Call for Articles for November 2022 issue of AI Practitioner
Learning and Leveraging Generative Approaches to Intercultural, Diversity, Equity and Inclusion*
Co-editors: Ilene Wasserman, Marlene Ogawa and Tanya Cruz Teller
Taking an organizational development and change approach to intercultural, diversity, equity and inclusion (ICDEI) has paralleled the path of Appreciative Inquiry as a community of practice. Leading practitioners who helped shape the field of ICDEI took a systems approach to change, often beginning with diagnosis, findings, recommendations and implementation. In the past two decades, some have adapted their approaches with the influence of dialogic and social constructionist approaches informed by Positive Organizational Scholarship, Appreciative Inquiry, Coordinated Management of Meaning and other related theoretical frameworks.
In the past couple of years, the interest in ICDEI in organizations has grown exponentially, in large part due to the awareness raised and call to action from the George Floyd murder. Processes for intervening and training programs have been greatly sought after. As an Appreciative Inquiry Practitioner whether you are new to ICDEI practice or have worked in this space for a long time, we invite you to consider sharing lessons learned from your work.
What are you discovering and learning from this work? How has this work transformed individuals and collectives in the system? What has been your biggest lesson and discovery about yourself? We are inviting you to contribute to a special issue focusing on using Appreciative Inquiry processes, principles and tools to address ICDEI with clients and within your organisations and institutions.
Contributions from your research, practices and experiences
We are looking for articles that connect your work in ICDEI to Appreciative Inquiry in a variety of organizational contexts and generational perspectives. We encourage people of all ages and positions to contribute stories about situations, times or groups (e.g. age cohorts) where Appreciative Inquiry and/or strengths-based disciplines have been applied to ICDEI, what the results, short- or long-term have been, and what factors made the intervention successful. Creative contributions and formats are welcome.
The final written submissions will range from 500 to 2000 words. Art and graphics should be in high resolution and ready for publication. Poetry should be formatted for publication. Video links are also encouraged.
Please let us know of your interest and submit your abstract by Monday, April 4th using this link https://docs.google.com/forms/d/1mZItr_jf93UMlWtrCMrBQGtxm_q9CgfAs0RzfeCrXmE/viewform?edit_requested=true
We welcome the opportunity to highlight a variety of work happening around the world where AI increases diversity, equity and inclusion in the workplace with the hope of showcasing or advancing the theory and practice of Appreciative Inquiry. This is especially timely given the global events that interconnect us.
*Intercultural competence is a range of cognitive, affective, and behavioural skills that lead to effective and appropriate communication between people of two or more cultures. Intercultural work can take place in multicultural or cross-cultural context, within national borders or around the world. Diversity is across a broad range of markers such as but not limited to: race, sexual orientation, ethnicity, age, gender identity, neuro and physical abilities, socioeconomic class, spiritual, nationality, citizenship, language and so many more. (For a list of 39 diversity markers in the workplace see: https://builtin.com/diversity-inclusion/types-of-diversity-in-the-workplace)
Making a Proposal / Draft:
Are you enthused by the thought of contributing to this issue? Is your brain already generating ideas and contributions?
April 4, 2022: Proposal or Overview/Outline of contribution Due
June 25, 2022: First Draft Due
August 26, 2022: Final Article Due: Please submit the following:
October 1, 2022: Final edits to Contributors Sent