Discovering the Potential of Demographic and Cultural Diversity

Track Chairs

Jenine Beekhuyzen Griffith University Australia
Armin Stein University of Münster Germany

Track Description

Studies indicate that diverse teams that consisting of heterogeneous participants have the ability to be more innovative and more creative than teams consisting of very homogeneous members. As an example, there is little doubt that the under-representation of women and other minorities in ICT education and work is a complex social problem. One possible solution is to examine the contemporary nature of ICT work from a diversity perspective, with a view to better attempts social inclusion. The issue has grown in importance in light of changes to how contemporary IT work is organised within organisations.

It could be argued that legitimacy of a research field comes about through publishing activity, the level and quality of research conducted and the generation of models, frameworks and theories (von Hellens et al., 2012). Much of the IS literature agrees that far too little attention has been paid to gender and other minorities as a fundamental way of organizing and classifying our lives (Adam, Howcroft, & Richardson, 2004; Light, 2007). Diversity, that is having adequate representation of all people in society in the development of technologies and systems, can be measured in terms of the consumer argument – the entire consumer base needs to be represented; the demographic argument – the ICT labour force cannot be satisfied in the future by white men alone; the innovation economy argument – brainpower and creativity fuels innovation, and the ‘best brains’ can come from a variety of bodies; and the equity argument – all people should have equal opportunities to pursue a career in ICT (Trauth, 2011).

This mini-track asks for papers addressing the various aspects of diversity, taking into consideration gender, age, culture, religion, etc. Topics are related but not limited to:

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