission deadline
• September 17, 2026: Symposium at UC Berkeley's Institute for Research on Labor and Employment (IRLE)

Associate editors

• Nicole Fortin, University of British Columbia
• Manisha Shah, University of California, Berkeley