Daniela Giménez-Jiménez, TU Dortmund

Magdalena Markowska, Umeå University

Patricia Gabaldón, IE University

Caren Scheepers, Gordon Institute of Business Science

This special issue examines how gendered practices are constructed and enacted within organizations, and what consequences they produce. While gender as social practice is theoretically accepted, understanding how these practices operate across different contexts remains limited. The issue addresses a critical gap: persistent structural inequalities continue to disadvantage women globally, yet equality initiatives sometimes produce unintended negative consequences such as reinforcing stereotypes.

The special issue welcomes diverse approaches examining both intended outcomes of gendered practices and unintended consequences. It seeks to understand how gendered practices at multiple levels are negotiated, resisted, and transformed across different industries and cultural contexts, particularly through feminist theories including intersectional and postcolonial perspectives.

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

Potential topics

• Does the (mis)use of gendered practices in organizations and industries affect various occupations?
• How do women and men employees navigate gendered practices in women-dominated versus men-dominated industries? Are there differences across these industries?
• Which specific gendered practices do women and which ones do men (mis)use, and what consequences do these have for organizational culture?
• How are current discourses shaping gendered practices? Do these gendered practices influence organizational outcomes, outputs, or impacts?
• How does the production, reproduction, and construction of gender affect business outcomes? Are the effects the same or different within and outside organisations?
• How do gendered practices influence women's networks, particularly given unique challenges women and minorities face in creating personal networks in organizational contexts?
• What are the consequences of women's programs on their networks, and what are the outcomes of these programs for women and men, as well as for organizations?
• Who are the actors actively constructing, resisting and shaping gendered practices at the different levels? What conditions enable and which ones inhibit production, change, and use of gendered practices?
• How does the portrayal of women and men in business—through media representations and policies—affect leadership stereotypes?
• What roles do masculine and feminine voices play concerning gendered practices? Could individuals influence and confront gendered practices?
• How do women with intersectional identities or social experiences—such as LGBTQIA++ individuals or female migrants—create, build, or construct new gendered practices?
• In what ways do these practices influence organizations, industries, and markets?
• How are gendered practices shaped within women- and men-dominated industries?

Timeline

• January 31, 2027: Submission Deadline

This Special Issue aims to advance understanding of how AI is reshaping work and employment for underrepresented groups, and to stimulate research on how HRM can foster more inclusive, equitable, and human-centered AI-enabled workplaces. It seeks to bring together multidisciplinary scholarship examining both the opportunities and risks of AI for women, migrants, refugees, older workers, people with disabilities, and Indigenous employees. These aims will be met by inviting conceptual, empirical, and review-based contributions that examine bias, accessibility, trust, human–AI collaboration, inclusive design, and responsible governance in AI-HRM systems. In doing so, the Special Issue will generate new theoretical insights, practical implications, and future research directions that position HRM scholarship to respond more effectively to the challenges and possibilities of AI-driven organizational change, while helping organizations foster more equitable, inclusive, and human-centered human–AI interactions.

Appel publié par Personnel Review. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• AI in Talent Acquisition and Selection: How do AI-based recruitment and selection systems create, reproduce, or mitigate biases against candidates from underrepresented groups (e.g., people with disabilities, older workers, migrants), and what mechanisms can ensure equitable outcomes in AI-assisted hiring?
• Accessibility and Inclusion in Employment: In what ways can AI technologies be designed to enhance workplace accessibility, enable equitable participation, and expand employment opportunities for employees with disabilities or other marginalized groups?
• Human–AI Collaboration and Bias Mitigation: How can human oversight, input from minority employees, and inclusive design processes help AI systems learn more equitably—reducing bias and performing more human-like or human-better tasks in HR contexts?
• Talent Development, Reskilling, and Learning in the Age of AI: How can HRM leverage AI-enabled learning, development, and reskilling systems to support diverse employees and prepare both workers and organizations for ethical AI use? How can organizations use talent development strategies to train both humans and AI systems toward ethical and inclusive performance?
• Ethical, Legal, and Governance Challenges in AI-HRM: What are the ethical and legal implications of using AI in managing diversity and disability inclusion, and how can organizations establish responsible AI governance frameworks aligned with human rights and DEI principles?

Timeline

• January 9, 2026: Opening date for manuscripts submissions
• January 3, 2027: Closing date for manuscripts submission