BEGIN:VCALENDAR VERSION:2.0 PRODID:-//events.la.psu.edu//EN CALSCALE:GREGORIAN BEGIN:VTIMEZONE TZID:America/New_York BEGIN:STANDARD DTSTART:20201101T020000 TZOFFSETFROM:-0400 TZOFFSETTO:-0500 RRULE:FREQ=YEARLY;BYMONTH=11;BYDAY=1SU END:STANDARD BEGIN:DAYLIGHT DTSTART:20200308T020000 TZOFFSETFROM:-0500 TZOFFSETTO:-0400 RRULE:FREQ=YEARLY;BYMONTH=3;BYDAY=2SU END:DAYLIGHT END:VTIMEZONE BEGIN:VEVENT UID:16635-e12c0843bb7bb12c3a5b94cbe21b602c@events.la.psu.edu DTSTAMP:20260426T191529Z DTSTART;TZID=America/New_York:20251120T113000 DTEND;TZID=America/New_York:20251120T123000 SUMMARY:Gender Diversity Management Across Borders: Rethinking Practice and Purp ose DESCRIPTION:\nAbstract: In response to the pressing global challenge of achieving gender equality\, many organizations and multinational enterpr ises (MNEs) have adopted gender diversity management (GDM) initiatives — human resource practices aimed at promoting gender equity and equality i n the workplace. While prior research highlights the importance of insti tutional context in shaping the implementation and outcomes of GDM\, the re is limited understanding of how to contextualize and implement these practices effectively across diverse national settings. This presentatio n will first briefly review existing research in three key areas: (1) th e transfer of GDM practices across MNEs\, (2) the gender composition of MNEs’ top management teams\, and (3) comparative studies of GDM\, and wi ll underscore the limitations of universal\, “one-size-fits-all” approac hes to GDM. Emphasizing the need for context-sensitivity\, the presenter s suggest that more is to be done if we are to fully understand the comp lex interplay between organizational practices and local norms in shapin g GDM implementation and outcomes. In that spirit\, the presentation wil l then outline promising future research directions\, including the need for a deeper understanding of MNEs’ motivations for engaging in GDM\, t he positioning of gender within broader diversity agendas\, and the impl ications of growing anti-DEI sentiment.\n\nABOUT THE SPEAKERS:\n\nMila L azarova is the William Saywell Professor of International Business at th e Beedie School of Business\, Simon Fraser University\, Vancouver\, Cana da. Her research interests include global careers\, organizational caree r development and mobility practices in organizations\, career impact of international assignments\; and HR issues related to integration of ski lled migrants. Mila has published in journals such as the Academy of Man agement Review\, Journal of International Business Studies\, Journal of World Business\, Organizational Science\, Journal of Organizational Beha vior\, Human Resource Management\, and Human Resource Management Journal . Mila is a consulting editor at Journal of World Business and sits on s everal other editorial boards.\n\nKatharina Bader is chair in Internatio nal HR Management at the School for Business and Society\, University of York\, United Kingdom. She is also the head of the people\, work and em ployment group. Her research interests include gender equality at work\, working parents and wider issues of diversity\, equity and inclusion in organizations. Her work has been published in journals such as Journal of Organizational Behavior\, Human Resource Management\, Work Employment and Society and The International Journal of Human Resource Management and she has received several international awards for her research. She serves on the Editorial Boards of The International Journal of Human Res ource Management and Academy of Management Perspectives.\n\nEddy Ng is a professor of organizational behaviour and the Smith Professor in Equity and Inclusion in Business at Queen’s University. His research focuses o n diversity\, equity\, and inclusion\, and human resources management. H is work has been supported by the Social Sciences and Humanities Researc h Council of Canada grants. He has authored and edited eight books and m ore than 100 peer-reviewed journal articles and book chapters. According to Stanford/Elsevier\, he is recognized among the top 2 percent of high ly cited scientists. He currently serves as the editor-in-chief of Equal ity\, Diversity and Inclusion: An International Journal and co-editor of Personnel Review. He is a past chair of the Diversity\, Equity and Incl usion (previously Gender and Diversity in Organizations) division of the Academy of Management.\n\nLena Knappert is professor and head of the In stitute for Diversity and Gender in Organizations at WU Vienna Universit y of Economics and Business. Her research interests include (in)equaliti es\, diversity\, and inclusion at work from contextual\, critical\, mult i-actor\, and cross-level perspectives. Her work appears in high-impact journals such as Academy of Management Discoveries\, Journal of Organiza tional Behavior\, Work Employment and Society\, and Applied Psychology\, among others. She currently serves in the editorial board of Academy of Management Discoveries and as an associate editor for the German Journa l of Human Resource Management.\n\nFor more details: https://events.la.p su.edu/event/ihrm-webinar-series-3/ X-ALT-DESC;FMTTYPE=text/html:

Abstract: In re sponse to the pressing global challenge of achieving gender equality, ma ny organizations and multinational enterprises (MNEs) have adopted gende r diversity management (GDM) initiatives —human resource practices aimed at promoting gender equity and equality in the workplace. While prior r esearch highlights the importance of institutional context in shaping th e implementation and outcomes of GDM, there is limited understanding of how to contextualize and implement these practices effectively across di verse national settings. This presentation will first briefly review exi sting research in three key areas: (1) the transfer of GDM practices acr oss MNEs, (2) the gender composition of MNEs’ top management teams, and (3) comparative studies of GDM, and will underscore the limitations of u niversal, “one-size-fits-all” approaches to GDM. Emphasizing the need fo r context-sensitivity, the presenters suggest that more is to be done if we are to fully understand the complex interplay between organizational practices and local norms in shaping GDM implementation and outcomes. I n that spirit, the presentation will then outline promising future resea rch directions, including the need for a deeper understanding of MNEs’ m otivations for engaging in GDM, the positioning of gender within broader diversity agendas, and the implications of growing anti-DEI sentiment.< /p>

ABOUT THE SPEAKERS:

Mila Lazarova is the William Saywell Pro fessor of International Business at the Beedie School of Business, Simon Fraser University, Vancouver, Canada. Her research interests include gl obal careers, organizational career development and mobility practices i n organizations, career impact of international assignments; and HR issu es related to integration of skilled migrants. Mila has published in jou rnals such as the Academy of Management Review, Journal of International Business Studies, Journal of World Business,  Organizational Science, Journal of Organizational Behavior , Human Resource Management, and Human Resource Manage ment Journal. Mila is a consulting editor at Journal of World B usiness and sits on several other editorial boards.

Katharina Bader is chair in International HR Management at the School for Busines s and Society, University of York, United Kingdom. She is also the head of the people, work and employment group. Her research interests include gender equality at work, working parents and wider issues of diversity, equity and inclusion in organizations. Her work has been published in j ournals such as Journal of Organizational Behavior, Human R esource Management, Work Employment and Society and Th e International Journal of Human Resource Management and she has re ceived several international awards for her research. She serves on the Editorial Boards of The International Journal of Human Resource Mana gement and Academy of Management Perspectives.

Eddy Ng is a professor of organizational behaviour and the Smith Professor in Equity and Inclusion in Business at Queen’s University. His research fo cuses on diversity, equity, and inclusion, and human resources managemen t. His work has been supported by the Social Sciences and Humanities Res earch Council of Canada grants. He has authored and edited eight books a nd more than 100 peer-reviewed journal articles and book chapters. Accor ding to Stanford/Elsevier, he is recognized among the top 2 percent of h ighly cited scientists. He currently serves as the editor-in-chief of Equality, Diversity and Inclusion: An International Journal and c o-editor of Personnel Review. He is a past chair of the Diversity, Equit y and Inclusion (previously Gender and Diversity in Organizations) divis ion of the Academy of Management.

Lena Knappert is professor and h ead of the Institute for Diversity and Gender in Organizations at WU Vie nna University of Economics and Business. Her research interests include (in)equalities, diversity, and inclusion at work from contextual, criti cal, multi-actor, and cross-level perspectives. Her work appears in high -impact journals such as Academy of Management Discoveries, Journal of Organizational Behavior, Work Employment and Societ y, and Applied Psychology, among others. She currently ser ves in the editorial board of Academy of Management Discoveries and as an associate editor for the German Journal of Human Resource Management.

For more details: https://events.la.psu.edu/event/ihrm- webinar-series-3/

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