Call for Papers: Special Issue of Social Psychology Quarterly on Race, Racism, and Discrimination

Social Psychology Quarterly Call for Papers
Special Issue on Race, Racism, and Discrimination

Edited by: Corey D. Fields, Verna M. Keith, and Justine E. Tinkler

In 2003, SPQ published a special issue edited by Dr. Lawrence Bobo on the social psychology of race, racism, and discrimination. We are organizing a 20th anniversary special issue on the same topic to appear in 2023.

This special issue calls for article-length and research note-length papers that seek to understand the social psychological processes that shape and are shaped by racialized social structures. We understand race to be a social construction and are open to papers that conceive of race as an independent or dependent variable. We invite empirical articles that employ quantitative and/or qualitative methods as well as theoretical articles that make important contributions to social psychological knowledge. Data collection may be conducted in the field, online, or in the laboratory, and investigations can occur at one or multiple levels of analysis. We are particularly interested in research that includes groups that have been historically underrepresented in research on race and racism (e.g., indigenous populations) and that examines social psychological processes in racialized institutions like the family, criminal justice system, education system, and in healthcare. The social psychology of race, racism, and discrimination includes but is not limited to the following topics:

·         Discrimination and bias
·         Identity
·         Intergroup relations
·         Social cognition
·         Implicit and explicit racial attitudes
·         Power and status
·         Social networks and social capital  
·         Intersectionality
·         Processes underlying health disparities
·         Health and well-being
·         Emotions
·         Interaction
·         Trust and social cohesion
·         Collective action  

Manuscripts should be submitted at by January 15, 2022. See ‘‘Submission Guidelines’’ for the submission requirements for full length articles and research notes. Please indicate in a cover letter that the paper is to be considered for the special issue on “Race, Racism, and Discrimination”.

For more information on the special issue, please feel free to contact our editorial office ( or the special issue editors, Corey D. Fields (, Verna M. Keith (, and Justine Tinkler (

ASA Resource: Counting Invisible Workload: A Resource for Faculty from Underserved Communities

Counting Invisible Workload:
A Resource for Faculty from Underserved Communities

ASA is often asked to assist faculty members in making evident to their departments and universities the huge amount of important professional work they do that is sometimes overlooked in conventional review metrics. Extensive scholarship has been done on the “invisible workload” for faculty which can be useful in your individual advocacy efforts; see, for example: Faculty Workload and Rewards Project (and additional resources at the end of this document). ASA has created a document to provide some ideas that we hope will be helpful to sociologists in beginning to think about the problem and tangible ways to mitigate it.

ASA Webinar: Community Engaged Research for Impact

Community Engaged Research for Impact Webinar

May 19, 2 p.m. Eastern/11 a.m. Pacific. 

What is community engaged research? How can researchers successfully engage with communities? How can community-researcher partnerships be sustainable and impactful? Join us for this webinar, which will address these questions and more. Panelists include representatives from community organizations and the sociologists they partner with. After an introduction to their projects, panelists will engage in a moderated dialogue about what has made their partnerships sustainable and impactful, followed by Q&A from the audience. This free webinar is co-sponsored by the ASA Section on Sociological Practice and Public Sociology and ASA’s Sociology Action Network (SAN). Closed captioning will be provided. Register here.


A New Vision for Health Care: Centering the Leadership and Expertise of Immigrants to Address Social and Structural Barriers to Health in Fort Morgan, Colorado

Karen Albright, PhD, MSW
University of Colorado School of Medicine
Denver-Seattle Center of Innovation

Maria de Jesus Diaz-Perez, PhD
Center for Improving Value in Health Care

Joe Sammen, MPH
Center for Health Progress

Traveling Mercies on the Road to Health: Journey-Mapping After Acute Care

April Dixon
Immanuel Community Church-Omaha NE

Laura L Heinemann, PhD
Creighton University

LaShaune P. Johnson, PhD
Creighton University
Creighton University at Highlander

Job Posting: PhD and Postdoc positions in Networks and Diversity, Copenhagen Business School 

PhD and Postdoc positions in Networks and Diversity,
Copenhagen Business School

Copenhagen Business School is seeking to hire a PhD fellow and a Postdoctoral researcher linked to a new research project “Equality, Diversity and Inclusion as a Moralized Market” funded by the Carlsberg Foundation (see for more info). These are 3 year positions, expected to start on September 1st (negotiable). Working with professor Florence Villesèche, these positions could be a good fit for economic sociologists eager to work in an environment that values interdisciplinarity and creativity. Link to the PhD position: PhD scholarship in Diversity studies | CBS – Copenhagen Business School Link to the Postdoc position: Postdoc in Networks and diversity research | CBS – Copenhagen Business School The deadline for applications for both positions is May 23rd. Please feel free to contact Florence Villesèche ( with any questions.

Call for Nominations: 2021 OMT Doctoral Student Consortium

2021 OMT Doctoral Student Consortium

Academy of Management Annual Meeting
August 4th, 2021


Santi Furnari, City University of London

Michel Anteby, Boston University

Call for Nominations

Nomination Deadline: (Revised) May 29th, 2021

We are pleased to announce that the Organization and Management Theory (OMT) division will once again hold a virtual Doctoral Student Consortium as part of the Academy of Management (AOM) Annual Meeting. This year the consortium will be scheduled on a dedicated “consortium day” on Wednesday August 4th, 2021.

The goal of this consortium is to orient doctoral students who are broadly interested in organizations and management as they enter the final phase of their doctoral programs. It helps prepare them for the job market and plan future careers. We aim to help students make the most of their doctoral programs, advance and publish their research, find academic jobs, manage their early career and, perhaps most importantly, establish professional networks with colleagues who share their research interest.

The consortium will include a combination of the following (all on August 4th, 2021):

  1. Live panels/presentations (recorded for those who cannot attend live), followed by breakout room discussions;
  2. Live roundtable discussions around research and teaching via breakout rooms;
  3. Randomly assigned café or drink chat sessions.

Close to 30 faculty members have confirmed their participation in this event. Many have been editors for leading journals and won prestigious research and teaching awards. They represent a range of career levels and geographies and will provide diverse perspectives. The roster includes:

·       Christine Beckman, USC
·       Sekou Bermiss, UNC Chapel Hill
·       Emily Block, University of Alberta
·       Raina Brands, London Business School
·       Daisy Chung, City University of London
·       Charlotte Cloutier, HEC Montreal
·       Lisa Cohen, McGill University
·       Joep Cornelissen, RSM Erasmus University
·       Gregoire Croidieu, EMLyon
·       Rodolphe Durand, HEC Paris
·       Karen Golden-Biddle, Boston University
·       Patrick Haack, HEC Lausanne
·       Heather Haveman, UC Berkeley
·       Greta Hsu, UC Davis
·       Dennis Jancsary, WU Vienna
·       Heeyon Kim, Cornell University
·       Rajiv Kozhikode, Simon Fraser University
·       Mukta Kulkarni, IIM Bangalore
·       Ko Kuwabara, INSEAD Singapore
·       Massimo Maoret, IESE
·       Kamal Munir,  University of Cambridge
·       Andrew Nelson, University of Oregon
·       Amandine Ody-Brasier, Yale University
·       Andrea Prado, INCAE
·       Erica Salvaj, Universidad del Desarrollo
·       Adina Sterling, Stanford GSB
·       Danqing Wang, HKUST
·       Shipeng Yan, Hong Kong City University
·      Tammar Zilber, Hebrew University

The consortium is designed to allow for high levels of faculty-student interaction. In order to maintain a high faculty/student ratio, space for this consortium remains limited. Interested students must be nominated by their schools and must be OMT members (either already or by joining now).

Doctoral programs should limit their nominations to one applicant. Universities with multiple departments seeking to send students should coordinate their nominations. Preference will be given to those students who have progressed to the dissertation stage and are either on, or considering being on, the job market in the coming year.

Several waivers of the AOM conference’s registration fees and stipends are available to support students who are interested in applying but lack budget/resources from their schools or otherwise. The revised nomination deadline is May 22, 2021

Nomination Instructions

Nominations should be submitted by the department representative who nominates the student via this online form.

As specified in the online form, nominations should include basic information about the nominated student (name, e-mail address and university affiliation) and also: 1) a confirmation that the student is (or will become) a member of the OMT division; 2) a confirmation that the student will complete doctoral coursework and comprehensive exams (or equivalent) by August 1, 2021.

In addition, the following three supporting documents should be uploaded via the online form:

  1. A brief letter from a faculty member providing a general appraisal of the nominee, including an assessment of the nominee’s progress toward a dissertation defense, expected defense date, and subject of dissertation;
  2. The nominee’s CV (including contact information, research and teaching interests, publications, and/or working papers);
  3. A 3-5 page summary of a research project on which the nominee would like to receive feedback.

Additional information about the OMT Doctoral Consortium will be available on the AOM program website closer to the date of the event.

If you have questions or concerns, feel free to contact the OMT Doctoral Consortium co-organizers:

Santi Furnari, City University of London

Michel Anteby, Boston University

We look forward to seeing you virtually at AOM!

Santi Furnari & Michel Anteby

Job Posting: Director of Diversity, Equity, and Inclusion at ASA

The American Sociological Association (ASA) invites applications for the position of Director of Diversity, Equity, and Inclusion (DEI). This is an exciting opportunity to fundamentally influence the discipline of sociology. ASA is the national professional society for sociologists, with members who work in the full range of academic institutions as well as in practice settings. Its mission is to serve sociologists in their work, advance sociology as a discipline and profession, and promote the contributions and use of sociology to society. ASA’s office is in Washington, D.C., but staff is working 100% remotely at present. A post-COVID work plan for the ASA office is still under consideration. Start date for this position will be in August.

Essential Functions

• Conceptualize and operationalize strategic direction for the association’s diversity, equity, and inclusion efforts focused on both the association and the discipline.
• Manage the ASA Minority Fellowship Program.
• Support the launch and ongoing development of identity-based communities centered on providing opportunities for engagement, leadership, connection, networking and professional development for sociologists within the broader ASA framework.
• Develop and implement relevant programming for departments and for sociologists in a variety of professional contexts that integrates and complements the efforts of the Research, Professional Development and Academic Affairs Department.
• Collaborate with organizational committees and other volunteer leadership groups in the interest of supporting relevant activities.
• Partner with external organizations to develop and/or participate in cross-disciplinary initiatives.
• Work with the communications department to develop and distribute relevant information through channels such as newsletters, website, and social media.
• Manage a departmental operating budget.
• Respond to relevant requests for assistance from members and staff.
• Serve as a member of the staff leadership team and manage additional responsibilities as assigned by the Executive Director.

Reporting Structure

The Director of DEI reports to the Executive Director and has supervisory responsibility for an assistant with half-time allocation to the department.

Job Classification


Preferred Qualifications

It is important to note that these qualifications are preferred. We recognize that there are several professional profiles that could be well suited to this position. Should your profile vary in some ways from the qualifications listed and you think you can be successful in this endeavor, please do not hesitate to apply. Additionally, this position could be filled on an ongoing employment basis or as a two-year temporary position.

• Ph.D. in sociology or closely related discipline.
• At least five years of relevant professional experience or equivalent.
• Familiarity with current discussions regarding diversity, equity, and inclusion in higher education and other professional contexts relevant for sociologists.
• Project management experience; a good ability to choose among alternatives and identify key priorities for work; ability to successfully manage multiple projects at once.
• Strong work ethic; ability to work independently and in collaboration with teams; excellent interpersonal skills; excellent communication skills.


Salary is competitive and commensurate with experience. A full benefits package is provided.

To apply

Please submit a substantive cover letter and resume to Nancy Kidd, Executive Director, at Your letter should indicate if you are applying for an ongoing position or a two-year temporary post. Review of applications will begin immediately and continue until someone has been hired.

Advancing diversity, equity, and inclusion is a priority for ASA. We are committed to recruiting a diverse applicant pool from underrepresented groups. ASA is an equal opportunity employer.

Message from the Chair / Virtual Event: Recording of Broadening our Approaches to Studying Race and Racism in OOW

Dear OOW community,

We had a wonderful, thought provoking, event revolving around broadening the conversation about race in research on OOW, with Victor Ray (University of Iowa U.S.A) interviewing Stella Nkomo (The University of Pretoria in South Africa) and Bobby Banerjee (Cass Business School, UK) on the foundational nature of race in organizations, and a paper presentation panel, with cutting-edge research from LaTonya Trotter (on Racialized Exclusion in the Health Care Profession), James Jones (on Racism in the Halls of Power) and Oneya Okuwobi (on The Hidden Costs of Diversity Initiatives). 

Here is the link to the recording:

Thank you!


Call for Submissions: Symposium on Corruption, the Rise of Populism, and the Future of Democracy  

Symposium on Corruption, the Rise of Populism, and the Future of Democracy 
The University of Iowa 
April 1-2, 2022 


We invite submissions from graduate students who are interested in presenting their research at a two-day symposium on corruption and the rise of populism, organized by the International Programs and the Department of Political Science at the University of Iowa. 

This event will convene a number of senior and early-career scholars from across the United States and Canada in an effort to foster an open dialogue about the challenges that corruption and populism pose to good governance and democracy globally. 

Graduate student invitees will benefit from participating in the panels, networking, and attending a workshop dedicated specifically to the graduate-level study of corruption. It is also our hope that this event will lead to a collaborative publication following the meeting in Iowa. 

Please note that we are specifically looking for submissions that address the following topics in East/South East Asia, East Central Europe, North America, and Latin America. 

  • Corruption and democratic consolidation, stability, and erosion 
  • Corruption, informal networks, and civil society 
  • Corruption, patronage, and electoral processes 
  • Corruption, misinformation, and the spread of extremist ideologies 
  • Corruption, anti-corruptionism, and human rights abuses 

The University of Iowa will cover the transportation and accommodation costs for the graduate students who are selected to participate in the symposium. 


Please send an extended abstract of the paper you intend to write (approximately 500 words) and your CV to Marina Zaloznaya at by May 15, 2021. Selected participants will be notified by June 15, 2021. The deadline for submitting full papers is March 1, 2022. 

OOW Members Receive the International Institute’s Best Book Award

International Institute’s Best Book Award for 2021 goes to Thomas Janoski and Darina Lepadatu 

The Cambridge International Handbook of Lean Production by Thomas Janoski and Darina Lepadatu is the culmination of almost 20 years of work, an NSF grant, and the author’s fourth book on lean production in organizational and industrial Sociology.  Darina Lepadatu said that: 

“It was close to a miracle that we have accomplished this project working with 40 authors from all over the world in the middle of the worst pandemic of the century. The co-editor’s collaborators were on lockdowns, got divorces, received cancer diagnoses, retired or moved to other countries, but they still worked with us until it was finished.” 

The Handbook recently won “The 2021 ILSSI Best Book Award” presented by John Dennis and Constantin Stan of the International Lean Six Sigma Institute in Cambridge, UK. They said the book “will help new generations to develop a greater understanding of the power and importance of lean principles and techniques.” The award committee also commented on the quality of the chapter authors including James Womack and Daniel Jones of early bestseller The Machine that Changed the World fame. We will make a presentation on May 20th to the Institute and its members in a webinar.

The International Handbook has three parts. Part I is unique in that it presents the very diverse theoretical viewpoints on lean production from five disciplines: management, industrial engineering, industrial relations, the social sciences, and labor process theory. As we indicate in the social science chapter, sociology is split between conventional work on the sociology of work who have a negative view toward lean production, and specialists in the areas of Toyotism and Japan who have a more positive view. Surprising to sociologists is that industrial engineering is the discipline most involved with lean production. In many ways “lean production” is an unfortunate description of this division of labor, and Toyotism is the better term. Part II is about lean production across industries: automobiles, product innovation, telecommunications, healthcare, public services, mass merchandizing, finance, and software. Part II also incudes an essay from the practitioner approach in industrial engineering with the True Lean Toyota Production System approach.  Part III is about the implementation of lean in different countries: Korea, the US, UK, Germany, France, China, India, Australia, Mexico and Russia. There are major differences with successes and failures in these countries with very different cultures, capitalisms, and labor relations. Part III starts out with an analysis of survey data showing that lean production has become the dominant form of the division of labor in Europe and the United States. There are many unsuspected surprises: the encounter of lean and the Chinese Communist Party; Toyota’s difficulties in India, and Russian worker suspicions and resistance. Based on massive surveys in the West, Toyotism is three times more frequent than Taylorist methods, but a close relative called ‘learning methods’ (i.e., socio-technical theory) also has a large presence. 

The larger purpose of the International Handbook and the authors’ recent book Framing and Managing Lean Organizations (Routledge, 2020) is to bring lean production and Toyotism to sociology as the dominant division of labor in the capitalist production system. We emphasize many of the positive aspects of lean production including participation in teamwork and higher product quality, but also the negative aspects like temporary employment, outsourcing, and offshoring. In our three chapters in the handbook and previous books, we emphasize that there are three forms of lean production: Toyotism as the fullest form of lean production; Nikeification with its split between Toyotist innovation and Fordist production (e.g., Apple in the US versus Apple subcontractors in China); and Waltonism (from Matt Vidal) with Walmart’s use of only just-in-time inventory and little attention paid to worker participation. More broadly, we point out that Toyotism — like Fordism before it with unionism, Keynesianism, and the welfare state — also has political implications that often converge with neoliberalism, anti-unionism and some high-tech tax avoidance. But Thomas Janoski, who was a piston-shooter on an automotive engine line in the late 1960s, said: 

“The involvement of workers in quality control, design processes, and job rotation gives many workers a sense of respect and participation that they did not have under Fordism. Also, consumers no longer have to fear the dreaded “lemon” that would haunt their driving for years.”

Call for Papers: Mini Conference and Special Issue of Work and Occupations

Call for Papers 
Precarious Employment and Well-Being during the COVID-19 Pandemic 
A Mini Conference and Special Issue 
Work and Occupations 

This call invites papers for a mini conference and subsequent special issue of Work and Occupations dedicated to precarious employment and well-being during the COVID-19 pandemic. Prospective contributors should submit a full paper as a single document to the conference organizers by November 15, 2021. We encourage submissions from scholars of different demographic backgrounds, nationalities, career stages, theoretical frames, and methodological orientations. All submissions must be original work that has not been previously published in part or in full. The conference organizers and special issue guest editors are Quan Mai (Rutgers University), Lijun Song (Vanderbilt University), and Rachel Donnelly (Vanderbilt University). 

The authors of accepted papers will be invited to a virtual one-day mini conference where they will present their paper and receive feedback from conference organizers and other invited participants. The mini conference is scheduled to take place on Friday, January 21, 2022. Based on the conference organizers’ recommendations, discussions at the conference, and the fit with the special issue, the guest editors will invite a subset of authors to submit their papers to Work and Occupations with the expectation that their manuscripts will be published in the special issue if they pass the external peer-review process. The authors will be notified of editorial evaluations in September 2022. Last round revisions are due in early November 2022.

* * * 

In recent decades, a wave of structural changes contributes to the troubling rise of precarious employment in both the developed and developing worlds. The adverse effects of precarious work extend beyond workers’ employment-related dimensions such as pay, benefits, and job satisfaction. Emerging scholarship on this topic documents how this mode of employment generates significant negative consequences for various aspects of workers’ lives, including their physical and mental health, prospects for social mobility, family life, and socioeconomic well-being more generally. 

Since late 2019, the COVID-19 pandemic has been wreaking havoc on billions of workers’ employment experiences across the globe and damaging their well-being and livelihoods. The impact of the pandemic is particularly profound among precariously employed workers in nonstandard employment arrangements, especially at a time when many countries have spent decades rolling back social safety nets. Precarious workers in healthcare, nursing homes, grocery and retail stores, transportation, and delivery have been unable to work remotely and had to interact closely with customers and patients often without sufficient safety measures. Workers in restaurants, bars, and movie theaters have been laid off and faced a reduction in benefits, adding great uncertainty to their already precarious working conditions. Many self-employed workers, independent contractors, gig-workers, and freelancers have been facing unemployment without being laid off as their contracts go unrenewed. With limited access to collective bargaining power and adequate protective measures, precarious workers have been exposed to higher risks of unfair treatment and exploitation. The pandemic also put workers in otherwise “good” jobs in precarious situations. Millions of high-skilled and high-paid workers in full-time positions have experienced precarity after being temporarily furloughed or forced to work on reduced hours, often for an unspecified amount of time. 

The special issue aims to bring together cutting-edge studies from diverse disciplinary backgrounds on precarious work and well-being during the pandemic. The topics of interest include, but are not limited to:

  • the influence of employment precarity on workers’ risk of exposure to and infection with COVID-19; 
  • the influence of employment precarity on workers’ mental, physical, and socioeconomic well-being; 
  • changes in employment precarity during the pandemic and subsequent short- and long-term consequences for well-being; 
  • the influence of employment precarity on workers’ healthcare accessibility and utilization; 
  • individual and family adaptations to the risks of unemployment and illness; 
  • the influence of employment precarity and risk of illness on social relationships between co-workers and between front-line workers and customers/patients; 
  • public policy adaptations to mitigate the risks of unemployment, precarious employment, and illness; 
  • employer and labor union interventions to mitigate the risks of unemployment and illness; and 
  • social disparities (e.g., race/ethnicity, gender, sexuality, and class) and global variations in all the above themes. 

Prospective contributors are welcome to consult with any of the conference organizers and guest editors about the potential fit of their projects. To submit your paper, please email it to by November 15, 2021.