This special issue examines the political dimensions of smart city development, focusing on how technological implementations shape patterns of inclusion and exclusion within urban environments. The call invites research that critically analyzes the social and political consequences of smart city initiatives.

Appel publié par Cities. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Timeline

• June 30, 2027: Submission deadline

Sophie Hennekam, Audencia Business School

Bettina Lynda Bastian, American University in Bulgaria

Bruno Felix, Fundação Dom Cabral

This special issue explores how neurodiversity and gender intersect in workplace settings. Neurodivergent individuals possess valuable cognitive strengths but face significant employment challenges including high unemployment, discrimination, and limited career advancement, often due to neurotypical workplace norms.

Gender compounds these challenges, as neurodivergent women and gender-diverse individuals navigate both ableist expectations and societal gender norms. Diagnostic criteria biased toward male presentation result in underdiagnosis for other genders. Despite growing awareness of neurodiversity, organizational research remains limited, particularly regarding intersections with diverse gender identities.

The special issue invites empirical, conceptual, and practice-based research applying organizational theories to understand neurodivergent workers' experiences. It welcomes unconventional methodologies, interdisciplinary collaborations, and submissions from neurodivergent scholars, aiming to generate insights beneficial to both organizational practice and scholarship.

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

Potential topics

• Unique challenges and opportunities neurodivergent and gender-diverse individuals face in the workplace
• Co-occurrence of multiple forms of neurodivergence and its impact on workplace experiences
• Role of organizational culture, co-workers, and diversity policies in shaping experiences of neurodivergent individuals
• How societal norms surrounding femininity affect workplace experiences of neurodivergent women
• Intersection of neurodivergence with other marginalized identities
• Insights from experiences of gender-diverse neurodivergent individuals regarding gender norms and identity expression
• Participatory research methodologies that empower neurodivergent voices
• Manifestation of stereotypes about neurodiversity differently for men and women in professional environments
• Navigation of identities by non-binary or gender-diverse individuals within predominantly ableist workplaces
• Role of cultural perceptions in shaping experiences of neurodivergent individuals across different genders
• Organizational support for neurodivergent individuals and creation of inclusive climate at work, including HRM policies and practices
• Coping strategies of neurodivergent individuals and gender differences in coping
• Identity management strategies and gender disclosure decisions of gender-diverse neurodivergent individuals at work

Timeline

• Invalid DateTime: Publication of Special Issue
• January 3, 2026: Call for papers online
• September 15, 2026: Papers due from contributors
• December 15, 2026: First round of blind review and editorial decisions
• March 15, 2027: Revised manuscripts back from contributors
• June 15, 2027: Second round of blind review and editorial decisions
• September 16, 2027: Final recommendations for publication or reject decisions

Benjamin Laker, University of Reading

Sven Horak, St. John's University

Toyin Ajibade Adisa, University of East London

Fulya Acikgoz, University of Sussex

While inclusion has become central to human resource management practices globally, its institutional foundations are becoming increasingly unstable. Political and economic shifts, organisational hesitation, and cultural challenges have weakened the norms and mechanisms supporting inclusive HRM. This special issue examines how inclusion becomes performative—publicly supported but weakly implemented—when its institutional backing erodes.

The issue calls for work that moves beyond static views of identity to examine how it is constructed and contested through HRM systems amid institutional uncertainty. Research grounded in intersectionality, social identity theory, and critical perspectives is particularly encouraged, as are comparative studies showing how inclusion operates differently across institutional and cultural contexts. The collection seeks to understand how HRM practices both regulate identity and potentially become sites of resistance and contestation.

Appel publié par The International Journal of Human Resource Management. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Organisational responses to the erosion or contestation of inclusion mandates
• Identity construction, negotiation, and resistance within HRM systems
• Symbolic inclusion vs substantive change in HRM practice and policy
• How performance systems, leadership pipelines, or 'culture fit' criteria embed normative assumptions about who belongs
• Comparative and global analyses of inclusion across varied institutional, legal, and cultural settings
• HRM as a mechanism of voice suppression, identity masking, or strategic silence
• The effects of intersectional identity configurations (e.g. gender × race × class) on access to opportunity, recognition, and legitimacy in HRM
• How informal networks and shadow structures sustain or subvert inclusion efforts
• Experiences of inclusion and exclusion when organisations retreat from formal DEI commitments
• Institutional logics, power asymmetries, and the politics of belonging in HRM systems
• Decolonial or Indigenous critiques of Western-centric inclusion frameworks in global HRM

Timeline

• November 30, 2026: Manuscript deadline

Debora Gottardello, University of Edinburgh

Narda R. Quigley, Villanova University

Susanne M. Bruyère, Cornell University

Neurodivergent adults, including those with autism, ADHD, dyslexia, and dyspraxia, encounter systemic barriers in employment such as recruitment difficulties, limited career progression, and retention issues, often leading to underemployment and premature career exits. These challenges are structural rather than incidental, as many workplace practices adhere to neurotypical norms, viewing cognitive differences as liabilities instead of diverse strengths requiring adaptive practices. Efforts towards inclusion frequently focus on early-career hiring and a single diagnostic category, usually autism, neglecting mid and late-career trajectories and the multifaceted nature of disadvantage. Single-axis approaches may overlook how compounded inequalities manifest within organizational contexts.

Appel publié par Journal of Managerial Psychology. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Intersectional patterns of inclusion, retention, progression and wellbeing across early, mid and later career stages for ageing neurodivergent workers
• HR and line-management practices-recruitment, appraisal, promotion and leadership development; intersecting biases and evidence-based redesign for equity
• Intersectional experiences of neurodivergence at work (e.g., ethnicity, gender, sexuality, class, migration status, age)
• Physiological and health transitions in relation to neurodivergence (e.g., menopause, chronic conditions)
• Late/retroactive diagnosis, professional identity, disclosure and workplace support; trajectories, risks and career consequences
• Organisational culture, leadership and policy frameworks for neurodivergent inclusion, foregrounding intersecting identities and power dynamics
• Cross-cultural and non-Western perspectives, including decolonial approaches, highlighting how local norms and colonial legacies shape intersecting experiences of neurodivergence at work
• Comparative case studies of inclusion regimes and workplace adaptations across sectors and settings (including precarious/gig work), with attention to differential outcomes across intersecting identities
• Participatory and co-produced approaches that centre multiply marginalised voices, with ethics and accessibility designed for intersectional needs
• Sector-specific analyses (e.g., academia, public sector, technology, healthcare) specifying intersectional implications for policy and practice and for distinct workforce groups

Timeline

• January 3, 2026: Opening date for manuscripts submissions
• December 31, 2026: Closing date for manuscripts submission