In his interview (in Urdu) with UK’s Hidayat TV on 10 May 2015, Dr Syed commented that people in the UK had voted for stability and continuity instead of a hung parliament. Dr Syed said that in many parts of the UK, particularly in Scotland, people’s choices in support of their own national and cultural aspirations were evident, and that with a razor thin majority, it would not be possible for PM Cameron to ignore voices of other political parties and leaders in the House of Commons.
Managing Diversity and Inclusion: An International Perspective
April 2015 – 376 pages – SAGE Publications Ltd
Edited by: Jawad Syed and Mustafa Ozbilgin
Foreword by: Stella Nkomo
This hotly anticipated new text has been written by an international team of experts and offers an in-depth and contextual account of enduring, contemporary and cutting edge theories and approaches to diversity and inclusion management.
The book uniquely situates UK and European policies and practices of various dimensions of diversity firmly within the global context through an international and cross-cultural range of case studies and considers how national contexts have shaped the field.
- International and cross-cultural case studies, examples and comparisons from a range of countries including the emerging economies
- Case study approach illuminates complex theories by showing how they are applied in practice
- Criticality is central to the book with each chapter including critical analysis, critical questions and boxed critical insights and reflections
- Companion website with free full text journal articles
The book edited by our colleagues, Jawad Syed and Mustafa Ozbilgin, is quite refreshing and gives some important critical reflections on the issue of diversity in our contemporary organizations and societies. It deserves to beContinue reading “New textbook: “Managing Diversity and Inclusion: An International Perspective” (Sage, 2015)”
“….It is visionary leaders who have the power to disrupt for good… to break apart or rupture the status quo for change…for brighter narratives in evoking a virtuous cycle of global citizenship and mindful conduct”.
“Are we not all strands of the same skein of life? And in weaving our pattern for the future, we need new designs and new threads to stay vibrant in the international arena. We do not need a single master narrative, but a chorus of many voices in our orchestra of disruption. We need sweet spots beyond colour and creed to embody the possible in the enjoyment of life and liberty”.
The GCEHR makes an appeal for peace in Pakistan and for solidarity with the country’s persecuted Christian minority, in the wake of recent terror attacks that left at least 16 people dead and scores of others wounded in Youhanabad, Lahore. The attack has been claimed by a Taliban splinter group, calling itself Jamatul Ahrar. The GCEHR condemns the attack and calls upon Pakistan government to ensure safety and full religious freedom of Christian citizens and members of other persecuted communities.
Here’s an extract of Prof Jawad Syed’s interview (in Urdu) on this topic with UK’s Hidayat TV.
Citation: Ali, F. and Kramar, R. (2015). An exploratory study of sexual harassment in Pakistani organisations. Asia Pacific Journal of Management, 32(1), 229-249.
Despite prior research on the influence of national regulatory and cultural factors on sexual harassment (SH) in the workplace, few studies have examined SH, its impact on victims and redress processes in Muslim majority countries (MMCs) such as Pakistan. This study uses neo-institutional theory to develop a more comprehensive framework to explore SH experienced by women in the workplace in Pakistan. Qualitative methodology is adopted to examine employees’ and managers’ perceptions of SH. Drawing on interviews with working women and human resource managers in six Pakistani organizations, this study demonstrates that even when there are formal policies designed to prevent SH, cultural factors influence policy implementation. It reveals that there is a tension between traditional culture and behavior consistent with SH policies in the workplace. This study identifies three major factors which influence SH redressal; these are socio-cultural factors (e.g., female modesty), institutional factors (e.g., inappropriate redress procedures), and managerial expertise/bias.