ICGR Call for Papers

Academic Conference Call for Papers

 

  • Academic Papers
  • Case Studies
  • Work in-Progress Papers
  • PhD Papers
  • Masters Papers
  • Posters and Presentations
  • Non- Academic or Practitioner Contributions

Aims and Scope

The International Conference on Gender Research (ICGR) brings together scholars, practitioners, and researchers from around the world to explore diverse issues related to gender. This conference provides a multidisciplinary platform where participants are encouraged to engage in discussions and present research findings on various aspects of gender studies. The diversity of the research discussed, and the participants involved in the event is an important reflection on how Gender Studies still impact all corners of life. The published open access conference proceedings from these events serve as a valuable resource for ongoing research and scholarship in the area of gender research. Previous editions of the proceedings can be found here: https://papers.academic-conferences.org/index.php/icgr  

The call for papers for the ICGR conference asked for contributions that considered the following aims and scope. In addition to this, the committee welcomed papers on a number of specialist mini-tracks which can be seen at the end of this list.  

Gender Identity and Expression

  • the experiences and challenges faced by transgender and non-binary individuals  
  • social, legal, and psychological aspects of gender identity  
  • gender beyond the traditional binary framework.  

Gender and Education

  • the role of gender in educational settings  
  • gender disparities in access to education 
  • gendered experiences in classrooms 
  • the impact of educational policies on gender equality. It also delves into  
  • how gender influences academic and career choices, particularly in STEM fields. 

Gender and Work

  • the intersection of gender and work  
  • gender wage gaps and workplace discrimination 
  • the representation of women and gender minorities in leadership roles  
  • challenges of work-life balance  
  • the impact of gendered expectations on career advancement 
  • the role of organizations in promoting gender equity. 

Gender and Health

  • health disparities related to gender  
  • reproductive rights 
  • access to healthcare and mental health issues specific to different genders 
  • the impact of gender on health outcomes 
  • the influence of gender on health behaviour, access to services, and medical research 

Gender, Politics, and Law

  • the intersection of gender with politics and law 
  • examining gender representation in political institutions 
  • the impact of gender on voting behavior 
  • the role of gender in legal systems 
  • gender-based violence, legal protections against discrimination, and the impact of public policy on gender equality. 

Cultural and Media Representations of Gender

  • how gender is represented in various forms of media and culture.  
  • the analysis of gender stereotypes in television, film, literature, and advertising,  
  • the role of social media in shaping and challenging these representations.  
  • the impact of media on public perceptions of gender   
  • the role of cultural narratives in reinforcing or challenging gender norms.  

Intersectionality

  • how gender intersects with other social categories such as race, class, ethnicity, sexuality, and disability.  
  • the complexities of gender experiences and the multiple forms of discrimination and privilege that individuals may encounter. 

Gender and Technology

  • the role of technology in shaping gender experiences.  
  • the gendered dimensions of digital spaces,  
  • the impact of artificial intelligence on gender equity  
  • the challenges and opportunities that technology presents for advancing gender rights. 

Gender in Global and Comparative Contexts

  • comparative studies of gender across different countries and cultures,  
  • global variations in gender norms, policies, and practices.  
  • The impact of globalization on gender roles and how transnational movements can challenge traditional gender norms. 

Mini-Tracks 

Experts in the field proposed mini tracks on the following topics. Papers accepted on these topics after the double-blind peer review process were presented as mini tracks at the conference and are also published in these proceedings. 

Female Gender Equality and Sustainability in Higher Education  

Mini Track Chair:Dr Serene Dalati, Arab International University, Syria 

The new reality of management emphasizes a shift from stability to change, from competition to collaboration, from uniformity to diversity and from conventional and bureaucratic management to contemporary and team-based management. Higher education institutions are no exception to this approach, and they need strong leadership in an academic environment that can transcend time, place, geography, race, and above all gender. The imperative to empower female academics, is accelerating, and as international global businesses rely more and more on the significant roles played by female academics and researchers. The aim of this mini track is to examine qualitative and quantitative approaches to research work related to female academics’ empowerment, equality and sustainability. Case studies on female role models in Academia, is valued and would bring relevant significance to the academic debate of this mini track. Potential topics include, but are not limited to: 

  • Factors affecting Female Academic Researchers in higher Education  
  • Empowering Female students in Business, Science and Technology  
  • Gender policies and practices at Higher Education sector  
  • Measuring Gender Gap in Academia   
  • Female Digital Transformation  

Gender Challenges in AI and XR: Stereotypes, Harassment & Ambiguity 

Mini Track Chair: Prof. Dr. Claudia Hess  &  Prof. Dr. Sibylle Kunz, IU International University of Applied Sciences, Germany 

Artificial Intelligence (AI) and Extended Reality (XR) have become increasingly integrated into our lives in recent years and are reshaping the way we interact with the world. AI-based solutions provide us with personalized interactions, help streamline tasks, and even make critical decisions about ourselves. XR offers immersive experiences that transform how we learn, communicate, and engage with our environment, blurring the lines between the virtual and physical worlds. Despite their promise, these technologies risk perpetuating and amplifying gender stereotypes and bias by relying, for example, on biased data sets, reflecting unconscious design choices, and often being developed by homogeneous teams. Addressing gender issues in AI and XR solutions is critical, because these technologies shape societal norms, influence decision-making processes, and have far-reaching implications for equality and fairness. This mini track aims to understand the underlying causes of these gender-related challenges and to create solutions by discussing technological innovations, legal/regulatory/ethical frameworks and organizational practices. Potential topics include, but are not limited to: 

  • Societal implications of gender-biased AI or XR solutions 
  • Detection and measurement of gender bias in AI or XR 
  • Sexual misconduct and harassment in Social VR environments 
  • Gender ambiguity in VR avatars 
  • Success stories and lessons learned from de-biasing initiatives 
  • Impact of existing and proposed regulations on gender bias 

Gender-Related Organizational Issues 

Mini Track Chair: Prof. R. Arzu Kalemci, Cankaya University, Türkiye 

Workforce diversification across the world is becoming increasingly essential for organizations to be effective and efficient. There is still a significant lack of gender equality in relation to career advancement and leadership across the board in many sectors. In roles within senior mangament, women continue to be under represented with there being large disparites in career development between genders. According to the UN Women Report (2022), if the glass ceiling is not broken, equality between men and women in management positions may not be achieved for another 140 years. This mini-track invites participants to understand and explain gender equality and its impacts on organizations. Potential topics include, but are not limited to: 

  • Women and career barriers 
  • Women and leadership 
  • Corporate governance and gender equality 
  • Organizational culture and gender equality 
  • Gender equality in academia 

Investigating the causes of Gender Pay gaps and Routes to Tackle this: A Comparative Perspective 

 Mini Track Chair: Dr Frances Hamilton, Associate Professor, University of Reading, UK 

Many countries worldwide continue to experience significant gender pay gaps. Median gender pay gaps in 2021 for example were 18.5% in the US, 16% in the UK and 11.7% in Australia (OECD). Tackling the gender pay gap has been highlighted as an important issue by the United Nations. Although there are numerous legislative approaches worldwide to tackling this issue gender pay gaps continue to exist. The complex nature of the reasons for these gaps make what seems to be a straightforward issue rather complicated. Furthermore, gender pay gaps also vary with age and race and certain professions also continue to have larger gender pay gaps, such as in Science Technology Engineering and Maths (‘STEM’) professions and in skilled trades. Through discussion on this track, we hope to advance the debate and consider appropriate actions. Potential topics include, but are not limited to: 

  • Gender pay gaps internationally. 
  • What can international bodies such as the UN do to tackle gender pay gaps? 
  • Causes and historical impliations of the gender pay gap. 
  • Solutions to the gender pay gaps. 
  • Gender pay gaps in particular professions. 

Gender in Research Performing Organisations

Mini Track Chair: Dr. Sílvia Donoso López, Institute of Marine Sciences, Barcelona, Spain

IIn the European Research Area (ERA), there are objectives to increase women’s representation and retentions at all career levels and to promote the integration of a gender dimension in research and innovation. This should lead research organisations and higher education institutions to implement institutional change in human resources management, funding, decisionmaking and also in research programmes.  Gender Equality Plans (GEPs) provide a framework to undertake this institutional change and are assuming an increasing importance since they are required as an eligibility criterion for Research Performing Organisations (RPOs) to get access to Horizon Europe funding. Despite the number of RPOs adopting gender equality policies at different levels increasing in recent years, still few women reach top positions in academia and research organizations with various issues stalling their career progression. In addition to this, the gender gap is still high among the enrolled students in several academic disciplines. 

Thus, there is a need for more research to examine these topics from a gender perspective and the purpose of this mini track 

    • Gender Equality Plans in Research Performing Organizations
    • Gender Budgeting: tools and applications
    • Gender equality in recruitment, careers and retention
    • Policies for work-life balance
    • Gender equality monitoring: measures and indicators
    • Tackling the gender gap within the student population
    • Integration of a gender dimension in research content

Important Dates

Abstract submission deadlineSTILL ACCEPTING ABSTRACTS
Notification of abstract acceptance02 October 2024
Full paper due for review07 November 2024
Notification of paper acceptance (with any requested changes)16 January 2025
Earlybird registration closes30 January 2025
Final paper due (with any changes)13 February 2025
Final Author payment date06 March 2025