Call for Proposals: Paper workshop at Columbia, DEI in Racialized Organizations

CALL FOR PROPOSALS 

We invite graduate students and post-doctoral researchers to apply to join our mini-conference and paper development workshop on Diversity, Equity, and Inclusion Expertise in Racialized Organizations, at Columbia University on March 16-17, 2023. Financial support for travel and housing will be provided. See the attached CFP for more information. Please submit paper proposals in .docx or .pdf format, by November 1, 2022 at the following link:

https://tinyurl.com/deiconferencepdw

New Publication: Deciding between Domains: How Borrowers Weigh Market and Interpersonal Options

Hi OOW members! Today we’re sharing a new article from Rourke O’Brien, Adam Hayes, and Barbara Kiviat:

Citation:

O’Brien R, Hayes A, Kiviat B. Deciding between Domains: How Borrowers Weigh Market and Interpersonal Options. Social Psychology Quarterly. August 2022. doi:10.1177/01902725221108964

ABSTRACT:

Individuals routinely satisfy borrowing needs by transacting in the market or by relying on social relations. In the market domain, price logic leads borrowers to choose the cheaper option; in the interpersonal domain, role-matching logic leads borrowers to choose the relation best matched to the act. But how do individuals choose when faced with options from each domain? Drawing on theories in economic sociology that assert the economic and the social are mutually constitutive, we posit that when market and interpersonal options appear in the same choice set, the characteristics of one option inflect how people assess the other. Through two survey experiments, we show that price sensitivity toward the market option is less when the interpersonal option is role mismatched and that concerns about interpersonal borrowing changing or damaging the relationship attenuate when the market option is expensive. We discuss the implications for studies of stratification and financial decision-making.

Job Posting: Assistant Professor, Strategic Management at University of Toronto

Assistant Professor of Strategic Management — Rotman School of Management,
University of Toronto
Date Posted: 08/29/2022
Closing Date: 10/06/2022, 11:59PM ET
Req ID: 26239
Job Category: Faculty – Tenure Stream (continuing)
Faculty/Division: The Rotman School of Management
Department: Strategic Management
Campus:St. George (Downtown Toronto)
 
Description:
 
The Rotman School of Management at the University of Toronto invites applications for a full-
time tenure stream appointment in the Strategic Management Area. The appointment will be at
the rank of Assistant Professor and will commence on July 1, 2023, or shortly thereafter.
 
Applicants must have a PhD in management or a cognate discipline (e.g., economics, sociology,
etc.), with a focus on strategic management or related area by the date of appointment or shortly
thereafter, and a demonstrated record of excellence in research and teaching. In particular, we
seek candidates whose research and teaching interests complement and strengthen our existing
strengths. The successful candidate will be expected to pursue innovative research at the highest
international level and to establish an outstanding, independent research program leading to
publications in top-ranked journals in strategy and cognate disciplines (e.g., Strategic
Management Journal, Administrative Science Quarterly, Academy of Management
Journal/Review, American Economic Review, Journal of International Business
Studies, American Journal of Sociology, and journals of similar caliber).
 
Candidates must provide evidence of research excellence demonstrated by a record of
publications in top-ranked and field-relevant journals or works in progress meeting high
international standards, a research statement, presentations at significant conferences, awards and
accolades, and strong endorsements from referees of high standing. 
 
The successful candidate will demonstrate excellence in teaching and must have a demonstrated
interest in graduate student training and supervision. Preference will be given to candidates who
can teach in the area of international business. Excellence in teaching will be demonstrated
through the teaching dossier submitted with the application, including a statement of teaching
philosophy, teaching accomplishments, sample course materials, and teaching evaluations or
evidence of superior performance in teaching-related activities (such as performance as a
teaching assistant or course instructor, experience leading successful workshops or seminars,
student mentorship, or excellent conference posters or presentations), as well as strong letters of
reference, and a strong performance during the on-campus presentation for short-listed
candidates.
 
Salary will be commensurate with qualifications and experience.

 
The Rotman School of Management has a strong research-oriented faculty that is supportive of
serious scholarship and committed to the professional development of its faculty. Within the
University of Toronto, the Area has close ties with the departments of Economics and Sociology.
All Rotman Strategy Ph.D. students complete graduate-level courses in at least one of these
departments. The Strategic Management Area provides a stimulating and supportive research
environment and a strong commitment to excellence in both research and teaching.
 
Rotman is situated in the heart of Canada’s corporate and financial centre and the world’s most
diverse city. Rotman’s core values reflect this diversity. For more information about the Rotman
School and its core values, please
visit: https://www.rotman.utoronto.ca/connect/aboutrotman/ourvalues .
 
All qualified candidates are invited to apply online by clicking the link below. Applicants must
submit a cover letter; a current curriculum vitae; a research statement outlining current and future
research interests; a job market paper and up to two additional research papers or publications;
and a teaching dossier to include a teaching statement, sample course materials, and teaching
evaluations, or evidence of superior performance in other teaching-related activities as listed
above.
 
Applicants must provide the name and contact information of three references. The University of
Toronto’s recruiting tool will automatically solicit and collect letters of reference from each once
an application is submitted. Applicants, however, remain responsible for ensuring that references
submit letters (on letterhead, dated and signed) by the closing date. Letters should be addressed
to:
 
Professor Becky Reuber
Chair, Recruiting Committee – Strategy
Rotman School of Management
University of Toronto
 
Submission guidelines can be found at: http://uoft.me/how-to-apply. All documents, with the
exception of the three reference letters, MUST be submitted via the link below. Your CV and
cover letter should be uploaded into the dedicated fields. We recommend combining additional
documents into one or two files in PDF/MS Word format.
 
If you have any questions about the position, please contact Professor Becky Reuber, Search
Committee Chair, at Strategy.Recruiting@Rotman.Utoronto.Ca .
 
All application materials, including reference letters, must be received by the closing date,
October 6, 2022.
 
All qualified candidates are encouraged to apply; however, Canadians and permanent residents
will be given priority.
 
Diversity Statement

The University of Toronto is strongly committed to diversity within its community and
especially welcomes applications from racialized persons / persons of colour, women,
Indigenous / Aboriginal People of North America, persons with disabilities, LGBTQ2S+
persons, and others who may contribute to the further diversification of ideas.
 
As part of your application, you will be asked to complete a brief Diversity Survey. This survey
is voluntary. Any information directly related to you is confidential and cannot be accessed by
search committees or human resources staff. Results will be aggregated for institutional planning
purposes. For more information, please see http://uoft.me/UP.
 
Accessibility Statement
The University strives to be an equitable and inclusive community, and proactively seeks to
increase diversity among its community members. Our values regarding equity and diversity are
linked with our unwavering commitment to excellence in the pursuit of our academic mission.
 
The University is committed to the principles of the Accessibility for Ontarians with Disabilities
Act (AODA). As such, we strive to make our recruitment, assessment and selection processes as
accessible as possible and provide accommodations as required for applicants with disabilities.
If you require any accommodations at any point during the application and hiring process, please
contact uoft.careers@utoronto.ca.

New Publication: Workplace Well-being: Shifting from an Individual to an Organizational Framework

Hi OOW Members! Today we’re sharing a new article by Annika Wilcox and Amanda Koontz:

Citation:

Wilcox, Annika and Amanda Koontz. “Workplace Well-being: Shifting from an Individual to an Organizational Framework.” Sociology Compass e13035. https://doi.org/10.1111/soc4.13035

Abstract: 

Well-being (or lack thereof) is one phenomena that is shaped by and has important implications for organizational (in)equalities, yet remains widely conceptualized at an individual level. Through a review of previous research on organizational inequality and diversity, we argue for a shift towards studying “workplace well-being”—well-being as created by and through work organizations. We identify and discuss three pillars of workplace well-being and consider how these pillars are constituted across three levels of analysis. We note that “workplace well-being” offers a more theoretically- and empirically-grounded framework for understanding how well-being operates in the workplace. This concept can be utilized to “check” where organizational change is needed and develop change initiatives that better support diversity, inclusivity, and equity.

The argument is summarized for a general audience in this accompanying blog post.

Job Posting: Assistant Professor/Public Policy and Management – School of Public Policy, University of Massachusetts Amherst

Job ID: 18143
Date Position is Available: Fall 2023
Application Deadline: 9/22/2023
Company: University of Massachusetts Amherst
Department: School of Public Policy
Title: Assistant Professor/Public Policy and Management – School of Public Policy
Submission Link:
https://careers.umass.edu/amherst/en-us/job/515192/assistant-professorpublic-policy-and-management-school-of-public-policy

Job Description

SPP invites applications for a tenure track faculty position at the level of Assistant Professor, expected to start on September 1, 2023. The successful candidate will contribute to SPP’s growing programs and community of programs, students, staff and faculty by building our interdisciplinary and community-engaged research and teaching agenda. Areas of interest for the search include public and nonprofit management; state and/or local government; policy or management approaches to inequality; climate, energy, and/or environmental justice policy or management; social enterprises and new organizational forms for the public good; comparative and/or international policy or management; public and nonprofit budgeting and/or finance. Competitive candidates’ research will reflect an intersectional approach including but not limited to race, gender, sexuality, and migration. Candidates should be able to teach required courses in the undergraduate and master’s programs and contribute specialized courses in their areas of expertise.

Job Posting: TT Assistant Professor in Sociology, Colby College

Description

The Department of Sociology at Colby College is hiring a tenure-track Assistant Professor starting September 1, 2023. Colby is a highly selective liberal arts college in a spectacular setting with a rich sociological history: it was here that Albion Small taught some of the first sociology courses in the country.

Qualifications 

We are searching for an early career scholar who aims to make an impact through high-profile research, excellence in teaching, and meaningful student engagement. Areas of specialization are open. The ideal candidate will have a publication track record, ample experience with teaching—including course design—and a record of success advising and mentoring individuals from groups under-represented in higher education.

Application Instructions 

Review of completed applications will begin on October 1, 2022 and continue until the position is filled. A complete application must include: a curriculum vitae; letter of application that outlines the candidate’s research, teaching philosophy, and teaching experience and that demonstrates commitment to the value of diversity and to inclusive teaching; representative samples of scholarship; and three confidential letters of recommendation.
 
Materials must be submitted electronically to: http://apply.interfolio.com/111909. Candidates may be A.B.D., but Ph.D.s must be in hand prior to September 1, 2023.
 
Questions about this search should be directed to: Sociologysearch@colby.edu

New Publication: Preventing Soft Skill Decay among Early-Career Women in STEM during COVID-19: Evidence from a Longitudinal Intervention

Greetings, OOW Members! Today we are sharing a new article by Julia Melin and Shelley J. Correll.

CITATION:
Melin, Julia L., and Shelley J. Correll. “Preventing Soft Skill Decay among Early-Career Women in STEM during COVID-19: Evidence from a Longitudinal Intervention.” Proceedings of the National Academy of Sciences 119, no. 32 (August 9, 2022): e2123105119. https://doi.org/10.1073/pnas.2123105119.

Abstract

As the workforce shifts to being predominantly hybrid and remote, how can companies help employees—particularly early-career women in science, technology, engineering, and mathematics (STEM) fields—develop greater confidence in their soft skills, shown to improve organizational retention? We evaluate the effects of an online longitudinal intervention to develop soft skills among early-career women employees at a North American biotechnology company during the height of the COVID-19 pandemic. Controlling for baseline levels collected immediately prior to nationwide lockdowns, we find that a 6-month online intervention increased early-career women’s assessments of their soft skills at work by an average of 9% (P < 0.001), compared with a decrease of about 3.5% for a matched control group (P < 0.05), resulting in an average treatment effect of nearly 13% on the treated group. Furthermore, we find evidence that the intervention led to an increase in manager-assessed performance for early-career women relative to employees not in the intervention, and that overall, increased self-assessments of soft skill competencies were associated with greater odds of retention. Results show how employee soft skill development was affected by the pandemic and provide insights for a feasible and cost-effective method to train and engage a hybrid or fully remote workforce.

Call for Papers: The Third Global Carework Summit, June 2023

The Third Global Carework Summit

“Carework in uncertain times: convergences and divergences around the world.”

June 7-9, 2023

University of Costa Rica, Costa Rica

The Carework Network is organizing a bilingual (Spanish and English) three-day conference to bring together carework researchers, scholars and stakeholders, from across the globe. Submissions are now open.

We are living in times of uncertainty along multiple, intersecting dimensions: social, economic, political, and ecological. This has long been evident in Latin America and other regions in the global south. The COVID-19 pandemic and its reverberating shocks have both deepened uncertainty and made it more visible around the world.

How does uncertainty shape the understanding and social organization of carework? How does putting carework at the center help us imagine sustainable futures where care is a collective responsibility?

What are the convergences in how carework is understood and organized across the globe? What are the divergences, given varied capacities, cultures, histories and experiences in different countries and regions?

We invite submissions that move beyond binaries of paid and unpaid care, probe intersections of individuals, family, community, market and state, and analyze the interlocking inequalities of gender, class, race and migration. We encourage analyses of convergences and divergences in the understanding and social organization of carework across regions. We also welcome approaches that analyze a specific sectoral or geographic context.

We welcome submissions in English or Spanish, from all academic disciplines, advocacy or non-profit organizations, and public and private sector organizations. We also encourage participation by undergraduate and graduate students.

All submissions should include title, name, contact information for author(s), institutional affiliation and status (student, faculty, etc). All submissions should include objectives or research questions; methodology, geographical or sectoral context, main findings and conclusions.

How to submit:

Authors and organizers should submit a proposal for a paper, panel or public dialogue to submissions@careworknetworkresponds.com (by e-mail only) no later than October 1, 2022. If selected, you will be notified in December and expected to submit a full paper by April 1, 2023.

We welcome proposals for the following submission types:
  • Individual paper proposals should include an extended abstract of 1,000 words.
  • Fully constituted panel proposals should describe the topic and relationship between papers in no more than 1,000 words and provide 500 word abstracts for each paper. Panels should have 3-5 papers. We encourage panels that bring together participants from different institutions, countries and regions. We particularly encourage and will give priority to panels that include participants from the global South and North instead of from just one context.
  • Public dialogue proposals will communicate research findings and arguments in a concise manner that is suitable to a nonacademic audience. These dialogues will take the form of 5 minute presentations followed by ample discussion and serve as a bridge among scholars, policy makers, stakeholders, and the broader public. Proposals should include an abstract of 500 words.
Topics may include but are not limited to:
  • The impact of global health crises on carework
  • How economic and political uncertainties shape carework through privatization outsourcing, or informalization by the state
  • How neoliberal policies individualize risk
  • The longstanding need for more state responsibility for carework
  • How the erosion of carework conditions has gendered, racialized and classed implications
  • Migrants’ transnational carework
  • Gendered divisions of care provision in families and communities
  • How to defamilize care to achieve gender equality through new visions of fatherhood, community support, and state responsibility
  • Labor organizing to improve conditions of care work
  • How environmental crises impact the conditions of care work. And how quality carework might create a more sustainable world.

New Publication: Parenting Without Predictability: Precarious Schedules, Parental Strain, and Work-Life Conflict.

Hi OOW Members! We are pleased to share a new article shared with us by OOW member Sigrid Luhr:

CITATION:

Luhr, Sigrid, Daniel Schneider, and Kristen Harknett. “Parenting Without Predictability: Precarious Schedules, Parental Strain, and Work-Life Conflict.” RSF: The Russell Sage Foundation Journal of the Social Sciences 8, no. 5 (August 2022): 24–44. https://doi.org/10.7758/RSF.2022.8.5.02.

ABSTRACT:

Against the backdrop of dramatic changes in work and family life, this article draws on survey data from 2,971 mothers working in the service sector to examine how unpredictable schedules are associated with three dimensions of parenting: difficulty arranging childcare, work-life conflict, and parenting stress. Results demonstrate that on-call shifts, shift timing changes, work hour volatility, and short advance notice of work schedules are positively associated with difficulty arranging childcare and work-life conflict. Mothers working these schedules are more likely to miss work. We consider how family structure and race moderate the relationship between schedule instability and these dimensions of parenting. Unstable work schedules, we argue, have important consequences for mothers working in the service industry.

New Publication: Regulatory Spillover and Workplace Racial Inequality

Dear OOW members! We are delighted to share a new publication from OOW member Letian Zhang:

CITATION:

Zhang, Letian. “Regulatory Spillover and Workplace Racial Inequality.” Administrative Science Quarterly 67, no. 3 (September 2022): 595–629. https://doi.org/10.1177/00018392221085677.

ABSTRACT:

This article suggests that regulations targeting the U.S. public sector may influence racial inequality in the private sector. Since the 1990s, nine states have banned affirmative action practice in public universities and state governments. I theorize that although these bans have no legal jurisdiction over private-sector firms, they could influence such firms normatively. After such a ban, executives who have been skeptical of Equal Employment Opportunity (EEO) policies may feel more normative license to reduce commitment to EEO practices. Using a difference-in-differences estimation on 11,311 firms from 1985 to 2015, I find that the bans are indeed associated with slower racial progress in private-sector firms: after a state adopts the affirmative action ban, growth in the proportion of Black managers in establishments with corporate headquarters in that state slows by more than 50 percent, and this slowdown is mostly concentrated in firms with politically conservative CEOs. These findings suggest a mechanism for the persistence of racial inequality and show that regulations can influence actors well beyond legal jurisdictions.