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The latest news from BUIRA

ESRC PhD Studentship: Job Quality and Fairness in UK and Welsh Workplaces (Cardiff University)

ESRC PhD Studentship:

Job Quality and Fairness in UK and Welsh Workplaces (Cardiff University)

Despite growing affluence, research evidence suggests that the quality of work is declining.  Survey evidence suggests that work is becoming more intense, task discretion declining, insecurity rising and employee involvement falling.  One of the great challenges facing researchers is how to reconcile growing prosperity and falling hours at work with the growth of poor quality jobs.  This PhD studentship will do this through an examination of the Skills and Employment Survey series (led by Professor Alan Felstead of the School of Social Sciences, Cardiff University) together with qualitative work carried out in Welsh workplaces (following the work of Professor Jonathan Morris of Cardiff Business School, Cardiff University). This ESRC PhD studentship is also offered in collaboration with ACAS Wales and South West of England with whom Morris and Felstead have developed strong links.

We welcome applications for both full and part-time study, and studentships are available as either ‘1+3’ (i.e. one full time year of research training Masters followed by three years of full-time Doctoral study, or the part-time equivalent), or ‘+3’ (i.e. three years of full-time doctoral study or its part-time equivalent), depending on the needs of the applicant. 

For more information, go to: https://www.findaphd.com/phds/project/wales-esrc-dtp-phd-collaborative-studentship-fair-work-job-quality-and-fairness-in-uk-and-welsh-workplaces-in-collaboration-with-acas-wales-and-south-west-of-england/?p116529

 

2nd January 2020

Critique of Institute of Employment Rights: Sectoral Collective Bargaining, POLITICAL QUARTERLY

This public policy piece in Political Quarterly (Early View) on the future of British employee voice might be of wider IR interest. It's the published version of arguments I presented to a History & Policy Trade Union and Employment Forum, at Warwick University Modern Records Centre on 27 April 2018 and to the 2019 BUIRA conference, Newcastle, 2 July.

Industrial Relations and the Limits of the State: Can a left Labour Government resurrect comprehensive Sectoral Collective Bargaining and restore trade union power?

Abstract

Since 2017 the British Labour Party has proposed mandatory Sectoral Collective Bargaining (SCB) as a comprehensive strategy to rebuild trade union voice across the entire economy. The intellectual roots lie in the Institute of Employment Rights (IER), Manifesto for Labour Law (2016). First, this article explains the core IER approach, questioning: its feasibility given current low levels of union membership and bargaining coverage; and whether it would produce the stable and productive economy promised. Second, the central  body develops four social science objections to this state-driven approach centred on: Industrial Relations History; Political Sociology; Economics; and Political Philosophy. The Conclusion argues that while stronger voluntary trade unions could help, it's neither practicable nor desirable for the state to impose a trade union, single-channel approach to employee voice. Instead, a ‘mixed economy of voice’ is proposed, perhaps including statutory wages councils, which speaks directly to all employees - union or non-union - and wins broader political, employer and public support.

https://onlinelibrary.wiley.com/doi/abs/10.1111/1467-923X.12788

19th December 2019

Post-Doctoral Research Fellowship: Work, Labour and Climate Change, Centre for Employment Relations, Innovation and Change (CERIC)

Are you an ambitious researcher looking for your next challenge?  Do you have a research background in employment or industrial relations, industrial sociology or other fields related to work and employment? Do you have an interest in action to protect the enviroment and mitigate climate change? Do you want to further your career in one of the UK’s leading research intensive Universities?

The Centre for Employment Relations Innovation and Change (CERIC) is a leading research centre investigating the changing nature of work and employment and employment relations. It houses a critical mass of internationally regarded researchers that produce intellectually challenging work with genuine policy and practitioner impact. CERIC is looking for a research fellow to support Dr. Vera Trappmann and Dr. Jo Cutter in their research on work, the labour movement and climate change mitigation. 

This research is focused on the political economy and comparative industrial relations systems that shape the labour movement’s responses to climate change. You will support this work through undetaking reviews of relevant academic and policy literature; contribute significantly to the set up and delivery of a programme of qualitative research interviews and the design and testing of a new survey survey tool for trade union members.

To explore the post further or for any queries you may have, please contact:

Dr Jo Cutter 

Tel: +44 (0)113 343 0202; email: j.cutter@leeds.ac.uk

Or

Dr Vera Trappmann

Tel: +44 (0)113 343 1119; email: v.trappmann@leeds.ac.uk

 

Location:  Leeds - Main Campus
Faculty/Service:  Faculty of Business
School/Institute:  Leeds University Business School
Category:  Research
Grade:  Grade 7
Salary:  £33,797 to £40,322 p.a.
Post Type:  Full Time
Contract Type:  Fixed Term (for 6 months due to funding)
Release Date:  Tuesday 17 December 2019
Closing Date:  Thursday 16 January 2020
Reference:  LUBSC1455
Downloads:  Candidate Brief  

19th December 2019

Missed the UCU ballot threshold? Download this guide to achieving a high participation union!

Missed the ballot threshold? Download this guide to achieving a high participation union!

This is a little out of date but might still be of interest 

https://actionnetwork.org/forms/sign-up-to-download-the-guide/?fbclid=IwAR3vUbcQho_W1BRCNOeZecBsjtlX1D08VlLtRnJGrFdVLAidoO8_mP9YrkQ

 

 

6th December 2019

Three PhDs at Sheffield Business School with scholarships

Study With Scholarships at the Sheffield Business School (SBS)

A PhD in SBS offers you a brilliant opportunity to develop your research skills and knowledge to create a real impact either in academia, public sector, private sector or as an entrepreneur.

At Sheffield Business School we have a vibrant international community of research students, academics and support staff, and a 30-year history of delivering high-quality postgraduate research that places a strong emphasis on close supervision and support.

Join us in our search for new thinking because:

We have extensive expertise in creating new knowledge and applying business research to solve real world problems

You will be supervised by a vibrant community of academics who are driven by the discovery of new knowledge

Your research will be conducted alongside a diverse community of doctoral researchers from the globe who bring a wealth of international experience

Our reputation for excellence is recognised through our high-quality research training and the support we offer our doctoral students

Sheffield Business School is committed to providing you with an outstanding student experience in a collegiate environment

About SBS

Sheffield Business School is one of the largest such institutions in the UK, with over 200 academic staff. As a result, the school’s research covers a wide spectrum of disciplines, ranging from finance and accounting, management, strategy, marketing, economics, international business and human resource management, hospitality, tourism, events management, food and nutrition.

Research undertaken at Sheffield Business School is largely shaped by the University's Creating Knowledge strategy, which sets out the following ambitions:

We will be recognised internationally for research which has real social, economic and cultural impact

We will identify and seize opportunities to lead in new and emerging areas

We will apply research to enrich students' learning and work with others to ensure translation into practice

In Sheffield Business School our research supports two overarching themes which are The Experience Economy and Social and Cooperative Economy. We welcome applications from prospective PhD students to undertake research that contributes to this agenda.

The Experience Economy covers a broad range of research interests linked to both the experience economy and the related area of customer experience management, focusing on the design, delivery and development of consumer experiences in a range of leisure, recreation, events, hospitality and tourism contexts. Research within this theme spans the breadth of the consumer experience process in various product markets. It includes a variety of service management issues and is also concerned with the employee workplace experience and the associated functional management issues.

Social and Cooperative Economy - Sheffield Business School is a leading centre of research into alternative forms of business organisation, notably social enterprise, through which businesses combine commercial objectives with the achievement of social aims such as environmental improvement or support for vulnerable groups in society. In particular SBS and our partners have pioneered the development of the Fair Shares model, which focuses on the democratic involvement of all stakeholders and the distribution of rewards on a fair and equitable basis.

 

 

How to apply

Anyone can apply for a PhD scholarship. However you would need to meet the standard Programme application entry requirements (see below). All applicants wishing to be considered for a PhD scholarship need to submit by the closing date (12 noon on Monday 2nd March 2020) the following documents (see below) by email to sbsdoctorates@shu.ac.uk.
Please indicate clearly in the body of your email that you would like to be considered for a SBS PhD scholarship.

We require the following documents for your application:

-a fully completed Sheffield Hallam University application form.

-a detailed research proposal (4-6 sides of A4 in length). All submitted research proposals will be uploaded to Turnitin to assess their originality.

-a transcript of marks from your highest qualification (we require a dissertation mark of 60 or higher).

-a copy of your award certificate from your highest qualification.

-two references, both of which must be recent letters on headed notepaper or the reference form found within the University application form (one of which should ideally be from an academic source). Referees can submit their references electronically by scanning and emailing the original documents direct to us from their own email address, but these must be on headed notepaper or the official form.

English Language proficiency evidence - Where English is not your first language, you must show evidence of English language ability to the following minimum level of proficiency. You must provide evidence of either a current IELTS score of 7.0 overall (with all component marks of 6.5 or higher and preferably Academic IELTS); or a current TOEFL test with an overall score of 100 internet based (with a minimum component score of 23 in listening and reading, 26 in writing and 22 in speaking) or SHU TESOL English Language qualification – final overall grade of A (with all components graded at B or higher) or a recognised equivalent testing system.  Please note that your test score must be current, i.e. within the last two years.

Funding amount

A generous and comprehensive package is offered. This funding is for 3 year full-time PhD study. Our SBS PhD Scholarship covers tuition which is equal to the Home/EU fee. This includes a stipend at Research Council UK levels (this is currently £15,009 for 2019/20) per annum plus Home/EU tuition fees (£4,330 in 2019/20). For international students, a top up tuition fee of approximately £8,200 per year is required.

Selection process

Successful applicants will be required to attend an interview where you will be asked to discuss your research proposal. Interview panel members will include the PhD Programme Leader, a prospective Director of Studies and a representative from the SBS Creating Knowledge Board. All applicants wishing to be considered for a PhD scholarship need to submit all their documents by e-mail on 12 noon on Monday 2nd March 2020 to sbsdoctorates@shu.ac.uk. Interview dates are provisionally scheduled for week commencing 20th April 2020.

Areas of study

We are seeking PhD scholarship applications for 3 year funded full-time study with proposed theoretical and managerial implications in one of our department

Service Sector Management (SSM)

Management

Further information

If you have any queries about full-time PhD Scholarships in SBS please contact:

Dr. Alisha Ali 
PhD Programme Leader 
Sheffield Business School 
Sheffield Hallam University 
Alisha.Ali@shu.ac.uk 
Tel: 0114 225 4593

Deadline is 2 noon on Monday 2nd March 2020) the following documents (see below) by email to sbsdoctorates@shu.ac.uk.

Find a PhD: https://www.findaphd.com/phds/programme/sheffield-business-school-phd-scholarships/?p4325 

SHU’s Website: https://www.shu.ac.uk/research/degrees/phd-scholarships/sheffield-business-school-phd-scholarships

6th December 2019

Scottish Labour History - vol 54, 2019

The contents of the newly publish, 2019 journal, include:

John Foster, Kenny MacAskill and Rory Scothorne: symposium on the Jimmy Reid biography by McKinlay and Knox

Ewan Gibbs & Jim Phillips: Remembering the Auchengaich mining disaster

Alan McKinlay, John Boyle & William Knox: Unionising BSR in East Kilbride, 1969

Rory Stride: Women, Work & Deindustrialisation: the case of James Templeton & Son, Glasgow, 1960-81

Adam McInnes: Deindustrialisation and Gordon Brown's approach to devolution in Scotland

Ian Gasse: The 1905 Dumfries Bakers' Strike

Please see https://www.scottishlabourhistorysociety.scot/ for details on access and subscriptions to Scottish Labour History.

6th December 2019

Open letter in support of the Labour Party's labour law reforms

If you are interested in signing the below letter  please let me know by return email by 12 pm on Thursday manoj.dias-abey@bristol.ac.uk Dr. Manoj Dias-Abey, Lecturer in Law, University of Bristol

Britain’s labour laws are in desperate need of reform. Working people are increasingly engaged in work that pays poorly, is insecure, and contains few avenues of redress if they are treated unfairly by their employers. In-work poverty is at a record high. In the large majority of families in poverty (60%) there is at least one person in work. The current government boasts about record low unemployment figures whilst at the same time it fails to protect workers from poverty pay and insecurity.

Evidence shows that collective bargaining helps to improve productivity and secure stable and well-paying jobs. In 1979, over 80% of UK workers were covered by collective agreements, but today that figure is less than 20%. The decline in collective bargaining was hastened by waves of anti-union legislation that began in the 1980s.  Today, British trade union laws are some of the most restrictive in the Western world.

The Labour Party’s 2019 manifesto proposes significant labour law reform, explaining: “[w]ork should provide a decent life for all, guaranteeing not just dignity and respect in the workplace, but also the income and leisure time to allow for a fulfilling life outside it.” We believe that this vision is backed up by a credible plan of action.

Labour will support the introduction of sectoral collective bargaining to set minimum terms and conditions covering all workers in UK sectors. Enterprise-based collective bargaining will be boosted so that employers and workers can negotiate agreements suited to the needs of their workplace. Labour will introduce a real “living wage” and require employers to replace zero-hour contracts with minimum hours contracts based on a new right to regular hours. It will ensure the full range of employment protections are available to all workers from day one of employment and it will create a properly resourced government agency to proactively enforce these rights. Race and gender pay equality will be achieved by making the state responsible for enforcing equal pay legislation and by requiring employers to publicly report on pay disparities for BAME workers.

Labour will also introduce several important corporate governance reforms for large businesses, such as worker representatives on boards and the creation of “inclusive ownership funds”, which have the potential to radically democratise the economy.

Collectively, we have spent many decades studying labour law and industrial relations in the United Kingdom. We believe that the Labour Party is the only party with a transformative plan to create jobs that offer security, fair pay and dignity at work as well as an economy that works for the many. 

Yours sincerely,

3rd December 2019

Ideas in Employment Relations Research Call for Papers for Special Issue Industrial Relations: A Journal of Economy and Society

Ideas in Employment Relations Research Call for Papers for Special Issue Industrial Relations: A Journal of Economy and Society

We are currently accepting long abstracts for this Special Issue – full details are available at the following link:

https://onlinelibrary.wiley.com/pb-assets/assets/1468232x/IR_Call%20for%20Papers_Ideas%20in%20Employment%20Relations%20Research-1572620793003.pdf

Ideas in Employment Relations Research

Call for Papers for Special Issue

Industrial Relations: A Journal of Economy and Society

 

Guest editors

Martin B. Carstensen (Copenhagen Business School): mbc.ioa@cbs.dk

Christian Lyhne Ibsen (Michigan State University): ibsenchr@msu.edu

Vivien Schmidt (Boston University): vschmidt@bu.edu 

We look forward to receive your long abstracts by January 15, 2020

Best wishes

Martin B. Carstensen, Vivien Schmidt and Christian Lyhne Ibsen

13th November 2019

CIPD Applied Research Conference

CIPD Applied Research Conference 

We are delighted to announce that tickets are now on sale for the CIPD Applied Research Conference (ARC)! The conference, taking place in Dublin City University (DCU) St Patrick’s Campus, Ireland, on 22-23 January 2020, explores cutting-edge research into work, employment and people management. 

ARC is CIPD’s annual meeting place to discuss cutting edge research into work, employment and people management. It holds a unique place in strengthening links between academic research and HR practice, focusing on the applications of research insights to organisational life and labour markets.

This year’s conference, in partnership with DCU Business School, will see the CIPD Applied Research Conference held in Ireland for the first time, further expanding our research and impact, while giving practitioners, researchers, and keen learners, the opportunity to gain insights, apply learnings, and network in one of Ireland’s most dynamic universities.

Registration for the CIPD Applied Research Conference 2020 is now open, and the fees for attending are as follows:

  • Standard tickets £80/€93 + VAT
  • Student tickets £55/€64 + VAT

For full details on the programme, themes, location and everything else, make sure to click https://www.cipd.co.uk/learn/events-networks/applied-research-conference

We look forward to seeing you there!

13th November 2019

CREW seminar Nov 27th November on Four day working week

Dear Colleagues,

A reminder about our exciting CREW seminar on The four day working week on 27th Nov at Hamilton House. All welcome!

A future Labour government is committed to implement a four day working week with no loss of pay. This is also the Trades Union Congress (TUC) policy. As Stephen Hawking predicted we need to think carefully about how the potential benefits of automation and artificial intelligence are shared in society. Reductions in working time has been seen to have a positive impact on the environment and integral to challenging climate change, as well as the possibility of shared child and eldercare and benefits for mental and physical health.

Yet, how do we move towards a 4 day week? This seminar hears from Professor Andre Spicer on the wider benefits and the introduction of ‘an infrastructure of conviviality’. It reflects on the experience of trade union campaigns to cut the working week, but also hears from employers who have already introduced a 4 day week, their experiences and the outcomes for their business.

Come along and find out more, as it may be that exciting times lie ahead of us!

The Four-day working week – possibilities and implications

Wednesday 27th November 2019

TIME: 15.00 – 17.30

VENUE:  Room HH103, Hamilton House, Park Vista, Greenwich    SE10 9LZ

https://www.eventbrite.co.uk/e/crew-seminar-four-day-working-week-tickets-78414613219

13th November 2019

BUIRA 2020 Conference - Call for papers

BUIRA 70th Anniversary Conference 2020

 

The past, present and future of industrial relations and the politics of work

 

Alliance Manchester Business School, University of Manchester,

30th June to 2nd July 2020

 

Call for papers

 

BUIRA turning 70 presents a good opportunity to reflect on the past, present and future of industrial relations. Despite facing recent challenges, the field of industrial relations continues to be a vital topic of academic and practitioner enquiry. Issues that have long been central within the study of industrial relations, such as pay, collective bargaining, rights at work, employee representation, national and transnational forms of regulation, health and safety, job (in)security, precarity, and workplace conflict are highly prominent within many current political and academic debates. Understanding the politics of work, grounded in a critical social science tradition, is crucial for academics and policy makers alike. 

 

IR continues to face a tough institutional environment. In the university, ‘HRM’ and ‘people and work’ has overtaken ‘industrial relations’ in the nomenclature of courses and modules. Within organisations and workplaces, trade unions continue to struggle to maintain a presence and voice for workers. While many university departments may nevertheless offer critical perspectives on work and employment, there is concern that the way ‘HRM’ is taught in some business schools may lack a sufficient diversity of perspectives and critical engagement with hegemonic neoliberalism. This in turn could lead to a potential ‘immiseration’ of the subject matter, and an inability to prevent or address trends such as the spread of precarious work, and the growing problem of in-work poverty (Dundon and Rafferty, 2018). At the same time, IR scholarship is often accused of being theoretically weak, suffering from a descriptive, and institutional bias, i.e. focusing on the dwindling institutions of trade unions and collective bargaining (Kelly, 1998). 

 

Where are we now? How have we got here, and what should the future of the field look like? Reflecting on historical developments in industrial relations is crucial in order to ground and contextualise current developments in the world of work. History matters in helping us to understand the changing nature of industrial relations, and yet is often overlooked in modern accounts of work relations. It is also important to reflect on pressing current issues such as the impact of austerity and the crisis in an increasingly financialised world. What have been their consequences for public sector industrial relations? What is the impact of patterns of precarious work and non-standard employment relationships on the changing nature of work and employment, skills and the quality of work? Across all of these questions, issues of social class, equality and diversity remain more relevant than ever before. Looking to the future, one key question concerns the extent to which unions can play an active role with social movements to tackle climate breakdown.

 

We welcome empirical (both quantitative and qualitative), analytical, conceptual and methodological papers that concern any area of industrial relations, or fields cognate to industrial relations. We would particularly appreciate submissions from early career researchers and doctoral students. Papers concerning topics under the following headings will be particularly welcome:

  • Reflections and challenges for Equality and Diversity, and challenging the gender pay gap
  • The consequences of new technology, digitalisation and the growth of platforms for work and industrial relations
  • Climate breakdown and industrial relations
  • Comparative industrial relations
  • Political economy of work (e.g. austerity, financialisation, fragmentation, flexibilisation and inequality)
  • New forms of collective action in the workplace, and new agents of resistance
  • The rise of populism/nationalism and industrial relations

 

Submission details

Abstracts of papers should be submitted here:

 https://bham.qualtrics.com/jfe/form/SV_0iYSk4W03DvrkDr 

Abstracts should be a maximum of 500 words in length and cover the following headings:

  •         Brief outline
  •         Methodology
  •         Key findings
  •         References

Deadline for submission of abstracts: Monday, 13th January 2020

All abstracts are refereed anonymously by BUIRA Executive Committee members.

 

References

Dundon T and Rafferty A (2018) The (potential) demise of HRM? Human Resource Management Journal 28(3): 377– 391.

Kelly J (1998) Rethinking Industrial Relations: Mobilisation, Collectivism and Long Waves. London: Routledge. 


4th November 2019

Sheffield Business School, Sheffield Hallam University Lecturer/ Senior Lecturer in Organisational Behaviour and Human Resource Management

Lecturer/ Senior Lecturer in Organisational Behaviour and Human Resource Management [2 Posts]
Sheffield Business School, Sheffield Hallam University
Academic
Grade 7/8 - £34,804 to £51,034 dependent on experience
These jobs offer a real opportunity for inspirational individuals with substantial professional experience who can
inspire, enthuse and connect with students.
You'll have a broad remit that includes teaching preparation and delivery, leading modules, contributing to dissertation
supervision and research and knowledge exchange. You'll also contribute to the development of new and exciting
programmes and help to shape the curriculum through your substantial professional experience and your critical,
practical and theoretical understanding of organisational behaviour/ human resources management.
We're looking for people who can contribute to teaching and research in one or more of the following areas:
Applied research methods
International perspectives in OB/ HRM
Organisational design (OD)
Diversity and inclusion
Leadership development in one or more of: coaching, mentoring, individual change, emotional intelligence,
team-level development, OD and individual or organisation psychology.
You'll need some experience of delivering high quality learning to students, although this doesn't need to be within
higher education. You'll also have a doctorate, or be nearing completion.
The OB/ HRM subject group thrives on a team ethos, so one of the most important things we look for is the ability and
willingness to work as part of the team, covering for others when required and demonstrating flexibility and a
collaborative style. The group has a strong research ethos and mentorship of junior researchers.
For this job we particularly welcome applications from black, Asian and minority ethnic (BAME) applicants who are
underrepresented in this area at Sheffield Hallam.**
For non-EU applicants, we may be able to offer a certificate of sponsorship for this job if required.
Follow
@sheffhallamjobs
on Twitter for job alerts and information about what makes this a great place to work.
Contact Person :
Dr Sarah Fidment (Subject Group
Contact Number :
0114 225 3368
Leader)
Date Advertised :
15-Oct-2019
Closing Date :
13-Nov-2019
Employment Type :
Permanent - Full Time
Location :
City Campus
Details :
http://bit.ly/shu-obhrm
.
Job number :
054603

 

31st October 2019

IER Free Book: Brexit and Workers' Rights

On 23 June 2016, the United Kingdom held a referendum on whether to remain in or leave the European Union. The result was 51.9% of voters voting to leave. Two things were immediately clear. First, the negotiations would be a very complex, technical, and politically charged affair. Second, the UK would face tough choices and would not be allowed to ‘cherry-pick’ the terms of the Brexit arrangements.

About this book https://www.ier.org.uk/publications/brexit-and-workers-rights

Now, on the brink of the third deadline for a Brexit deal, two leading UK academics consider the possible implications of a ‘no-deal Brexit’ for UK workers’ rights. They conclude that the process and the post-Brexit architecture will be owned and determined by the political party in power at the time of Brexit and they pose two alternative scenarios.

Either the future could deliver a relentless process of ossification, stagnation and erosion of UK labour rights led by politicians traditionally hostile to workers’ rights. Or, the UK could not only protect those UK rights already on the statute book but could resist the tendencies of the European Commission to decentralise collective bargaining arrangements and deregulate employment protection legislation.

31st October 2019

Research position for a part-time fieldworker in Scotland for a project about regulation in the care sector.

The post is  part time and for a year. It might suit someone just finishing up their thesis, or it would suit a post-grad person who has an understanding of how social care works or an interest in improving job quality  https://jobs.kent.ac.uk/Vacancy.aspx?ref=SS-137-19

31st October 2019

BUIRA Nominations Appointed Fellows of the Academy of Social Sciences

 Professor Peter Ackers, Professor John Kelly and Professor Jill Rubery have been appointed Fellows of the Academy of Social Sciences. All three were nominated by BUIRA as academics who have made a significant contribution to the social sciences.  

The Academy of Social Sciences is the national academy of academics, learned societies and practitioners in the social sciences. Its mission is to promote social science in the United Kingdom for the public benefit. https://www.acss.org.uk/introduction/

The Academy is composed of 1335 individual Fellows43 Learned Societies and a number of affiliates, together representing nearly 90,000 social scientists. Fellows are distinguished scholars and practitioners from academia and the public and private sectors. Most Learned Societies in the social sciences in the UK are represented within the Academy. The Academy also sponsors the Campaign for Social Science.

31st October 2019

Consultation: BUIRA Code of Practice

Please send us feedback on the below suggested BUIRA Code of Practice. 

 

BUIRA Code of Practice

Introduction 

The British Universities Industrial Relations Association (BUIRA) is devoted to increasing scholarly and professional knowledge about the present and future of Industrial Relations. BUIRA promotes the use of this knowledge to improve the work lives of individuals through critical debate that influences public dialogue about Industrial Relations, Employment Relations, Sociology of Work and Employment and cognate fields such as HRM. At the core of its activities, BUIRA places the rights and well-being of its members and those it comes into contact with, embracing a collegiate, welcoming and inclusive environment where members’ civil and human rights and their freedom of inquiry and expression in research, teaching, and publication are respected and protected. 

This Code of Practice puts forward (1) principles that underlie the professional responsibilities and conduct of BUIRA members, and (2) enforced ethical standards that apply to BUIRA members in official roles in the association and to those participating in BUIRA-sponsored activities. BUIRA members perform many roles, acting as researchers, educators, administrators, supervisors, commentators, activists and social interventionists who maintain a personal and professional lifelong commitment to ethical standards of behaviour, and encouraging those they come in contact with, such as colleagues, students, supervisees, collaborators, professional contacts, employees and employers, to behave ethically.

 The Code of Practice is structured in three main sections: General Principles, Professional Principles, and Ethical Standards. A separate document, a “Policy and procedure for handling claims and violations related to the BUIRA Code of Practice” accompanies the present document.

 General Principles

 These general principles serve as aspirational guidelines for the members of BUIRA in matters pertaining ethical conduct. The general principles upon which BUIRA is built are:

  • Responsibility: Members of BUIRA uphold professional standards of conduct, clarify their professional roles and obligations, accept appropriate responsibility for their behaviour, and seek to manage conflicts of interest that could lead to exploitation or harm. They are aware of their professional and scientific responsibilities to society and to the specific communities they belong to and engage with as part of their work.

 

Integrity: Members of BUIRA promote accuracy, honesty, and truthfulness in the research, teaching, and practice of their profession. They strive to conduct themselves with dignity, fairness, and care in all their contacts and relationships with peers, students, professional contacts and the community at large.

Respect: Members of BUIRA establish relationships of trust with those with whom they work. They respect the dignity and worth of all people and the rights of individuals to privacy, confidentiality, and self-determination. They are aware of and respect cultural, individual, and role differences, including those based on gender identity, race, ethnicity, disability, age or youth, culture, nationality, religion, political persuasion, sexual orientation, real or suspected status with regards to AIDS/HIV, language, socioeconomic status, and subordinate status; and they are mindful of these factors when working with all people. They are committed to providing academic and professional work environments that are free of harassment (sexual or otherwise) and all forms of intimidation and exploitation (sexual or otherwise).

Professional Principles

BUIRA’s professional principles aim to support the professional interactions of colleagues within BUIRA and the Industrial and Employment Relations field more broadly. The professional principles of BUIRA will impact on members’ research, scholarship, teaching, mentoring and professional development activities.

We have two major responsibilities:

  1. To the advancement of Industrial and Employment Relations knowledge
  1. To commit to rigorous research that is planned, recorded, stored, analysed, reported and published with rigour
  2. To ensure research results are not misleading and research is carried out in line with RCUK’s ethics policy and local institutions’ ethical procedures
  3. To ensure participants’ freedom and dignity are respected
  4. To ensure anonymity and confidentiality of research participants are maintained at all times.
  5. To secure informed consent from participants at all times
  6. To encourage timely dissemination of research findings with supportive and constructive feedback from peers
  7. To manage projects and collaborations efficiently and effectively
  8. To seek impact activities to encourage industrial and employment relations research to impact government policy and management practice
  9. To encourage the dissemination of results and improve the exchange of information between academics and those in practice
  10. To never engage in plagiarism and should plagiarism be suspected, to report it to the relevant body(ies) concerned.
  11. To ensure that authorship credit reflects the professional or scientific contribution to a piece of work
  1. To the BUIRA community and broader professional environment
  1. To encourage meaningful exchange of ideas that invites counter/opposing views in a supportive and collegiate manner
  2. To commit to the development of BUIRA through engaging in and contributing to BUIRA activities
  3. To show commitment to the professional standards of BUIRA as included in this document as well as other policy documents
  4. To treat all members of BUIRA and the wider Industrial and Employment Relations community with dignity and respect, demonstrating a collegiate attitude at all times.

 

Ethical Standards

 

Members of BUIRA must conduct themselves in line with the highest ethical standards. These standards are to be adhered to in all professional activities, including when interacting with other members of BUIRA and in their conduct of official roles in BUIRA.

 

BUIRA members must commit to the exclusion of the following:

 

  1. Discrimination on the grounds of any individual characteristic (e.g. gender identity, race, ethnicity, disability, age or youth, culture, nationality, religion, political persuasion, sexual orientation, marital status, real or suspected status with regards to AIDS/HIV, disability, language, socioeconomic status, and subordinate status)
  2. Any behaviours or acts that violate a person’s dignity. BUIRA regards the following as specific but not exhaustive examples of acts and behaviours that it deems to violate a person’s dignity:
  • Physical contact ranging from unnecessary and unwelcome touching to serious assault.
  • Intimidating behaviour, either physical or non-physical
  • Verbal and written harassment through jokes, offensive language, gossip and slander, letters and electronic communication
  • Visual display of offensive material
  • Isolating, ostracising or marginalising a person
  • Pressure/coercion into participation or relinquishing membership of political/religious groups
  • Intrusion by pestering, spying or following.
  1. Words or actions which seek to demean another person or persons (this includes language that frames a conversation or exchange in credentialist terms, within power structures or perceived hierarchical distances)
  2. Any behaviours or acts that cause intimidation, humiliation, ridicule, offence or loss of privacy.
  3. Exploitative relationships between those of the same grade or between individuals of different grades.
  4. Destructive behaviour that seeks to undermine or otherwise harm any other person.
  5. Activities that involve conflicts of interest. Should any conflict of interest arise, individuals must declare such conflict of interest.

 

 

 

Subscribing to the Code of Practice

 

On joining BUIRA, members agree to comply, promote and enforce the contents of this Code of Practice, which exemplifies the highest ethical ideals of professional conduct of the profession. BUIRA members are responsible for:

 

  1. Familiarising themselves with the Code of Practice: Lack of awareness or misunderstanding of an ethical standard is not, in itself, a defence against inappropriate or unethical conduct.

 

  1. Confronting ethical issues: Any violation of the Code of Practice should be reported to BUIRA’s Ethics Officer. If any member is unsure where a violation of the Code of Practice has been committed, they should consult with BUIRA’s Ethics Officer.

 

  1. Treating all parties fairly in any dispute over violations to the Code of Practice: BUIRA members do not discriminate against a person on the basis of their having made an ethical claim or having been the subject of a claim. This consideration does not preclude taking action based upon the outcome of a claim.

 

  1. Reporting ethical violations of others: If a BUIRA member has substantial reason to believe that there has been a violation of the Code of Practice by another BUIRA member, they should attempt to resolve the issue by bringing it to the attention of that individual. If an informal resolution appears appropriate or possible, or members seek advice about how to proceed, they may contact the BUIRA Ethics Officer for guidance.

 

  1. Avoiding making improper claims: BUIRA members do not file or encourage the filing of claims that are frivolous and are intended to harm an alleged violator.

 

Policy and procedure for handling claims related to the BUIRA Code of Practice

 

Introduction

 

This document outlines the policy and procedures to deal with matters associated with the violation of the BUIRA Code of Practice. The policy and procedures are intended to reinforce the highest standards of professional ethical practice and behaviour through a process that is fair, procedurally just, and effective. This policy and procedures should be formally reviewed every four years and, if necessary, in accordance with any changes deemed necessary by the Ethics Committee. All recommended changes are approved by BUIRA’s Executive Board.

 

Principles

 

The policy and procedures are guided by the following eight principles:

 

  1. Predictability - Each individual claim is handled in a consistent, orderly, fair, and just manner.

 

  1. Transparency - The BUIRA Code of Practice and the Policy and Procedures for Handling Claims of Ethical Standards Violations are made available to all members. Charges and responses are made known to the parties, and decisions are explained and documented.

 

  1. Professionalism - Each case is handled on the basis of good will and with a belief that there is no malicious intent on the part of anyone involved.

 

  1. Impartiality - All parties are treated equally and impartially.

 

  1. Democracy - Both parties have voice and must be given the opportunity to be heard. The process includes checks and balances.

 

  1. Confidentiality - The process is confidential; but, within the process all individuals involved, their claims, and responses are known to each other.

 

  1. Efficiency - A commitment is made to resolve issues swiftly, allowing proper time for quality deliberation.

 

  1. Education - The process is intended to be educational with regard to ethics and appropriate professional practice for all parties involved.

 

Role, Scope and Responsibilities

 

The implementation of this policy and procedures is the responsibility of BUIRA members who are appointed and elected to the various roles as detailed in this document. Members involved in enforcing BUIRA’s policy and procedures have an obligation to act in an unbiased manner, to work expeditiously, to safeguard the confidentiality of any adjudication process, and to follow the procedures established to protect the rights of all individuals involved. In addition, each member is expected to act only to uphold the Ethical Standards of the Code of Practice while keeping in mind the principles that guide this policy and procedures.

 

There are two different dimensions to handling claims related to the BUIRA Code of Practice: (a) education, information and guidance, and (b) application and maintenance of policy and procedure for handling claims related to the BUIRA Code of Practice

.

 

Education, information and guidance to members

 

Education, information and guidance to membership about Ethical Standards related to the BUIRA Code of Practice is the responsibility of the Ethics Officer.

 

Ethics Officer Role

 

The Ethics Officer role is a single position of expert member elected by the BUIRA membership. The role has a term of 3 years and is elected outside of the stewardship cycle. The role is open to re-election only for an additional term. Having served one term, if not seeking re-election individuals shall not be eligible to serve again in the role for a period of 2 years. Having served 2 terms (e.g. including re-election), individuals shall not be eligible to serve again for a period of 5 years.

 

The responsibilities of the Ethics Officer are, as follows:

 

  1. Point of contact for BUIRA members on ethics inquiries
  2. Provides expert advice on ethics matters to BUIRA members
  3. Provides policy and strategy advice to the Ethics Committee
  4. Provides informal counselling and referrals to individuals on ethics matter
  5. Educates individuals about the Code of Practice and the Policy and Procedures for handling claims related to the BUIRA Code of Practice
  6. Receives and processes requests for interpretations of the Code of Practice.
  7. Screens inquiries to assess whether the matter meets criteria for filing a claim. The Ethics Officer makes no judgments on the merit of a claim, but rather explains the process for filing a claim and provides forms and materials.
  8. Notifies the Chair of the Ethics Committee if a claim may be forthcoming
  9. Discusses claims of alleged violations to the Code of Practice with members
  10. Maintains timely communication with individuals involved in a claim about the status of the claim.
  11. Maintains records of ethics inquiries and claims
  12. Maintains historical records of all ethics-claim procedures
  13. Serves as liaison to legal counsel where appropriate
  14. Coordinates appointments of roles to the Ethics Committee
  15. In a case where the Ethics Officer is a party related to the claim, has a relationship with any party in the dispute or is conflicted, he/she shall recuse himself/herself and the Chair of the Ethics Committee Chair shall make an appointment of a different expert member to fill the role. In the event that a violation is proven, the Ethics Officer will be removed from the role with immediate effect and the member appointed by the Chair of the Ethics Committee will serve for the remaining of the tenure of the outgoing Ethics Officer.

 

Application and maintenance of policy and procedure for handling claims related to the BUIRA Code of Practice

 

Application and maintenance of the policy and procedure for handling claims related to the BUIRA Code of Practice are the responsibility of the Ethics Committee and the Ethics Appeals Committee.

 

Ethics Committee

 

The Ethics Committee is an enforcement committee, comprised of two members of the BUIRA Executive Board appointed by the BUIRA President (one of whom will act as Chair of the Ethics Committee), and three elected BUIRA members. All members except the Ethics Office serve for a period of 1 year. The roles are not open for consecutive re-election. Having served, individuals shall not be eligible to serve again in the same role for a period of 2 years.

 

The responsibilities of the Ethics Committee are, as follows:

 

  1. Proposes new ethics-related initiatives
  2. Reviews and recommends changes to the Code and the Policy and Procedures
  3. Reports to BUIRA Executive Board on ethics committee meetings
  4. Prepares summaries of decisions regarding ethical questions for the purpose of educating BUIRA members (Note: Summaries may be anonymised, published and distributed to the membership when the BUIRA Executive believes doing so constitutes an opportunity to educate members).
  5. Explains adjudication procedures; receives and processes claims of alleged violations of the Code of Practice that have passed screening by the Ethics Officer
  6. Compiles an objective, impartial, and factual account of the claim in question, and makes the best possible recommendation for the case. In taking action, the committee shall do so only for just cause and shall only take the degree of disciplinary action that is reasonable. The Ethics Committee engages in this procedures adhering to the guiding principles of predictability, transparency, professionalism, impartiality, democracy, confidentiality, efficiency and education.
  7. In a case where any member of the Ethics Committee is a party related to the claim, has a relationship with any party in the claim or is conflicted, the individual shall recuse themselves from all deliberations and votes and the Ethics Committee Chair shall appoint a replacement so that the Ethics Committee shall fulfil its responsibilities. If this is the case of the Chair of the Ethics Committee, the Chair shall recuse themselves from all deliberations and votes and the President of BUIRA shall appoint a replacement so that the Ethics Committee shall fulfil its responsibilities.

 

Chair of the Ethics Committee

 

The Chair of the Ethics Committee is a single position undertaken of one of the two members of the BUIRA Executive Board appointed by the BUIRA President to be part of the Ethics Committee. The role has a term of 1 year. The role is not open to re-appointment. Having served one term, if not seeking re-election individuals shall not be eligible to serve again in the role for a period of 1 year. Having served twice, individuals shall not be eligible to serve again for a period of 5 years.

 

The responsibilities of the Chair of the Ethics Committee are, as follows:

 

  1. Convenes the Ethics Committee when a claim is received
  2. Presides over all adjudication processes
  3. Issues the final written decision to all parties, including to the Ethics Officer and the BUIRA Executive Board
  4. Confers with the BUIRA Executive Board on behalf of the Ethics Committee where appropriate
  5. Reports to the BUIRA Executive Board on behalf of the Ethics Committee

 

Ethics Appeals Panel

 

In cases where individuals involved in a claim want to appeal the outcome of their claim, this will be dealt with by an Independent panel assembled to hear appeals. The Ethics Appeals Panel will be comprised by a Chair and two members appointed by the President of BUIRA. The panel is assembled to settle appeals on a case-by-case basis. This means that the term begins and ends with each case.

 

The responsibilities of the Ethics Appeals Panel are, as follows:

 

  1. Reviews the claim and recommendation in an objective, impartial, and factual manner
  2. Assesses the fairness of the outcome in view of the facts of the claim.

 

The Ethics Appeal Panel engages in these procedures adhering to the guiding principles of predictability, transparency, professionalism, impartiality, democracy, confidentiality, efficiency and education.

 

Operating Procedures

 

  1. Quorum and voting - The quorum is constituted by all members of the Ethics Committee. Decisions shall be by two-thirds vote of members of the Ethics Committee. Members of the Ethics Committee are not allowed to send representatives to deliberate on their behalf. Votes on claims can be undertaken by post, by e-mail, or by voice (e.g. conference call, skype, etc). In the event that a member of the Ethics Committee has to recuse themselves from a claim, the BUIRA President shall temporarily appoint a replacement.

 

  1. Conflicts of interest - If an individual involved in a claim challenges the composition of the Ethics Committee or the Ethics Appeal Committee, it is the responsibility of the individual to inform the President of BUIRA, in writing, before the decision is made or any appeals process begins. Challenges can be made for the following reasons: alleged bias, prejudice or conflict of interest. Notwithstanding the previous, members of the Ethics Committee or the Ethics Appeal Committee shall be vigilant in assessing their own impartiality, as well as any questionable appearances due to relationships, and shall take appropriate action to eliminate any impression of impropriety.

 

  1. Means for handling claims - Three principal means for handling claims are telephone consultations, e-mail, and written communication. Final decisions must be completed in hardcopy.

 

  1. Confidentiality - At the point of original suspicion or informal query, members are urged to avoid public disclosure of the situation. Once a formal claim is filed with the Ethics Officer, parties involved shall avoid public disclosure and discussion of the claim in order to respect the dignity and right to privacy of all involved. Breach of this requirement may be construed as malicious and may result in dismissal of the claim by the Chair of the Ethics Committee as it, in itself, represents a violation of the Code of Practice. Throughout the process, the Ethics Officer, the Ethics Committee or the Ethics Appeal Committee, and any parties involved are all expected to respect the confidentiality of the process as well as its outcome. Communication to parties outside the process is inappropriate and will be deemed a violation of due process.

 

  1. Use of counsel/legal advisor - Proceedings undertaken by the Ethics Committee or and Ethics Appeals Panel are not legal proceeds and are closed to legal counsel of all parties.

 

  1. Informal protocols and queries - In all cases, BUIRA members are first encouraged to resolve claims directly and informally with the other individual(s) involved. If informal resolution is not possible, the individual making the claim has the option to file a formal claim. The Chair of the Ethics Committee shall also assess whether informal resolution is possible at the point in the process where the response is received and both parties have provided complete information.

 

  1. Amendment - The Policy and Procedures for handling claims of ethical-standards violations may be amended by a vote of the BUIRA Executive Board, following a recommendation by the Ethics Committee, the Ethics Officer and or an Ethics Appeals Panel. All changes (regardless of the nature) must be communicated to NUIRA members through BUIRA outlets (e.g. BUIRA newsletter, website, AGM, etc.).

 

  1. Time limits for the filing of formal claims - Claims regarding research must be filed within 3 years of the alleged incident. Claims regarding personal conduct must be filed within 6 months of the alleged incident. Claims regarding financial or other matters must be filed within 18 months of the alleged incident. The Ethics Officer may accept formal claims outside of the above time frames under exceptional circumstances.

 

  1. Timelines - The Ethics Officer, the chair of the Ethics Committee or the Chair of an Ethics Appeals Panel may, at their discretion, accept documentation submitted late, and may also delay or postpone review of a case for good cause. Additionally, individuals involved in a claim may request that the Ethics Committee delay or postpone its review of a case for good cause if done so in writing. Otherwise all timelines for submission and response must be adhered to for matters to be resolved efficiently and in good faith.

 

  1. Notice of legal action - If individuals involved in a claim know of any legal action (civil or criminal) related to the claim, they are required to notify the Ethics Committee. In the event of any legal action, all activity will be suspended until the conclusion of the legal action. At the conclusion of legal action it is the responsibility of the individual raising a claim to re-initiate the process with BUIRA, if desired, by notifying the Chair of the Ethics Committee.

 

  1. Filing of formal records - Final written reports must be filed formally by the Chair of the Ethics Committee and the outcome must be shared with the Ethics Officer. A copy of the report, with all names or identifying marks removed from the report, may be made available to the Ethics Committee for the purpose of learning and improvement of processes.

 

Processes

 

Screening of Inquiries

 

  1. All inquiries are screened by the Ethics Officer. The Ethics Officer discusses the incident with the individual to assess preliminarily if:
  2. The incident occurred within the domain of a BUIRA activity
  3. The incident is covered under the Ethical Standards of the Code of Practice
  4. The claim is being filed within the specified time limits.

 

  1. If YES to all of the above, the Ethics Officer sends a claim pack to the individual to initiate a formal claim. The pack includes an Ethics Claim Form, a copy of the Code of Practice, and a copy of this policy and procedures document.

 

  1. If NO to any of the above, the Ethics Officer informs the individual that the matter is not subject to BUIRA processes and counsels the individual for educational purposes, if the individual so wishes.

 

  1. The Ethics Officer notifies the Chair of the Ethics Committee that a claim may be forthcoming.

 

  1. Alleged violations of the General and Professional Principles of the Code of Practice, that are non-enforceable aspirations, will not be considered.

 

Eligibility to File Claims

 

  1. After initial screening by the Ethics Officer, the Ethics Committee will receive claims that BUIRA members have violated one or more sections of the Ethical

Standards of the Code of Practice from the following individuals:

  1. Any member who has reason to believe that a BUIRA member has violated the Ethical Standards of the BUIRA Code of Practice
  2. The Chair of the Ethics Committee on behalf of the BUIRA membership, when the Chair has reason to believe, through information received by the Committee, that BUIRA members have violated the BUIRA Code of Practice
  3. Non-members (e.g. collaborators, professional contacts, service providers, etc.) under specific circumstances having to do with their involvement in BUIRA activities.

 

  1. If possible, individuals should attempt to resolve claims directly with other members before filing ethical claims.

 

Filing of Formal Claims

 

  1. All formal claims are received by the Chair of the Ethics Committee.

 

  1. Only written claims will be considered. Oral and anonymous claims are not permitted.

 

  1. Claims must be filed within the specified time limits. Individuals eligible to file claims must:
  2. Complete and sign an Ethics Claim Form that includes the name of the individual making the claim, name of the member involved in an alleged violation, details of the alleged violation and names and contact information for any other individuals who have knowledge of the facts involving or related to the claim. The form must be signed by the individual making the claim in order for the claim to be examined.
  3. Include a brief supporting statement with evidence of how the member violated the referenced ethical standards. The burden of proof is on the person making the claim.
  4. Supply any pertinent supporting documents.

 

  1. If a claim has been filed by a BUIRA member against a non-member, the non-member will be asked if they wish to participate in the process. If no, the Ethics Committee, based on the claim received from a member, will investigate the matter and take action commensurate with the degree of involvement of the non-member with BUIRA. If yes, the process will go forward as it would for a member.

 

Preliminary screening of formal claim by Ethics Officer

  1. The Ethics Officer receives and screens the claim to assess preliminarily if:
  2. The Claim Form is signed and filled out completely, accurately, and is accompanied by supporting materials.
  3. The claim is covered under the Ethical Standards of the Code of Practice and may be a violation of a specific Standard that is referenced on the Claim Form
  4. The claim has been filed within the specified time limits.

 

  1. If YES to all of the above, the Ethics Officer notifies the Chair of the Ethics Committee and sends a copy of the Claim Form and supporting documentation.

 

  1. If NO to any of the above, the Ethics Officer contacts the individual to:
  2. Inform them that the forms and materials are not in conformance with the requirements and must be resubmitted for consideration
  3. Inform them that the claim is not subject to adjudication by the Ethics Committee, or
  4. Provide counselling for educational purposes, if the individual so wishes.

 

Preliminary screening of formal claim by the Chair of the Ethics Committee

 

  1. The Chair of the Ethics Committee receives the screened claim and any supporting documentation from the Ethics Officer.

 

  1. The Chair of the Ethics Committee screens the claim to determine preliminarily if:
  2. The claim is a matter of education or a matter of potential violation
  3. The claim, if proven, has sufficient grounds to warrant a violation of the Ethical Standards in the Code of Practice
  4. The claim is not trivial
  5. There is sufficient evidence to proceed

 

  1. The Chair of the Ethics Committee verifies the specific standard that has been violated and any additional subsets of the Ethical Standards if not included on the Ethics Claim Form.

 

  1. After initial screening by the Chair of the Ethics Committee, if the claim exhibits sufficient grounds to warrant a violation, the Chair sends a formal notice of claim to the individual involved in the alleged violation and notifies the Ethics Committee that a claim will be processed

 

  1. If the claim does not show sufficient ground s to warrant a violation, the Chair of the Ethics Committee notifies the individual making the claim that the matter is dismissed. The Chair of the Ethics Committee places the claim and dismissal action on file and asks the Ethics Officer to record this.

 

Notice of claim, informal resolution, and investigation

 

  1. Every formal claim not dismissed or deferred by the Chair of the Ethics Committee is promptly communicated to the individual involved in the alleged violation. This individual must be referred to as “Respondent” in all documentation.

 

  1. The Chair of the Ethics Committee sends the Respondent a copy of the formal claim via tracked post (signed-for) alongside a copy of this policy and procedures document, the Code of Practice and any evidence/documents submitted in support of the claim.

 

  1. The Respondent has 30 days from the date of receipt of the claim to respond to the Chair of the Ethics Committee. The Respondent is asked to provide a written response addressing the section(s) of the Ethical Standard(s) of the BUIRA Code of Practice they have allegedly violated and may also submit any evidence and documents they wish to be considered by the Ethics Committee in reviewing the claim.

 

  1. If a Respondent fails to respond to the claim within the time allowed or does not respond to the inquiry in a suitable manner, the Chair of the Ethics Committee can forward the matter directly to the Ethics Committee to decide the matter without participation by the Respondent.

 

  1. Once the Chair of the Ethics Committee receives the response, a copy is shared with the individual making the complaint (“The Complainant”). For transparency of the process, the parties involved and the Ethics Committee members will become known to each other. The parties may be asked by the Ethics Committee to provide additional information in writing that also will be shared.

 

  1. The Chair of the Ethics Committee will ask the Complainant and Respondent if they would like to resolve the matter informally before the process of reviewing and decision begins. If not, the case moves forward. If the Complainant and Respondent both agree to discontinue the claim process, the Ethics Committee Chair will accept the withdrawal and consider the case dismissed.

 

  1. If the case moves forward, the Chair of the Ethics Committee convenes the Ethics Committee to start the formal process. If a member of the committee is unavailable, the BUIRA President shall appoint a replacement to participate in the process to its completion.

 

  1. The Ethics Committee receives from the Chair the signed Claim Form and supporting documentation, and the signed response from the Respondent and supporting documentation.

 

  1. Within a timescale of 60 days, the Ethics Committee will dismiss, defer, or deliberate the case; request or allow additional information from either or both parties to be presented; and render a final written decision.

 

  1. If the case is dismissed or deferred, the Complainant and Respondent are notified in writing of the reasons for dismissal or deferral. A claim can be dismissed by the Ethics Committee if the Respondent agrees to the fact that ethical negligence occurred and is willing to immediately take corrective action deemed sufficient by the Ethics Committee

.

Final decision

 

  1. The Ethics Committee renders a final, written decision within 60 days from the start of the review process that is initiated when the Chair of the Ethics Committee forwards the claim, response, and all documents to the full committee.

 

  1. The written decision includes findings of fact and conclusions as to whether a violation occurred as alleged in the claim, along with the ruling and/or sanctions. If no violation was proven, the Ethics Committee report recommends dismissal of the claim. The Chair of the Ethics Committee notifies both the Respondent and Complainant regarding the outcome of the claim and notice of final decision. The Chair then forwards a copy of the report both to the Complainant and Respondent. All final-decision reports are filed with the Chair of the Ethics Committee.

 

  1. If the Ethics Committee dismisses the claim, the dismissal is noted in the final decision.

 

  1. If the Ethics Committee renders a decision of violation of an Ethical Standard, the Ethics Committee may impose corrective action with or without sanctions. Corrective action can include educational requirements or other actions as may be necessary to remedy a violation or protect the interests of BUIRA.

 

  1. Possible sanctions may include, but are not limited to:
  2. Private reprimand: For ethics violations not likely to cause harm to another person or to the profession.
  3. Public reprimand: For ethics violations that have been distributed or made visible to the public. The ethics violation is not likely to cause harm to another person but may harm the profession. Any public reprimand should take care not to undermine an individual’s dignity and focus on reiterating BUIRA’s position to promoting and upholding the highest standards of ethical conduct.
  4. Denial of BUIRA privileges: For violations likely to cause harm to individuals and/or the profession it may be deemed appropriate to, for example, ban an individual from attending a BUIRA event.
  5. Termination of membership: For violations likely to cause substantial harm to another person or to the profession or those that are of sufficient gravity to warrant such action.

 

  1. Reinstatement: Persons whose membership has been terminated may apply for reinstatement after three years of notice of the final decision. Reinstatement requires a 2/3 vote of the Ethics Committee.

 

  1. The penalties for failing to fulfil either corrective actions or sanctions in a satisfactory manner may result in automatic suspension of membership until the requirement(s) is met

 

  1. A copy of the Ethics Committee report, with all names or identifying marks removed from the report, may be made available to the members of the BUIRA Executive for the purpose of learning and improvement of processes.

 

Notices of decisions

 

The decisions and decisions both of the Chair of the Ethics Committee (in the case of deferrals and dismissals) and of the Ethics Committee (in the case of dismissals and decisions of ethical violations), are subject to notice in the Ethics Committee report.

 

Notice of Appeal

 

  1. If a Respondent or Complainant wants to contest the decision of the Ethics Committee, an appeal may be initiated within 30 days of the dated decision letter. The individual, known as the “Appellant,” must contact the Ethics Officer to request an appeal. The Ethics Officer screens the request for Appeal and sends an Appeals Form to the Appellant. The Appellant submits a complete and signed Appeals Form, along with a supporting statement to the Ethics Officer. Only written appeals will be considered.

 

  1. Appeals to the Ethics Officer are only permitted on the basis of decisions and/or sanctions. Appeals are not allowed for dismissals or on matters of due process by the Ethics Committee.

 

  1. The filing of an appeal automatically stays the implementation of the final decision by the Ethics Committee until the appeal is resolved.

 

  1. Once the Ethics Officer receives the completed Ethics Appeal Form with supporting documentation, the Ethics Officer has to confer with the BUIRA President to determine if the Ethics Appeal Panel should be formed.

 

  1. If NO, the appeal is dismissed.

 

  1. If YES, the BUIRA President will assemble an independent Ethics Appeal Panel comprised of three BUIRA members with no ties to the prior process or to the Complainant or Respondent. This panel will follow the same process as the Ethics Committee, as outlined above. The Ethics Appeal Panel will use the prior documentation, including the notice of decision, to inform its process. The appealing party can submit additional documentation if necessary. The appeals process must conclude within 60 days, with a written decision and report.

 

  1. The decision by the Ethics Appeal Panel is final, and limited to upholding the decision; upholding the decision but altering sanctions; or reversing the decision.

 

Filing of decided cases

 

A completed file containing all forms and supporting documents is forwarded to the Ethics Officer by the Chair of the Ethics Committee or the Chair of the Ethics Appeal Committee for confidential and encrypted storage at the close of a case. Any records will be kept and maintained in accordance with GDPR legislation.

 

 

31st October 2019

University of Birmingham Lecturer/Senior Lecturer - Work and Organisations

We have a vacancy for a Lecturer/Senior Lecturer in the Organisation, Work and Employment group in Birmingham Business School, University of Birmingham. Applications in the area of HRM/Employment Relations welcomed. Deadline is 1/12/19

https://www.jobs.ac.uk/job/BWC153/lecturer-senior-lecturer-in-work-and-organisation-teaching-and-research-38029

31st October 2019

CENTRAL LONDON BUIRA SEMINAR

A Just Transition? trade unions and climate change

Dr Béla Galgóczi (European Trade Union Institute) Two faces of a Just Transition: challenges for trade unions in addressing climate change’

Alana Dave (International Transport Federation) Towards a social model of public transport – ITF global strategy and policy

Friday 29 November 2019, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room tbc

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

This regular monthly seminar is focused on the urgent question of climate change and how this is and can be addressed by trade unions.

Béla Galgóczi has been working as senior research officer at the European Trade Union Institute (ETUI), Brussels since April 2003. His main research fields over the years have been capital and labour mobility in the EU, third country migration and income convergence. His current research focus is a just transition towards a carbon neutral economy, focussing on fair labour market transitions in carbon intensive sectors and regions. Béla will speak about the two faces of a just transition towards a net-zero carbon economy, drawing lessons from two carbon-intensive sectors, coal-based energy generation and the automobile industry, and regarding just transition not as an abstract concept but a real practice in real workplaces. While decarbonisation itself is a common objective, concrete transitions take place in work environments that are, farther on, determined by the capital-labour relationship with conflicts of interest during the transition. This is where the role of trade unions and social dialogue is key. The cases presented will demonstrate major differences between the two sectors in both the nature and the magnitude of the challenge, as well as in the applied practices and the role of actors.

Béla has a degree in electronical engineering (Budapest Technical University), in sociology (University of Sciences Budapest) with post-graduate studies in political science (University of Amsterdam) and a Ph.D. in economics (Hungarian Academy of Sciences).

 

Alana Dave is Urban Transport Director at the International Transport Workers Federation (ITF), based in London. Alana leads the International Transport Workers’ Federation (ITF) global programme on public transport, which includes a number of strategic projects on labour impacts and workers issues. She is responsible for the development of a trade union public transport policy to further decent work, social and climate justice and gender equality and represents the ITF in external relationships with political decision makers and public transport employers. Alana will present the ITF’s Our Public Transport programme and how it links current issues in the sector with a long-term vision of a pro-public democratic model of public transport. Alan was the education officer of the ITF from 2002 and has a long history in trade union education. She was previously the director of International Labour Research and Information Group in South Africa and projects officer of the International Federation of Workers’ Education Associations, for which she has been an executive board member since 2012.

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke,  clarkel@wmin.ac.uk or 020350 66528 and if you would like to attend subsequent London BUIRA seminars including:

 

31st January 2020Digitalisation, employment and industrial relations, with Prof Birgit Mahnkopf (Berlin School of Economics and Law) on The future of work in the era of ´digital capitalism´: Promises of digitalization and its impact on employment, workers and industrial relations, and Dr Kim Moody on The ‘logistics revolution’ of the 21st century as a material aspect of digital capitalism

Room C281

27th March 2020, Higher education, marketisation, RF/TEF and employment relations, with Prof Dorothy Bishop (University of Oxford) on REF and TEF: are they useful?" and Dr Olga Kuznetsova (Manchester Metropolitan University’ on Employee relations in marketizing universities

Room: C385

16th October 2019

MLERS: ‘Beyond ideology: comparing confrontational union responses to restructuring in France‘

We’re very excited that the November meeting of the ‘Midlands Labour Employment Relations Society’ (MLERS) will be taking place on Tuesday 12th November 2019 18:00 – 20:00 (talk starts at 18:30) at the Birmingham & Midlands Institute (5 min walk form New Street Station).

Please register for free here: https://www.eventbrite.co.uk/e/november-midlands-labour-employment-relations-society-meeting-tickets-77030102109

Beyond ideology: comparing confrontational union responses to restructuring in France 

Ruth Reaney, London School of Economics, Genevieve Coderre-LaPalme, University of Birmingham 

For several decades, workplace restructuring has been a central feature of a shift towards market-driven employment relations in both the public and private sectors in France (Beaujolin-Bellet and Schmidt 2012). Within this challenging environment, local unions have responded to workplace restructuring in various ways. Whilst ‘cooperative’ strategies such as concession bargaining and the negotiation of social plans are common responses to this type of restructuring, some unions have employed more ‘confrontational’ strategies such as political mobilisation to prompt negotiations about alternative plans (Pulignano and Stewart 2013; Marginson and Meardi 2009; Foster and Scott 1998; Jalette and Hebdon 2012; Greer et al 2013). Under what conditions do unions adopt a confrontational approach? While external circumstances (Frege and Kelly 2003; Jalette and Hebdon 2012; Martinez-Lucio and Stuart 2005) and power resources (Levesque and Murray 2005; Murray et al 2010) help shape the opportunities and threats which unions see in their environment, internal ideology and identity are also considered to be key factors in shaping and sustaining union strategy (Bacon and Blyton 2004; Levesque and Murray 2010; Hodder and Edwards 2015; Hyman 2001). 

In examining local unions’ choices to engage confrontational responses to restructuring, this paper compares case studies of ‘critical restructuring incidents’ in two of the country’s most unionised sectors, public healthcare and automobile manufacturing. In doing so, it extends understanding of unions’ tactical choices in responding to restructuring, thereby offering insight into the extent to which internal and external factors shape trade union strategic choice.

Findings from the study indicate that inter- and intra-union variation in strategy across and within cases is explained by the interplay which occurs between ideology and resources. Whereas some unions in the cases had confrontational responses because this forms part of their usual repertoire of action and general union identity, others opted for a confrontational response to ensure their access to resource in the future. Unions which are generally considered in the literature to be “non-militant” engaged in confrontational action in instances where it was deemed the best way to protect their legitimacy and power within the organisation and in the eyes of employees. Patterns within the case findings therefore suggest that unions’ responses to restructuring, although ostensibly similar, are motivated by various external and internal factors, demonstrating that union strategic choice is neither determined by external factors nor professed union ideology. Thus, restructuring poses strategic dilemmas for unions, forcing them to navigate the process by balancing union identity with membership and workforce preferences.

Ruth Reaney is an LSE Fellow in the Department of Management with research interests in work and employment. Her current research concerns trade union response to decreasing institutional security, with specific focus on the French labour movement.

Genevieve Coderre-LaPalme is a Lecturer in Employment Relations at Birmingham Business School. Her research so far has focused on comparative industrial relations, in particular trade union strategies towards restructuring. She is also developing research around employment, stratification and disability. 

Details on how to join MLERS and future meetings can be found on our website

16th October 2019

Time's Willy Brown obituary

Professor William Brown obituary

Academic whose work on industrial relations led to the minimum wage and who took Arthur Scargill, the miners’ leader, to task

The drive for a national minimum wage in Britain owed much to Willy Brown’s childhood ability to talk his way out of trouble. Brown, who according to his brother Henry was “a social chameleon”, came from an academic family and in time turned his negotiating skills into an economics professorship that focused on how wages should be set.

The minimum wage first hit the statute book in 1604 when James I passed an Act Fixing a Minimum Wage for textile workers. It was scrapped in the 19th century, but Tony Blair seized on the idea when he became prime minister in 1997. He created the Low Pay Commission (LPC), of which Brown was a founder member.

In the 1960s Brown had worked for the Wilson government’s Prices and Incomes Board, an early attempt to regulate the economy. After being appointed to the University of Warwick he put a strong emphasis on case-study research, but found that policymakers were not much impressed with case studies because they thought there was only limited scope to generalise from them into political solutions. So he started the Workplace Employment Relations Study, a regular exercise that he eventually persuaded the government to fund and which continued until only a few years ago.

Brown used his survey techniques to research the effects of raising the minimum wage on employment, prices, inflation, exports and imports. “It was Willy who laid down the modus operandi of the LPC,” Sir George Bain, its first chairman, said, “treating the national minimum wage as an empirical rather than theoretical question.”

The balding and bespectacled Brown rejected theoretical economics in favour of a more practical approach. It may also have better suited his sociable temperament, which inclined him to linger over a pint or three in the pub after work. New acquaintances were often taken off guard when his soft tone of voice gave way to a sudden, loud laugh that lit up his crinkly eyes.

Yet he did not suffer fools. It was at one of the university’s regular management-union seminars in 1984, when Arthur Scargill, the leader of the National Union of Mineworkers, was in the throes of the miners’ strike, that Brown bared his intellectual teeth.

Bain, then the chairman of Warwick Business School, said: “I remember Willy cross-examining Scargill in a forensic way, exposing how shallow his tactics were. He thought he was just a fraud and a sham, leading the miners to disaster.” Brown, a Labour Party member since the 1950s, would have been naturally sympathetic to a well-argued union case. “He got along well with most people, including union leaders,” Bain said. “But he didn’t bother to get along with shits.”

William Arthur Brown was born in Oxford in 1945 to Joan (née Taylor) and Arthur Brown (obituary, April 9, 2003), an economist and fellow of All Souls College, Oxford, who soon after his son’s birth was appointed pro-vice chancellor at the University of Leeds.

The family had a large house in an acre of garden, much of it woodland, on the edge of the Meanwood valley north of Leeds. William (known as Willy) wrote: “The garden gave us considerable freedom from parental supervision. We were free to climb trees and dig dens — and later learn more constructive skills such as use of axes, bow saws and scythes. As they grew older, our parents beat a careful strategic retreat with the garden, allowing it to become ever more jungle-like.”

There was no television in the house, but the sound of The Goon Show and the American humourist Tom Lehrer floating out of the radio was acceptable. The family had an extensive family library, with Chambers’s Encyclopaedia to answer impossible questions from small boys. Holidays started on the Settle-to-Carlisle railway line, followed by two weeks in a hotel near Loweswater in the northwest Lake District near Crummock Water. However, Willy was pitchforked into adult reality aged 14 when his eldest brother, John, died in a climbing accident in the Swiss Alps.

“Willy was the brightest of us boys,” Henry said. “He could certainly think on his feet, and he had a real sense of mischief.” A scholarship boy, he breezed through Leeds Grammar School on his way to Wadham College, Oxford. There he read PPE and fell under the influence of Hugh Clegg, who taught Brown about real ale and took him to the National Board for Prices and Incomes. In 1968 Brown moved to the University of Warwick and then, in 1985, to Wolfson College, Cambridge, where he was the Montague Burton professor of industrial relations for 27 years. He was appointed to the Advisory, Conciliation and Arbitration Service (Acas) in 1998.

Yet even the knottiest problems Brown had to disentangle at Acas paled into insignificance compared with the potential pitfalls he faced at home: Brown had two pairs of stepdaughters with the same names.

He first married Kim, who had daughters Rachel and Sarah from her marriage to his friend Nick Hewitt at the University of Warwick. After his ten-year marriage to Kim ended in 2003 (it was not formally dissolved until ten years later) he partnered with Jackie Scott and they were married in 2017. She was a colleague at Cambridge, where she was head of the Faculty of Social and Political Sciences and is now retired. She had two daughters, also called Rachel and Sarah. “It was a bit tricky, but he always said he wanted four daughters,” Jackie said.

Rachel Hewitt is a writer who lectures in creative writing at the University of Newcastle. Her sister Sarah was until recently a housing officer in Lewes, East Sussex. Jackie’s daughter Sarah Goodwin was a financial officer for the National Trust. Rachel Scott has worked in non- government organisations helping refugees and asylum seekers in Canada and the UK.

From 2000 Brown was master of Darwin College, Cambridge, for 12 years, but he maintained his links with Yorkshire. Henry said: “Willy and I, and many family and friends, shared a strong attachment to a remote family cottage in Middlesmoor on a steep green hillside, anchored by a stocky church and a tall stand of sycamores, in the Yorkshire Dales.” The brothers laboured to renovate the cottage in the 1970s, turning it into a spiritual home and base for energetic moorland walks, in Willy’s case punctuated by reciting huge chunks of Wordsworth and Shakespeare from memory, with a varied stock of ribald verses and limericks that often ignited that explosive laugh.

In retirement Brown and Jackie moved to Hinxton in Cambridgeshire, where he would be entranced by the Red Arrows circling the Hinxton church spire before flying over the Duxford air show, with Lancasters, Spitfires and other aircraft that had been part of his childhood. He entered local politics, using his arbitration skills to take the rough edges off commercial property development plans.

While busy with a large garden, Brown still had time for writing. As well as dozens of academic papers, he wrote several significant books on the modern workplace and the changing face of industrial relations. To those he added, two years ago, The Emerging Industrial Relations of China.

“I can see a parallel in the intellectual stance of our father,” Henry said. “Sceptical of theories and models, and happy to struggle with awkward data to make sense of the world. They were both determined that policy based on that understanding can make the world a better place.”

William Brown, CBE, professor of industrial relations, was born on April 22, 1945. He died of acute aortic dissection on August 1, 2019, aged 74

16th October 2019

Abstract Deadline Extended: Disrupting technology: contextualising continuity and change in technology, work and employment

Disrupting technology: contextualising continuity and change in technology, work and employment
16-17th January, Centre for Employment Relations Innovation and Change, University of Leeds
Recent scholarship on the relationship between technology and work has often tended to accentuate new technologies’ supposed transformative effects. Conferences on work and employment often feature streams dedicated solely to new technologies – such as platforms or AI – segregated from other streams where technology is mentioned very little. This both narrows our understandings of what constitutes ‘technology’ and contributes to the renewed growth of technological determinism, both in its utopian or dystopian variants- from Fully Automated Luxury Communism” on one hand to a nightmare of total surveillance on the other. Such debates are often speculative and can serve to obscure how actually existing employment relations are being shaped by new technologies.
 
The Centre for Employment Relations, Innovation and Change (CERIC) at Leeds University Business School is pleased to announce a call for papers for a two day event in January 2020 relating to these questions.
 
This workshop calls for more careful, empirically grounded, theorisations of technology, its novelty and its impact on work and employment relations. We ask that contributions recognise the influence of conflicted interests and actions by managers, workers, the state and other social actors on the patterns, processes and outcomes of technological innovation. By devoting more attention to contextualising and historicising the relationship between technology and work, we ask contributors to develop more critical accounts of the extent of transformation and disruption, vis-à-vis entrenchment or continuity of existing social relations and employment relationships. Beyond the technology itself, what is genuinely novel and transformative about automation, AI or ‘platformisation’, which more mundane technologies might we be missing from the analysis?
 
We welcome contributions of themes including:
  • The state, regulation and new technology
  • Historical research on the introduction of new technologies of work
  • Management, resistance, organization, and technology
  • Occupations, skills, professions, and technology
  • Inequalities (race, gender, (dis)ability) and technology
  • Methods for studying work and technology – towards a research agenda
 
Submission details
Registration will be £100 for full academic staff and £50 for PhD students, with an optional £25 for the conference meal.
Please submit abstracts to c.r.umney@leeds.ac.uk or i.bessa@leeds.ac.uk with a deadline of 31st October. Registration links will be available from October

16th October 2019

'Handbook of the Politics of Labour, Work and Employment' (ed. Gregor Gall) now published by Edward Elgar

 

16th October 2019

Book Series “Trade Unionism: Changing Contexts And Shifting Paradigms”

Book Series “Trade Unionism: Changing Contexts And Shifting Paradigms”  Series Editors:  Andy Hodder and Miguel Martinez Lucio

Proposals are invited for books and research monographs in the area of trade unionism. The series focuses on trade unions in terms of a range of relevant changes and developments internally and in relation to the social, economic and political environment. The series is an attempt to provide a space, not just for established academics, but for emerging commentators and researchers.

The aim of the series is to present a series of interventions that are thorough and well-grounded in terms of their analysis but that are also innovative and provocative in terms of their impact on debates and reflections on worker organisation and representation. We aim is to provide a more innovative space and variety of voices engaging with regards to the debate on and within trade unionism. To this extent, we also welcome books that involve discussants, roundtables and conference presentations and not just standard monographs and edited collections, although these latter forms will constitute the core of the series. All texts in the series will publish in paperback after 18 months of hardback sale.

 Further information: https://books.emeraldinsight.com/page/series-detail/trade-unionism-changing-contexts-and-shifting-paradigms/

16th October 2019

Moving forward in 2020, Unions 21 and bridging the gap with academics

‘Moving forward in 2020, Unions 21 wants to be more effective at bridging the gap between the academic and union community, enabling the sharing of best practices, learning and projects.

 
We are keen to know what BUIRA members and colleagues are working on, what they’ve found out and to work with us to think about how we can make sure that it gets impact amongst practitioners through blogs, publications, videos, events etc.
 
These are the areas relating to unions that we’re interested in:
 
Leadership: including what leadership is, how we can build it, strategy etc.
Organisation: development in organisation, tech, structures in unions, legal developments relating to employment. 
 
Happy to speak to colleagues if they’re interested in learning more!
 
Best wishes
Becky
Becky Wright, Executive Director
Unions 21
75-77 St Johns St, London EC1M 4NN
Tw: @beckyunions21

16th October 2019

New and emerging forms of worker collectivism: Resisting the rise of employers’ precarious work in the ‘gig economy’ Saturday, 26 October 11:00 – 2:00pm Djam Lecture Theatre, SOAS, London

New and emerging forms of worker collectivism: Resisting the rise of employers’ precarious work in the ‘gig economy’ Saturday, 26 October 11:00 – 2:00pm Djam Lecture Theatre, SOAS, London 
 
Rather belatedly, new and existing forms of worker collectivism (such as unions) in countries like Britain and the United States are finally getting to grips with the rise of various forms of precarious work in the ‘gig economy’, whether high tech or low tech. This symposium – which will later be published in Capital & Class – showcases some of the most insightful and penetrating new research into how unions and workers are finally getting to grips with starting to successfully resist employer unilateralism. The most important question then posed by these pieces of research is: how can the successes be scaled up so that the challenge to employers is widespread and effective rather than just a straw in the wind. There will be plenty of time for questions and answers to address this issue and many others in the symposium. 
 
Gregor Gall (University of Leeds): Introduction to symposium 
Alex Wood (University of Birmingham): ‘Beyond mobilising at McDonald’s: The lessons of the ‘OUR Walmart’ campaign’ 
Eleanor Kirk (University of Glasgow): ‘Contesting ‘bogus self-employment’ via legal mobilisation: the case of the foster care workers’ campaign’ 
Joe Kearsey (University of Nottingham): ‘Control, camaraderie and resistance: Precarious work and organisation in the hospitality industry’
 Simon Joyce (University of Leeds): ‘Rediscovering the cash nexus, again: subsumption and the labour–capital relation in platform work’ 
 
All are welcome to this free event but please register at https://www.eventbrite.co.uk/e/new-emerging-worker-collectivism-resistance-to-the-gig-economy-tickets-74431656087

8th October 2019

Essex Business School Lecturer in HRM (specialising in employee relations and employment law).

This is an exciting opportunity to join the Organisation Studies and Human Resource Management Group at Essex Business School. If successful, you will be part of a team of over 15 research active colleagues with a global reputation for their work in critical organisation studies, HRM, and equality and diversity.

We are keen to appoint a talented scholar with experience in the field of Human Resource Management and, ideally, with the ability to contribute to the teaching of Employment Law. We would, therefore, especially welcome applications from those with expertise in:

* UK and international employment law
* Employee relations

The offer is competitive, and includes a generous relocation allowance, the possibility of paid research leave, and research funds.

https://vacancies.essex.ac.uk/tlive_webrecruitment/wrd/run/ETREC107GF.open?VACANCY_ID=909752L0jj&WVID=9918109NEm&LANG=USA

 

8th October 2019

Durham looking to hire a Full Professor and an Assistant Professor in HRM (including industrial relations).

Durham University Business School is looking to hire a Full Professor and an Assistant Professor in HRM (including industrial relations).

For further information regarding the job as Professor in HRM please see the attachment or the following link:

https://www.dur.ac.uk/jobs/recruitment/vacancies/mgmt19-02/

For further information regarding the job as Assistant Professor in HRM please see the attachment or the following link:

https://www.dur.ac.uk/jobs/recruitment/vacancies/dubs18-2/

I would be very grateful if you could draw this to the attention of potential applicants. If you would like further information, please let me know.

Best wishes

Jo McBride

3rd October 2019

BUIRA History of Industrial Relations Study Group

BUIRA History of Industrial Relations Study Group

 Labour Unrest pre-First World War: Germany and the UK Compared

Tuesday 12 November 2019

3.30pm for 4.00-6.00m (Tea/ coffee from 3.30)

Room L195, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

Programme:

3.30-3.50pm: Tea/ coffee/ refreshments

3.50-4.00: Welcome: Michael Gold and Linda Clarke (Chairs)

 

4.00-4.30: Ralph Darlington

Pre-First World War Labour Unrest and Women’s Suffrage Revolt: Never the Twain Shall Meet?

During the years immediately preceding the First World War, Britain experienced social unrest on a scale beyond anything since the first half of the 19th century. Both the women’s suffrage revolt for the vote (embracing suffragettes and suffragists) and the unprecedented labour unrest of 1910-14 (involving strikes in pursuit of higher wages, better working conditions and trade union recognition) utilised dramatic extra-parliamentary ‘direct action’ forms of militant struggle from below that represented a formidable challenge to the social and political order of Edwardian Britain. This presentation re-examines the historical record to deploy both new and previously unutilised evidence to provide a detailed assessment of the interconnections between the women’s and labour movements in this defining period of British history.

 

4.30-5.00: Joern Janssen

1910 Eight-week Lockout in the German Construction Industry: a Victory of Labour against Private Property

This presentation analyses the greatest industrial confrontation in German history, which ran from 15 April to 20 June 1910 and ended with the virtually complete defeat of the construction employers’ federation on 16 June 1910 through the verdict of a tripartite court of arbitration. It consolidated a new stage in labour-property relations and the role of labour in the development of anonymous capital. This industrial dispute was about a national framework agreement on collective employment relations and bargaining. It transformed employee organisation and divided the employers’ organisation, benefiting, on the one hand, the central sectoral industrial labour unions to the detriment of trade organisations and, on the other, the anonymous corporations to the detriment of personal ownership of industrial enterprise.

5.00-5.30: General discussion

5.30pm: Close (followed by drinks until 6.00pm)

The speakers:

Ralph Darlington is Emeritus Professor of Employment Relations at the University of Salford. He is the author of The Dynamics of Workplace Unionism (Mansell 1994) and Radical Unionism: The Rise and Fall of Revolutionary Syndicalism (Haymarket 2013), co-author of Glorious Summer: Class Struggle in Britain 1972 (Bookmarks 2001), and is currently researching for a book to be published by Pluto Press on The Labour Unrest 1910-1914.

Joern Janssen, born in Düsseldorf in Germany, studied architecture in the 1950s and worked as an architect from 1960 to 1970. He was awarded his PhD in political sciences (rer. pol.) in 1973 and became a Professor in construction economics at the Fachhochschule Dortmund from 1972 to 1997. He was a Visiting Professor at the University of Westminster 1997-2001, and since 1997 has been researching the history of labour-property relations.

3rd October 2019

MANCHESTER INDUSTRIAL RELATIONS SOCIETY PROGRAMME OF MEETINGS 2019-20

Thursday October 17 2019 6pm

Arthur Priest Memorial Lecture/ Joint Meeting with the CIPD

Reducing the Disability Employment Gap in Britain

Professor Kim Hoque

Professor of HRM, University of Warwick

Thursday 14 November 2019, 6pm

Independent Trade Unions: Organising Precarious Workers and Winning

Henry Chango Lopez

President, Independent Workers Union of Great Britain

Discussant: Dr Gabriella Alberti, University of Leeds

Thursday 5 December 2019, 6pm

Work, Technology and What Counts: Surveillance and Monitoring and Worker Responses

Dr Phoebe Moore

Associate Professor, Political Economy & Technology, University of Leicester School of Business and Guest Research Fellow, WZB Weizenbaum Institute for the Networked Society

Thursday 13 February 2020, 6pm

Joint meeting with the Industrial Law Society

Individual Labour and Equality Rights at Work Through the Lens of Bullying and Harassment

Professor Lizzie Barmes

Professor of Labour Law, Queen Mary University

Thursday 19 March 2020, 6pm

Employment Relations in the Informal Economy?

The Spatial Dynamics That Shape the Presence of Hand Car Washes

Ian Clark (Professor of HRM), James Hunter (Principal Lecturer in Public Policy), Richard Pickford (Knowledge Exchange and

Impact Officer), and Huw Fearnall-Williams (Lecturer in HRM and OB) Nottingham Trent University

Thursday 14 May 2020, 6pm

Shirley Lerner Memorial Lecture

Union Organising and Power:

Is This The Missing Link in Union Revitalisation?

Professor Jane Holgate

Professor of Work and Employment Relations, University of Leeds

All meetings take place at the Ground Floor, Manchester Metropolitan University Business School, All Saints Campus, Oxford Road, Manchester M15 6BH (near Oxford Road railway station)

26th September 2019

Theories ion HRM and Employment Relations

The following book on Theories ion HRM and Employment Relations may be of interest.

1) https://www.e-elgar.com/shop/elgar-introduction-to-theories-of-human-resources-and-employment-relations

2) https://www.elgaronline.com/view/edcoll/9781786439000/9781786439000.xml

26th September 2019

Equal Pay @50: Making equal and fair pay a reality

 May 2020 will mark 50 years of the UK’s Equal Pay Act. Forty-five years ago the European Community enacted the Equal Pay Directive which enshrined the principle of equal value and 100 years ago the International Labour Organization (ILO) first stated the principle of equal remuneration for women and men. Yet the gender pay gap has been resilient in the UK and the gap between those who run organisations and the average pay of their workers has got increasingly wider.

While we now understand a range of explanations for unfair pay, including gender and ethnic segregation; human capital; workplace practices and processes; the limitations of the law and of course discrimination, many of these explanations remain as relevant today as they were 50 years ago. It is still the case that these reasons are as relevant today as 50 years ago and that they continue to fundamentally challenge genuine and sustained reform.

This event will engage with these and other issues relevant to making equal and fair pay a reality (see programme below). Speakers and contributors from academia, law, business, unions and equality organisations will provide insight into the context of unequal pay, strategies that have been successful and strategies that have failed, and the barriers navigated to progress equal pay. It will also provide the opportunity to share ideas on how change might take place in multiple arenas in order to affect fair and equal pay and built a strategic way forward. It will also be an opportunity to share and transfer ideas across sectors and contexts.

Equal Pay @50: Making equal and fair pay a reality

DLA Piper UK LLP | Princes Exchange | Princes Square | Leeds LS1 4BY | United Kingdom

Monday, 9 December 2019 from 10:00 to 16:00 (GMT)

Register here if you want to attend- https://www.eventbrite.co.uk/e/equal-pay-50-making-equal-and-fair-pay-a-reality-registration-72058558087

Who should attend?

Academics, diversity specialists, lawyers, policy makers, employers, trade unions, consultants, shareholders, third sector groups working on gender and intersectional pay gaps, living wage and students interested in reward in their careers.

The diversity of participant roles will ensure that this is a lively, interactive event committed to moving forward with respect to pay equality and provide an ideal opportunity for delegates to network and work together for change.

Organised by the Centre for Employment Relations Innovation and Change at the University of Leeds Business School and in partnership with The Equality Trust and sponsored by DLA Piper, Global Law firm.


Programme

10:00 Registration

10:30 Session 1: Welcome and opening session: Equal Pay @50: Making equal and fair pay a reality

Chair: Jane Holgate, Leeds University Business School

 

  • Jane Hannon: Partner, DLA Piper
  • Jenny Tomlinson: Professor and Director of the Centre for Employment Relations Innovation and Change, Leeds University Business School
  • Bill Adams: Regional Secretary Yorkshire and Humber Trades Union Congress
  • Jane Aitchison: Prospective parliamentary candidate Pudsey and Leeds TUC president

 

11:30 Session 2: Unequal pay in the private sector

Chair: Jana Javornik: Leeds University Business School

 

  • Bob Padron: CEO Penrose Care Ltd
  • John Page: Fair Pay Campaigner, Equality Trust
  • Karen Reay: Regional Secretary Unite the Union

 

12:30 Session 3: Gender inequality and the law

Chair: Iyiola Solanke: University of Leeds, School of Law

 

  • Karon Monagahan: QC Matrix Chambers

 

13:00 Lunch

 

13:45 Session 4: Unequal pay in the public sector
Chair: TBC

  • James Lewis: Deputy Leader of Leeds City Council
  • Victoria Jones: National Officer & Women’s Lead, First Division Association
  • Gabriella Alberti: Leeds University and Colleges Union

 

14:45 All panel speakers

Chair: Jane Holgate: Leeds University Business School

 

15:30 Taking forward the challenge of equal pay

Chair: John Page: Equality Trust

 16:00 Close

26th September 2019

Unions and Social Movements: Institutional Rivalry or Alliance and Cooperation? - Inaugural MLERS Meeting

Heather Connolly, University of Leicester

Unions and Social Movements: Institutional Rivalry or Alliance and Cooperation?

This paper explores the relationship between labour and non-labour movements and whether the relationship is likely to be characterised by institutional rivalry or alliance and cooperation. To what extent are non-labour movements, including community-based, campaigning/single-issue groups and advocacy organisations replacing organised labour as the main dynamic force advancing workers’ interests? There are overlapping interests and methods between labour and non-labour movements but there is also the potential for and evidence of tension and rivalry. Existing research shows that much of the tension and rivalry is a result of institutional barriers rather than fundamental differences in interests and methods.

The paper draws on my research and the work of others to explore the argument that the primary (and potentially most sustainable) way in which labour and non-labour movements have come together is through ‘absorption’, where the labour movement has provided an institutional field upon which other movements can organise and campaign. The paper considers the significance of the ‘gilets jaunes’ in France – a non-labour based movement which emerged in November 2018 initially as a protest against rising fuel prices and which has enjoyed strong support from the wider population. There has been a shift in the movement’s approach from an explicit rejection of any connection with the trade union movement to the adoption of a more conciliatory approach on both sides. This rapprochement has the potential to develop synergies between the organisational capacity of the ‘old’ (the trade unions) and the imaginative spontaneity of the ‘new’ (the ‘gilets jaunes’). Drawing on the strengths of each is an important means to build effective resistance. The emergence of non-labour movements like the ‘gilet jaunes’ has important implications for trade unions reflecting on their role and their strategies for renewal.

Heather Connolly is Associate Professor of Employment Relations at the University of Leicester. Her research in France, the Netherlands, Spain and the UK, explores how trade union activists respond to contemporary challenges, particularly the innovative role that unions might play in the social inclusion of migrant workers. Her publications include The Politics of Social Inclusion and Labor Representation: Immigrants and Trade Unions in the European Context, published in May 2019 by Cornell University Press.

Date And Time

Tue, 8 October 2019

18:00 – 20:00 BST

Add to Calendar

Location

Birmingham & Midland Institute

9 Margaret Street

Birmingham

B3 3BS

26th September 2019

Willy Brown's Obituary by George Bain

Read Willy Brown's Obituary in the Guardian by George Bain 

18th September 2019

BUIRA History of Industrial Relations Study Group

BUIRA History of Industrial Relations Study Group

Labour Unrest pre-First World War: Germany and the UK Compared

Tuesday 12 November 2019

3.30pm for 4.00-6.00m (Tea/ coffee from 3.30)

Room tbc, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk). 

Programme:

3.30-3.50pm: Tea/ coffee/ refreshments

3.50-4.00: Welcome: Michael Gold and Linda Clarke (Chairs)

4.00-4.30: Ralph Darlington

Pre-First World War Labour Unrest and Women’s Suffrage Revolt: Never the Twain Shall Meet?

During the years immediately preceding the First World War, Britain experienced social unrest on a scale beyond anything since the first half of the 19th century. Both the women’s suffrage revolt for the vote (embracing suffragettes and suffragists) and the unprecedented labour unrest of 1910-14 (involving strikes in pursuit of higher wages, better working conditions and trade union recognition) utilised dramatic extra-parliamentary ‘direct action’ forms of militant struggle from below that represented a formidable challenge to the social and political order of Edwardian Britain. This presentation re-examines the historical record to deploy both new and previously unutilised evidence to provide a detailed assessment of the interconnections between the women’s and labour movements in this defining period of British history.

4.30-5.00: Joern Janssen

1910 Eight-week Lockout in the German Construction Industry: a Victory of Labour against Private Property

This presentation analyses the greatest industrial confrontation in German history, which ran from 15 April to 20 June 1910 and ended with the virtually complete defeat of the construction employers’ federation on 16 June 1910 through the verdict of a tripartite court of arbitration. It consolidated a new stage in labour-property relations and the role of labour in the development of anonymous capital. This industrial dispute was about a national framework agreement on collective employment relations and bargaining. It transformed employee organisation and divided the employers’ organisation, benefiting, on the one hand, the central sectoral industrial labour unions to the detriment of trade organisations and, on the other, the anonymous corporations to the detriment of personal ownership of industrial enterprise.

5.00-5.30: General discussion

5.30pm: Close (followed by drinks until 6.00pm)
 

The speakers:

Ralph Darlington is Emeritus Professor of Employment Relations at the University of Salford. He is the author of The Dynamics of Workplace Unionism (Mansell 1994) and Radical Unionism: The Rise and Fall of Revolutionary Syndicalism (Haymarket 2013), co-author of Glorious Summer: Class Struggle in Britain 1972 (Bookmarks 2001), and is currently researching for a book to be published by Pluto Press on The Labour Unrest 1910-1914.

Joern Janssen, born in Düsseldorf in Germany, studied architecture in the 1950s and worked as an architect from 1960 to 1970. He was awarded his PhD in political sciences (rer. pol.) in 1973 and became a Professor in construction economics at the Fachhochschule Dortmund from 1972 to 1997. He was a Visiting Professor at the University of Westminster 1997-2001, and since 1997 has been researching the history of labour-property relations.

16th September 2019

CfP JIR: ‘Old Frames and New Lenses: Frames of Reference and the Field of Industrial Relations’

Journal of Industrial Relations (JIR)

CALL FOR PAPERS

‘Old Frames and New Lenses:

Frames of Reference and the Field of Industrial Relations’

Special Issue: Journal of Industrial Relations, Vol.63(2), April 2021

 

Special Issue Guest-Editors:

Professor Michael Barry, Griffith University, Australia

Professor Adrian Wilkinson, Griffith University, Australia

 

 

  • The objective and aim of the special issue

The ‘frames of reference’ has been a guiding and enduring concept since the celebrated work of Fox (1966) (see Heery, 2016). Countless courses that introduce students to industrial/employment relations feature a discussion of the distinctions between the traditional unitarist and pluralist frames as outlined by Fox, and the Marxist/critical frame as articulated for an industrial relations audience by authors such as Hyman (1975). Through dissemination, the frames of reference has been impactful on generations of students who have gone on to become academics and practitioners. Though much used as an instructional tool, and given its wide acceptance appearing as it does in most textbooks on the subject of industrial relations (IR), it is perhaps surprising that there has been limited scholarly research seeking to apply the frames (For an exception see Ramsay, 1974).

Despite the apparent influence of the concept of frames there are issues around the application. Industrial relations academics have been prone to assert that managers’ views of the employment relationship are guided by the unitarist frame, but it is not entirely clear what this means. As Fox noted, unitarism can vary from a soft form of paternalism at one end to an absolute assertion of a right to unilaterally manage the employment relationship at the other end. Unitarism in its soft form may be manifest through welfare provisions, such as high pay and fringe benefits, or though human resource management policies that provide satisfying work and career development (Purcell and Ahlstrand, 1994; Provis, 1996). The soft variant of unitarism simply asserts that conflict can be avoided and that where effective HR policies and procedures apply, unions have no role to play. In this sense unions are not so much excluded as they are rendered unnecessary. Critical here is the role of management to avoid the conditions that would give rise to conflict, such as by providing clear and effective communication.

As similar critique of the traditional frames has been made by Purcell (1987). Purcell argued that the unitarist and pluralist frames, on their own, did not adequately explain variation in the way employers treated workers, which he labelled management styles. Purcell preferred the terms individualism and collectivism, where individualism denoted the extent to which management sought to develop individual workers (and this could range from low to high, with labour control at the low end and extensive employee development at the high end). Similarly, collectivism, scaled, related to the extent to which management supported workers having a collective voice and influence in decision making.

Cullinane and Dundon (2014) argue that while unitarism has been often cited as the guiding ideology of management, there is little evidence on which to base this assertion. They note that ‘Few studies have had empirical access to union-resistant employers, with analysis of unitarism, as a consequence, based on conjecture and inference of a presumed intent.’ Therefore, IR has suffered from an ‘excess of deduction’ and a ‘paucity’ of investigation into the actual views and intentions of management.

As might be expected there has been more research into the pluralist frame of reference given its long standing, mainstream position. Contemporary research on the pluralist frame has focused principally on examining how it has adapted (or indeed failed to do so) to the significant changes affecting work; namely the breakdown of the traditional breadwinner model of male, full time employment occurring in large manufacturing workplaces governed as they were by a prevailing structure of unionised collective bargaining. Ackers (2014) argues that pluralism has failed to move beyond its core assumption of the primacy of unions and collective bargaining, that reflected the system of the 1970s much more than contemporary employment relations, whereas at least through the efforts of authors such as Kelly (1988), Marxist analysis has engaged in some critical self-reflection and revision to reflect modern workplace realities.

The Ackers’ (2002) critique of pluralism centres on how it has failed to account for relations that occur outside the auspices of unionised collective bargaining. His account argues for a need for a new (neo) pluralism that captures the important interactions between work, family and community which have produced a growing disparity in opportunity and outcome. Ackers’ call is for pluralism to re-find its moral and ethical compass, which for him became lost in the preoccupation with rule-making processes and outcomes.

Heery (2002; 2016) has also examined how those in the pluralist academic tradition have responded to changes that cut deep into pluralisms’ core assumptions. Unlike Ackers, Heery’s (2016) overall focus remains more squarely on evolving market and workplace relations, and how pluralism has come under attack from an ascendant unitarism and neo-liberalism. More specifically, Heery (2002), examine the frames of reference through academic research on worker participation and employee voice. Heery notes that worker participation is a heavily contested area of academic analysis, and that the frames of reference offers a way to understand the divergent scholarly views, which offer both analysis and prescription of different forms of participation. In HR (and OB research) there is a strong unitarist prescription for direct participation, with employee participation seen as a means to assist business performance. Other writers have noted this trend as well, with Godard (2014) arguing that this research agenda reflects the influence of psychology on current employment relations scholarship.

John Budd has added to the work of Fox by introducing the ‘egoist’ frame of reference. The egoist frame is itself aligned to neo-liberalism and is used as a term to summarise a world view in which markets are perfectly competitive and are governed purely by supply and demand transactions. Actors are assumed to be self-interested and rational. In such markets, exit is costless and voice unnecessary because labour is a treated as a commodity. Budd and Bhava (2008) argue the need for the egoist frame as an addition to the other frames, and in particular because the unitarist frame does not properly capture the deregulatory and commodifying features of neo-liberal employment relations.

  • The scope, themes and topics to be addressed by the special issue

A key aim of this proposed special issue is to explore the relevance of frames in the contemporary world of work. Articles for inclusion in the special issue will include research that makes a significant contribution to the literature. Such research includes re-conceptualisation of frames, testing frames, and integrating theories with frames to open new avenues for research. While we invite prospective authors to focus on the questions they consider most relevant to our theme, the following are offered as illustrative questions that are consistent with the spirit of this special issue.

  • o Do Frames need revisiting, revising or discarding, and why?
  • o Do employees and managers see the contemporary world of work through the same lens or in vastly different ways?
  • o How do we test frames in practice, and what role might differences in context (industry, sector, country) play?
  • o How do changes in work practices affect the application of frames?
  • o In what ways can the frames of reference inform debates around gender, race and ethnicity in employment relations?

 

Papers should add value both to theory-building and to practice. We welcome empirical and conceptual papers that increase our understanding of frames while developing theory.

The topics listed above are examples of possible research questions and should not be considered an exhaustive list. However, contributions to the special issue must be consistent with the theme outlined in this call for papers.

 

  • Special issue process:

Abstracts of between 500-1,000 words should be submitted to the Guest Editors (see contact details below) by 1 October 2019. The abstracts should clearly indicate which theme the paper fits within and outline the aims, method and significance of the proposed paper to be submitted for consideration. The organisers aim to advise the authors if their abstract has been accepted by 10 October 2019. Those who are successful will be expected to submit their full paper online to the JIR for peer review by 3 February 2020.

All submitted abstracts will be examined by the Guest Editors for suitability for the special issue. All submitted papers must be based on original material and not under consideration by any other journal or outlet. All manuscripts are reviewed initially by the Guest Editors and only those papers that fit within the aims and scope of the special issue and meet the academic and editorial standards of the journal, are sent out for external review. All papers will undergo a full double-blind review process and will be evaluated by the Guest Editors of the special issue and at least two independent reviewers.

  • Special issue timeline:

 

  • o 1 October 2019 – Submission of abstracts to the guest editors
  • o 10 October 2019 – Confirmation/acceptance of abstract and invitation to submit full paper
  • o 3 Feb 2020 – Full original papers to be submitted online to the JIR for peer review
  • o 28 October 2020 – Accepted papers to be finalised/submitted online to the JIR
  • Publication of the special issue, JIR Vol. 63(2), April 2021

 

  • Contact details:

 

  • o Organisers and Special Issue Guest-Editors:
  • − Professor Michael Barry

 

Griffith University, Australia

Email: m.barry@griffith.edu.au

− Professor Adrian Wilkinson

 

Griffith University, Australia

Email: adrian.wilkinson@griffith.edu.au

  • o Journal of Industrial Relations
  • − JIR Editorial Office

Email: business.jir@sydney.edu.au 5

16th September 2019

New and emerging forms of worker collectivism: Resisting the rise of employers’ precarious work in the ‘gig economy’ Saturday, 26 October 11:00 – 2:00pm Djam Lecture Theatre, SOAS, London

 

16th September 2019

Unions and Social Movements: Institutional Rivalry or Alliance and Cooperation?

Midlands Labour and Employment Relations Society (MLERS) Meeting 

6:30-8pm, 8th October 2019 the Birmingham & Midlands Institute

Heather Connolly, University of Leicester

Unions and Social Movements: Institutional Rivalry or Alliance and Cooperation?

This paper explores the relationship between labour and non-labour movements and whether the relationship is likely to be characterised by institutional rivalry or alliance and cooperation. To what extent are non-labour movements, including community-based, campaigning/single-issue groups and advocacy organisations replacing organised labour as the main dynamic force advancing workers’ interests? There are overlapping interests and methods between labour and non-labour movements but there is also the potential for and evidence of tension and rivalry. Existing research shows that much of the tension and rivalry is a result of institutional barriers rather than fundamental differences in interests and methods.

The paper draws on my research and the work of others to explore the argument that the primary (and potentially most sustainable) way in which labour and non-labour movements have come together is through ‘absorption’, where the labour movement has provided an institutional field upon which other movements can organise and campaign. The paper considers the significance of the ‘gilets jaunes’ in France – a non-labour based movement which emerged in November 2018 initially as a protest against rising fuel prices and which has enjoyed strong support from the wider population. There has been a shift in the movement’s approach from an explicit rejection of any connection with the trade union movement to the adoption of a more conciliatory approach on both sides. This rapprochement has the potential to develop synergies between the organisational capacity of the ‘old’ (the trade unions) and the imaginative spontaneity of the ‘new’ (the ‘gilets jaunes’). Drawing on the strengths of each is an important means to build effective resistance. The emergence of non-labour movements like the ‘gilet jaunes’ has important implications for trade unions reflecting on their role and their strategies for renewal.

Heather Connolly is Associate Professor of Employment Relations at the University of Leicester. Her research in France, the Netherlands, Spain and the UK, explores how trade union activists respond to contemporary challenges, particularly the innovative role that unions might play in the social inclusion of migrant workers. Her publications include The Politics of Social Inclusion and Labor Representation: Immigrants and Trade Unions in the European Context, published in May 2019 by Cornell University Press.

Join MLERS here: https://mlers.org.uk/join-us/

16th September 2019

ILERA Americas Regional Congress submission deadline is Sept 15

The ILERA Americas Regional Congress submission deadline is Sept 15. In addition to the usual call for research presentations (https://www.ryerson.ca/tedrogersschool/ilera2020/call/), there is also a special call for teaching-related contributions (see https://www.ryerson.ca/content/dam/tedrogersschool/ilera2020/documents/ILERA2020_mini-conference-teaching-labour-employment-relations.pdf

6th September 2019

The impact of work on (un)healthy aging: How to reduce social inequalities?

SEMINAR

Organisational Psychology Group &

Work and Equalities Institute

Tuesday October 22nd 2019, 6.00pm-7.30pm,

Main Lecture Theatre (Room G.003)

 

Professor Johannes Siegrist

University of Düsseldorf, Germany

 

The impact of work on (un)healthy aging:

How to reduce social inequalities?

Epidemiologic evidence indicates that the quality of work and employment has a direct effect on workers‘ health and their aging process. This holds true for material (physical) and psychosocial (mental, emotional) aspects of work. Moreover, this quality is socially graded, with lower levels among workers in lower socioeconomic positions (SEP). In this presentation, new findings on this social gradient and its effects on health are presented and discussed, with special emphasis on an adverse psychosocial work environment, as defined by the effort-reward imbalance (ERI) model. High ERI is prospectively associated with elevated risks of a variety of stress-related disorders, and these effects are often particularly strong among working people with low SEP. These theory-based findings can instruct measures towards reducing work-related health inequalities. To improve the quality of work and employment these measures need to be implemented at two levels, the organizational level of worksite health promotion in companies and the national/international level of appropriate social and labor policies.

 

Johannes Siegrist is Senior Professor of Work Stress Research at the Faculty of Medicine, University of Duesseldorf, Germany. Trained as sociologist at the University of Freiburg i.Br. he held Professorships at Marburg University (1973-1992) and Duesseldorf University (1992-2012) and Visiting Professorships at the Johns Hopkins University School of Public Health, USA (1981) and Utrecht University, The Netherlands (1993). His main research area is social determinants of health, with a focus on stressful psychosocial work environments, being the author of the internationally established effort-reward imbalance model. In addition to extensive, long-standing scientific research he has been –and continues to be – involved in policy-oriented collaboration, in particular with WHO and ILO. Among other distinctions he is a member of Academia Europaea (London) and a corresponding member of the Heidelberg Academy of Sciences.

6th September 2019

Inclusive Growth in Cities: Theory, Evidence and Practice Conference

Inclusive Growth in Cities: Theory, Evidence and Practice

The first academic conference on inclusive growth in the UK

University of Manchester 19th / 20th November 2019

Call for Abstracts

We welcome papers on a wide range of topics related to inclusive growth, both conceptual and empirical. The central focus is on the level of the city or city-region, but relevant findings may be drawn from other larger and smaller spatial scales. Themes could include, but are not limited to: 

 Inclusive growth: theories and concepts

 Measurement of inclusive growth, at city, neighbourhood and project level

 Labour market trends and inclusive growth

 Building Inclusive Economies (e.g. community wealth building, municipal companies, building the social economy, procurement, anchors)

 Inclusive innovation

 Politics and governance of inclusive growth, including citizen engagement

 Planning, housing and transport

 Finance, investment and appraisal models for inclusive growth

 Employment support programmes and employer/business engagement

 Education and skills

 Innovative actions at neighbourhood level

 The role of welfare states in inclusive growth

 Inclusive growth, sustainability, health and well-being

 Migration and inclusive growth

If you would like to present at the conference, please submit your abstract of 250-300 words toigau@manchester.ac.uk . Please include your name, title and institutional affiliation and indicate whether you are an early career researcher, and if so whether you would like to apply for bursary support.

Abstracts should be submitted by Monday 9th September 2019 and participants will be notified of acceptance by Friday 20th September at the latest.

Conference registration will be open from mid August. Details will be circulated via mailing lists. If you do not wish to submit an abstract but are interesting in attending, please email

igau@manchester.ac.uk to receive a direct email when registration opens. A modest conference fee (£40-50 for two days, or 1-day equivalent, to cover administration and site visits) will be payable on booking.

6th September 2019

Historical Studies in Industrial Relations 40 (2019) will be published later this month

Historical Studies in Industrial Relations 40 (2019) will be published later this month. Length is over 100,000 words; subscriptions remain low.

All subscriptions are now handled by Liverpool University Press –  

Email: suscriptions@liverpool.ac.uk

Tel: 0151 795 1080 (Monday to Friday, 9 am to 5 pm; UK time).

Contents

Noel Whiteside

Casual Employment and its Consequences: An Historical Appraisal of Recent Labour Market Trends

Ester Stern

Australian Unions during the Formative Years of Federal Arbitration: ‘Cogs in a bureaucratic machine’?

Stephen Mustchin

Right-Wing Pressure Groups and the Anti-Union ‘Movement’ in Britain: Aims of Industry, Neoliberalism and Industrial Relations Reform, 1942–1997

R. H. (Bob) Fryer

Reforming Trades Union Governance: The Reorganization of the National Union of Public Employees

R. H. (Bob) Fryer and Steve Williams

Latecomers to Trade-Union Democracy: The Emergence, Growth and Role of Union Stewards in the National Union of Public Employees

Steven Daniels

The Thatcher and Major Governments and the Union of Democratic Mineworkers, c. 1985–1992

 Huw Beynon

After the Long Boom: Living with Capitalism in the Twenty-First Century

Jim Phillips

Review Essay: The Moral Economy and Industrial Politics in the UK from the 1960s to the 1980s

Steve Jefferys

Review Essay: The Neoliberal Convergence of European Industrial Relations since the 1970s: An Economic Inevitability or the Result of European Political Choices?

Book Reviews

 

6th September 2019

Midlands Labour & Employment Relations Society (MLERS)

MLERS exists to develop an in-depth understanding of the politics of work among academics, trade unionists, managers, and the general public in the Midlands.

We organise monthly meetings which are addressed by internationally renowned researchers of the world of work.

Our meetings currently take place on the second Tuesday of the month during term time at the Birmingham & Midlands Institute (walking distance from New Street) at 6:30-8pm. 

At the first meeting on the 8th Oct Heather Connolly (University of Leicester) will discuss 'Unions and social movements – can they ever be brothers and sisters in arms?' see https://mlers.org.uk/events/ for more details. 

6th September 2019

Disrupting technology: contextualising continuity and change in technology, work and employment

Disrupting technology: contextualising continuity and change in technology, work and employment
16-17th January, Centre for Employment Relations Innovation and Change, University of Leeds
 
Recent scholarship on the relationship between technology and work has often tended to accentuate new technologies’ supposed transformative effects. Conferences on work and employment often feature streams dedicated solely to new technologies – such as platforms or AI – segregated from other streams where technology is mentioned very little. This both narrows our understandings of what constitutes ‘technology’ and contributes to the renewed growth of technological determinism, both in its utopian or dystopian variants- from Fully Automated Luxury Communism” on one hand to a nightmare of total surveillance on the other. Such debates are often speculative and can serve to obscure how actually existing employment relations are being shaped by new technologies.
 
The Centre for Employment Relations, Innovation and Change (CERIC) at Leeds University Business School is pleased to announce a call for papers for a two day event in January 2020 relating to these questions.
 
This workshop calls for more careful, empirically grounded, theorisations of technology, its novelty and its impact on work and employment relations. We ask that contributions recognise the influence of conflicted interests and actions by managers, workers, the state and other social actors on the patterns, processes and outcomes of technological innovation. By devoting more attention to contextualising and historicising the relationship between technology and work, we ask contributors to develop more critical accounts of the extent of transformation and disruption, vis-à-vis entrenchment or continuity of existing social relations and employment relationships. Beyond the technology itself, what is genuinely novel and transformative about automation, AI or ‘platformisation’, which more mundane technologies might we be missing from the analysis?
 
We welcome contributions of themes including:
  1. The state, regulation and new technology
  2. Historical research on the introduction of new technologies of work
  3. Management, resistance, organization, and technology
  4. Occupations, skills, professions, and technology
  5. Inequalities (race, gender, (dis)ability) and technology
  6. Methods for studying work and technology – towards a research agenda
 
Submission details
Registration will be £100 for full academic staff and £50 for PhD students, with an optional £25 for the conference meal.
Please submit abstracts to c.r.umney@leeds.ac.uk or i.bessa@leeds.ac.uk with a deadline of 10th October. Registration links will be available from October

3rd September 2019

Conference schedule (link fixed)

Dear members

The latest schedule is available here.  Please check as there have been some minor adjustments.

We look forward to welcoming you all to Newcastle on Monday.

The Organising Team

27th June 2019

2019 Conference schedule

The 2019 Conference schedule is now available online

https://bit.ly/2WMP5Qu

 

11th June 2019

Still time to register for 69th BUIRA conference Newcastle

It is now only a month until the conference!  A reminder to register for the BUIRA Conference in Newcastle if you are still intending to attend.

More information about the conference and accommodation options is available on the website

It also now possible to register your meal choices for the evening meals:

https://forms.ncl.ac.uk/view.php?id=4963080

We look forward to welcoming you to Newcastle.

 

7th June 2019

Vacancies on the BUIRA Exec

NOTICE TO ALL MEMBERS

The BUIRA Executive Committee will have 2 vacancies as from July 2019.

As discussed and agreed at the AGM in Leeds 2016, the voting system for vacancies on the Executive Committee will be conducted differently.

We now invite all members to forward their interest in becoming a member of the BUIRA Exec Committee to BUIRA admin to Kay Pryer and Susanne Laidler at admin@buira.org.

All members are welcome to apply regardless of career stage i.e. early, senior etc

However, we would strongly encourage women to apply for these positions as they remain to be under-represented on the Committee.

Of course this does not remove open competition and the selection process is still via the membership at the AGM, not the Stewardship or the Executive Committee.

Please include a short biography of no more than 300 words and your reasons for applying for the vacant position.

7th June 2019

Call for papers: Flexible Work Patterns Study Group Meeting Ilera European Congress 2019

From Study group 10

Call for papers: Flexible Work Patterns Study Group Meeting Ilera European Congress 2019

 

ILERA European Congress 2019 Heinrich Heine University, Düsseldorf, Germany 5–7 September 2019

 

The Flexible Work Patterns Study Group will meet Thursday, 5 September 2019, 9:30-11:00am before the official opening of the congress. The group covers all aspects of flexible work issues including part-time work, telework, home working, shift work, flexible hours, compressed working week, zero hours contracts and other temporary and flexible arrangements.The meeting brings together scholars working in this area to network and discuss work in progress, or recently completed, in an informal setting. Papers from doctoral students are very welcome.

 

Abstracts of papers to be presented at the study group are invited on any aspects of flexible working and may be at the macro, organisational or individual level; theoretically based; or on empirical research that is country, region, sector or organisation specific. 

 

Abstracts should be about 500 words and include:

 

Paper title

Name(s) of authors, institutional affiliation and contact details

  Aim

Theoretical/Research framework

Method

Findings

Discussion/Conclusion

 

Please send the abstract as a word file to c.edwards@kingston.ac.uk; clare.kelliher@cranfield.ac.uk; R.Croucher@mdx.ac.uk; by Monday July 1 2019 at the latest. Authors selected to present at the Study Group will be notified as soon as possible.

Note early bird tickets are available until 31 May 2019.

https://ilera2019.giraweb.de/content/registration

Please get in touch if you need further information.

We look forward to receiving your papers,

Best wishes,

Coordinators

Professor Christine Edwards Kingston University Business School Kingston Hill, Kingston Surrey KT2 7LB United Kingdom E-mail: c.edwards@kingston.ac.uk

 

5th June 2019

University of Manchester, Work and Equalities Institute (WEI) Research Seminar

University of Manchester

Work and Equalities Institute (WEI)

Research Seminar

 

Financialization, work and inequalities: the case of Italy

Dr Angelo Salento (Università del Salento, Lecce, Italy)

 

Date: Wednesday 12th June 2019

Time: 15:30 - 17:00 Hrs (coffee and tea at 15:15)

Venue: Alliance Manchester Business School, Room G.013 (view campus map here: https://www.manchester.ac.uk/discover/maps/interactive-map/?id=26)

 

Abstract

 

The contemporary dynamics of inequality are not only a consequence of the ineffectiveness of the redistribution devices: they are primarily connected to the imbalances in the distribution of income “at its source”. The processes of financialization – i.e. the tendency of business to pursue financial accumulation strategies, or anyway to pursue the maximization of return on capital for investors in the short term – enrich financial and managerial elites, promoting a “wealthification” of income, whilst they trigger a reduction of labour costs, and a decline of wages. The analysis presented, specifically referred to the Italian case, considers both the accumulation strategies of large non-financial firms, and the effects of the “short-termist turn” of economic players in the foundational economy, which additionally operates as a regressive taxation, entailing a growing difficulty for working classes to access basic goods and services.

 

 

About the Speaker

 

Angelo Salento is associate professor (senior lecturer) of Economic and Labour Sociology in the Università del Salento (Lecce, Italy), where he teaches Economic and Labour Sociology, Sociology of Organizations, and Sociological Analysis of Development. His background is in labour law and economic sociology. He has done research on the regulation of economy, financialization, local and rural development, the foundational economy. In 2014 he was a visiting researcher in CRESC, University of Manchester. He is currently visiting the Alliance Manchester Business School.

 

 

5th June 2019

Special Offer: Historical Studies in Industrial Relations

Special Offer: Historical Studies in Industrial Relations

HSIR is losing its storage facilities at Keele so we are offering back-issues for sale at the bargain price of £1 per single issue, numbers 1–22 (1996–2006), and £2 per double issue/annual, numbers 23/24–31/32 (1997–2011) and 33–37 (2012–2016), plus postage and packing. This is a one-off sale as afterwards we will have to dispose of most copies. Single issues are approximately 60,000 words in length; double-issues and annuals, 110,000.

HSIR was established to provide an outlet for research on the history of industrial relations. This includes research on contemporary issues, which often lack a historical foundation. A few examples of articles:

William Brown, ‘The High Tide of Consensus: The System of Industrial Relations in Great Britain (1954) Revisited’. 4: 135–49.

Peter Dorey, ‘Weakening the Trade Unions, One Step at a Time: The Thatcher Governments’ Strategy for the Reform of Trade-Union Law, 1979–1984’. 37: 169–200.

John Edmonds, ‘Positioning Labour Closer to the Employers: The Importance of the Labour Party's 1997 Business Manifesto’. 22: 85–107.

Paul Edwards, ‘The Analytical Heritage of Alan Fox’s History and Heritage (1985). 14: 139–58.

Keith Ewing, ‘The State and Industrial Relations: ‘Collective Laissez-Faire’ Revisited’. 5: 1–31.

Nina Fishman, ‘“A Vital Element in British Industrial Relations”: A Reassessment of Order 1305, 1940–1951’. 8: 43–86.

Colin Hay, ‘The Trade Unions and the “Winter of Discontent”’. 36: 181–203.

Bob Hepple, ‘Wedderburn’s The Worker and the Law: An Appreciation’.

34: 215–28.

Sian Moore, ‘Gender and Class Formation: Women’s Mobilization in the Industrialization of the Bradford Worsted Industry, 1780–1845’. 35: 1–31

Jim Phillips, ‘UK Business Power and Opposition to the Bullock Committee’s 1977 Proposals on Worker Directors’. 31/32: 1–30.

John Saville, ‘The Trade Disputes Act of 1906’. 1: 11–45.

Rebecca Zahn, ‘German Codetermination without Nationalization and British Nationalization without Codetermination: Retelling the Story’. 36: 1–27.

Bill Wedderburn, ‘History of British Labour Law’. 17: 127–38.

 

See the HSIR website for more authors and articles.

 

To buy back-issues, contact Paul Smith: paulsmithblist@hotmail.co.uk

5th June 2019

BUIRA 2019: Call for Doctoral Papers and Conference Participation

BUIRA 2019: Call for Doctoral Papers and Conference Participation

The British Universities Industrial Relations Association holds 2019 conference at Newcastle University, Monday 1- Wednesday 3 July 27th July, 2019.

The PhD session is planned to hold on last day of the conference, Wednesday 1st July 2019. The session will have two main features (PhD paper presentations and panel discussions).

Panel DiscussionLife after PhD: Hopes and Impediments’

Panels will offer discussions on opportunities and challenges for new PhDs, exploring the highways and cul-de-sacs in academia.

Panels will include senior academics, Mid-Career, and Early Careers. A representative from the University and College Union UCU is expected to be in the panel. Details of panel will be confirmed in weeks to come.

Paper Presentation

Invitation is hereby extended to PhD colleagues who are researching in the field of Industrial/Employment Relations, to submit abstracts for doctoral papers.

Abstracts could be on any work in progress paper (WIP), or from sections of ongoing PhD work- the idea of this is to offer a platform away from main BUIRA conference paper sessions, where critical, but friendly feedback could be offered by doctoral peers and from established academics.

This call for abstracts opens from Tuesday 8th May to Friday 14th June. Please send abstract of 250 words to: buiraphd@outlook.com

 

Venue: Newcastle University Business School, 5 Barrack Road, Newcastle upon Tyne, UK

Registration: Click Here to Register.

Accommodation:  the official accommodation page. 

22nd May 2019

The BUIRA International & Comparative Employment Relations Study Group will be holding the following seminar in May:

The BUIRA International & Comparative Employment Relations Study Group will be holding the following seminar in May:

Professor Guglielmo Meardi, Warwick Business School

'Brexit, migration and labour market policy: comparative lessons from Canada, Switzerland and Norway'

Time and location: 29th May 2019, 2-4pm in Darwin Building DW0.29/0.30, Keele University

For further information, please contact Carola Weissmeyer at Keele University (c.weissmeyer@keele.ac.uk, 01782 733603)

++++
 

--

Dr Carola Weissmeyer
Lecturer in Human Resource Management and Industrial Relations
Course Director MA in Human Resource Management
Keele Business School (KBS)
Keele University
Keele, Staffs ST5 5BG
Tel: 01782 733603
Email: c.weissmeyer@keele.ac.uk
KBS website: www.keele.ac.uk/kbs

22nd May 2019

EFES NEWSLETTER - MAY 2019


EFES NEWSLETTER - MAY 2019

Manifesto for the European elections
In view of the coming election to the European Parliament and the renewal of the European Commission, we publish our Manifesto for the European elections. It is calling for a European Action Plan to promote the development of employee share ownership and participation all over Europe. See the Manifesto. Many candidates and political leaders have already reacted. All reactions are published on the Manifesto website.

New publications


Press review
We have a selection of 34 remarkable articles in 7 countries in April 2019: China, France, Germany, Italy, Spain, United Kingdom, USA.
China: Is Huawei really employee-owned?
France: France is number one for employee share ownership in Europe. President Macron will promote employee share ownership much more in France. First employee share plan for Pernod-Ricard, new plans for Klépierre, for EDF. Rescue plan through a workers' co-operative for Maurer Tempé.
Germany: Call to promote employee share ownership as a key-point for the competitiveness of German startups.
Italy: New record year for employee share ownership in Europe.
Spain: The Socialist Party wants to promote employee participation in corporate management.
UK: New Employee Ownership Trusts in Wales and in Scotland.
USA: Stock options for all employees of startups serve several purposes. The Truth about Employee Stock Ownership Plans. New firms transitioning to employee ownesrhip.

The full press review is available on:
              http://www.efesonline.org/PRESS REVIEW/2019/April.htm 

 


Your support

Why?
Amount in Euro:


A political roadmap for employee ownership in Europe

The EFES needs more members. Download the EFES membership form

What's new on the EFES website?

EFES NEWS distribution: 200.000



















































   With best regards

 

   
 

Marc Mathieu
Secretary General
EFES - EUROPEAN FEDERATION OF EMPLOYEE SHARE OWNERSHIP
FEAS - FEDERATION EUROPEENNE DE L'ACTIONNARIAT SALARIE
Avenue Voltaire 135, B-1030 Brussels
Tel: +32 (0)2 242 64 30 - Fax: +32 (0)2 791 96 00
E-mail: efes@efesonline.org
Web site: www.efesonline.org
EFES' objective is to act as the umbrella organization of employee owners, companies and all persons, trade unions, experts, researchers, institutions looking to promote employee share ownership and participation in Europe.


 

Feedback
 

22nd May 2019

Central London BUIRA Seminar: Labour law and sustainability

Labour law and sustainability

with Professor Tonia Novitz (University of Cardiff) Labour standards and social sustainability, and Dr Ania Zbyszewska (University of Warwick) Work regulation and environmental sustainability: Moving beyond the discourse of conflicting rights

 

Friday 31 May 2019, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room
C279

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused on the ever more urgent question of how labour law can address climate change and sustainability issues and we are fortunate to have two expert speakers.

 

Tonia Novitz is a Professor of Labour Law at the University of Bristol and will discuss the emergence of recognition of social sustainability under the United Nations Sustainable Development Goals (SDGs). She will outline the partial acknowledgement of certain facets of an International Labour Organisation (ILO) decent work agenda in this context in substantive terms within, for example, SDGs 5 and 8. She will also discuss the potential significance for labour standard setting and enforcement of procedural entitlements related to sustainable decision-making under SDG 16, alongside the challenges of global policy coherence envisaged in SDG 17. Her analysis draws on experience as a participant in the European Union (EU) funded Horizon 2020 project Sustainable Market Actors for Responsible Trade (SMART): see https://www.smart.uio.no/. A list of her publications is available at: http://www.bristol.ac.uk/law/people/tonia-a-novitz/index.html.

 

Ania Zbyszewska is an Assistant Professor at the University of Warwick School of Law. She will talk about her research on the interface of work and environmental regulation, which focuses on legal contestations and conflicts produced by jurisdictional boundaries and legal dis/articulation, but also probes the possibilities inherent in more ecologically-attuned forms of work regulation and governance. She is currently involved in a European Commission-funded project entitled aGREENment, which investigates the role of European, including UK-based, labour unions in negotiating such forms of governance through the means of collective bargaining. 

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke,  clarkel@wmin.ac.uk or 020350 66528

 

22nd May 2019

Work and Equalities Institute Second Annual Lecture

 

Work and Equalities Institute

Second Annual Lecture

Young women and men and the future of work and family formation

 

Professor Marian Baird

Professor of Gender and Employment Relations

The University of Sydney Business School

 

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Tuesday 4th June

4-6pm

Followed by a reception

AMBS 3.006a

 

 

 

Abstract

 

 

 

Most literature and public debate on the future of work revolves around the impact of technology, potential for job loss, changes in work design and new concepts of organisation and leadership. There is much less analysis of the gendered implications of work and labour market change. Using survey data from the Australian Working Women’s Future project, with a sample of 2,100 women and 500 men, augmented with focus group data from women in high and low skill, secure and precarious jobs, this presentation will focus on the experiences and expectations of young workers (16-40 year olds) in Australia.

The results highlight the discrepancies between women’s and men’s current experiences at work and some similarities in how they foresee the future of work and family formation. Our survey data show a convergence between men and women who are parents and young women who are not parents stating the importance for their futures of flexibility and work-family leave policies. Our qualitative data suggest having children is considered in similar ways by young women, regardless of skill level and job security, with the opportunity cost of child bearing versus work, and costs associated with child care and housing rating high in their considerations. These results portend a change in gender relations amongst younger working parents and have implications for policy at state and firm levels about work and family formation.

 

 

 

About the speaker

 

 

 

Marian Baird AO became Professor of Gender and Employment Relations in 2009, distinguishing her as the first female professor in industrial relations at the University of Sydney. In 2018 Marian is a Pro-Chancellor of the University of Sydney and a Fellow of the Senate of the University of Sydney. She is Head of the Discipline of Work and Organisational Studies and Co-Director of the Women, Work and Leadership Research Group in the University of Sydney Business School. Marian is a Fellow of the Academy of Social Sciences of Australia (ASSA), a Co-Editor of the Journal of Industrial Relations and past-President of the Industrial Relations Society of New South Wales. She is editor of the policy series of Sydney University Press and she has been visiting scholar at MIT, Michigan State University, University of Nottingham, Leeds University Business School and Queen Mary University of London Business School.

Marian was awarded an AO (Officer of the Order of Australia) for outstanding services to improving the quality of women’s working lives and for contributions to tertiary education in 2016. In 2018, Marian was named in Apolitical's Top 100 Most Influential People in Gender Equality list. In 2014 she received the Edna Ryan Award for making positive change for women in the workforce, in 2013 she received the AFR/Westpac Women of Influence Award in Public Policy, and in 2015 and 2003 she won the University of Sydney’s Business Schools most engaged researcher awards.

Marian is one of Australia's leading researchers in the fields of women, work and care. She is CI on a number of significant research grants, including the Centre of Excellence on Population Ageing Research (CEPAR) and The Australian Women’s Work Futures project. Marian is a very engaged researcher, working with many government departments, organisations, unions and not-for-profits to improve the position for women in the workforce and society.

 

 

 

 

 

 

 

Lindsay Endell, Work and Equalities Institute Manager

 

Work and Equalities Institute

You can subscribe to our mailing list by emailing us.


Alliance Manchester Business School | The University of Manchester | AMBS 6.037 |

Booth Street West | Manchester M15 6PB | +44 (0) 161 275 0556 | lindsay.endell@manchester.ac.uk

 

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www.alliancembs.manchester.ac.uk

 

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22nd May 2019

Work & Equalities Institute Policy Discussion Panel

Work & Equalities Institute

Policy Discussion Panel

Developing Decent Work

Developments and challenges in the case of Greater Manchester

Wednesday 22 May 2019

5.30 – 7pm

Followed by a reception

Alliance Manchester Business School Room 3.060 Pod B

 

 

 

 

The labour market and nature of work are changing at an alarming rate due to factors such as globalisation, the impact of de-regulation and the complexity of new technologies. We are seeing greater dualism and fragmentation in terms of employment, and the reach of the state and public policy is being challenged within such a context. However, public institutions at the local level are increasingly being seen as important platforms for re-regulating employment relations and standards. There is growing interest in the role that city and regional level public institutions can play in re-engineering a return to ‘decent’ labour standards: this is an emerging view being generated within the nation state, the European level and even the ILO.

Yet what does this mean in terms of establishing positive labour standards and reversing the shift to poor or bad employment practices? What are the challenges of utilising the local tiers of the state as a vehicle for decent work in terms of its organisational capacity, political diversities, and changing links to the European Union?

The session will reflect on these questions and discuss the possibilities and risks related to this new direction in establishing labour and employment standards.  There will be specific discussion of a number of emerging initiatives and developments both in Greater Manchester and further afield, including local employment charters, the role of local councils in providing decent work, the use of public procurement for setting minimum standards in supply chains, and the changing nature of social dialogue with city based organisations. 

 

Speakers and discussants  include:

Dr Sheena Johnson (also chairing)

Work and Equalities Institute, Alliance Manchester Business School

 

Ian MacArthur

Head of Strategic Relationships, GM Business Growth Hub

 

Dr Mat Johnson

Work and Equalities Institute, Alliance Manchester Business School

 

Lynn Collins

North West TUC

 

Stephen Overell

Greater Manchester Combined Authority

     

 

 

 

Lindsay Endell, Work and Equalities Institute Manager

 

Work and Equalities Institute

You can subscribe to our mailing list by emailing us.


Alliance Manchester Business School | The University of Manchester | AMBS 6.037 |

Booth Street West | Manchester M15 6PB | +44 (0) 161 275 0556 | lindsay.endell@manchester.ac.uk

 

cid:image002.jpg@01D372AA.B30C2240               cid:image006.jpg@01D372AA.B30C2240

 

www.alliancembs.manchester.ac.uk

 

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22nd May 2019

Modern Working Practices and the Future of Work

Modern Working Practices and the Future of Work

  A one-day workshop hosted by the

Centre for Sustainable Work and Employment Futures (CSWEF), School of Business, University of Leicester

Thursday 30th May 10am to 4pm at College Court, University of Leicester

 

The aspiration of decent work for all has been embedded in high profile policy objectives both internationally (UN Sustainable Development Goal 8) and at national level. In the UK recent policy initiatives include the Taylor Review of Modern Working Practices, established by Prime Minister Theresa May in 2016, and the more recent Commission for Fair Work Wales.  This workshop examines the possibilities for securing decent and fair work against the backdrop of new research on contemporary working practices. How, in the absence of effective collective systems of regulation, can work and employment practices in the future be safeguarded against non-compliant business practices, wage theft, labour abuses and other forms of exploitation?  The day will include a keynote address by Professor Linda Dickens, Chair of Fair Work Commission Wales, and research presentations examining the experience of work in the growing insecure sectors of the UK economy.

 

10.00 -10.30       Coffee and Registration

10.30- 10.40       Introduction. Professor Peter Nolan

10.40-11.40        Keynote: Report of Wales Fair Work Commission. Professor Linda Dickens
                              (Warwick)

11.40-12.30        The Taylor Review of Modern Practices and Insecure work. Professor Sian
                              Moore (Greenwich) and Professor Kirsty Newsome (Sheffield)

12.30 -1.30         Lunch

1.30- 2.20           State, Labour and Capital Relations in South Wales:  A case Study of Amazon
                              Fulfilment Centre. Professor Phil Taylor (Strathclyde)

2.20- 3.10           Working Insecurely and Unproductively: A case study of Garment Manufacture
                              in Leicester. Dr Nik Hammer and Professor Peter Nolan

3.10 -3.30           Coffee

3.30-4.00            Closing roundtable (chair Professor Anne-marie Greene)

The event will take place at College Court Conference Centre, Knighton Road, Leicester, LE2 3TQ https://collegecourt.co.uk. Lunch and all refreshments will be provided.

This is a free event but please book your place by emailing Helen Leach on ulsb.researchadmin@le.ac.uk

 


 

 

Feedback
 

22nd May 2019

Andrew Brady book UK Unions & Labour Party

Dear all, In 2017, I examined the Strathclyde PhD of Andrew Brady, a Unite official. Now he has a book out based on this, which I think will be of great interest to IR academics.

It looks at Union influence on Labour Party policy for the Social Contract (1974-79), NMW (1998), ERA (1999) & Warwick (2004). He interviewed many of the key figures of the TUs & LP.

Unions and Employment in a Market Economy Strategy, Influence and Power in Contemporary Britain 

https://www.routledge.com/Unions-and-Employment-in-a-Market-Economy-Strategy-Influence-and-Power/Brady/p/book/9781138489875

Best Wishes, Peter

 

Visiting Professor in the History of Industrial Relations, Loughborough University 

http://www.lboro.ac.uk/departments/phir/staff/peter-ackers/

Paperback,Alternatives to State-Socialism in Britain,https://www.palgrave.com/de/book/9783319341613

On Professor Hugh Clegg: https://youtu.be/zwt_D0IX94o

22nd May 2019

You're invited to the Unions 21 Annual Conference at ITF House on Monday May 21st.

You're invited to the Unions 21 Annual Conference at ITF House on Monday May 21st.

This year, we'll be exploring how to reinvigorate unions, particularly how collective voice can overcome issues workers face now and in the future economy. Bringing together trade unions, politicians, academia and partner organisations to discuss the future of work, we'll be looking at how unions, employers and policy-makers can extend worker voice.

We'll also be discussing the initial findings from our forthcoming new report 'WorksForUs', the first report from the Commission on Collective Voice in 21st Century.

REGISTER here - https://www.eventbrite.co.uk/e/unions-21-annual-conference-the-future-of-collective-voice-tickets-57002282361

Working Programme:

9:30 - 11:00: The Future of Collective Voice

11:15 -12:30: Future of Digital in Trade Unions

12:30 - 1:30: Lunch

13:30 - 14:45: Innovation in Unions - with sessions on health, public and private sectors

15:00 - 16:00: Future of Work: How do unions and policy-makers respond?

2nd May 2019

BUIRA Conference Hosts 2020

BUIRA Conference Hosts 2020

 

We are advertising for hosts to organise the BUIRA Annual Conference 2020.  This particular year is extremely important for BUIRA’s history as it will be the 70th Anniversary of BUIRA. 

Any willing parties, please contact us at BUIRA admin  -  Kay Pryer and Susanne Laidler at admin@buira.org

We look forward to your response.

BUIRA Stewardship

2nd May 2019

NOTICE TO ALL MEMBERS

NOTICE TO ALL MEMBERS

The BUIRA Executive Committee will have 2 vacancies as from July 2019.

As discussed and agreed at the AGM in Leeds 2016, the voting system for vacancies on the Executive Committee will be conducted differently.

We now invite all members to forward their interest in becoming a member of the BUIRA Exec Committee to BUIRA admin to Kay Pryer and Susanne Laidler at admin@buira.org.

All members are welcome to apply regardless of career stage i.e. early, senior etc

However, we would strongly encourage women to apply for these positions as they remain to be under-represented on the Committee.

Of course this does not remove open competition and the selection process is still via the membership at the AGM, not the Stewardship or the Executive Committee.

Please include a short biography of no more than 300 words and your reasons for applying for the vacant position.

BUIRA

2nd May 2019

Call for Nominations for Fellows of the Academy of Social Sciences (AcSS)

Call for Nominations for Fellows of the Academy of Social Sciences (AcSS)

BUIRA is a member organization of the Academy of Social Sciences (AcSS), the body that exists in the UK to promote the social sciences.

 

As part of its membership, BUIRA is able to make nominations for the conferment of Fellowships of the Academy.

 

The BUIRA Executive would therefore like to invite BUIRA members to nominate individuals who might be put forward for this honour.  Not only would this recognise the contribution of the individuals concerned, it would raise the profile of employment relations in the broader social science arena.

 

More on AcSS can be found at: https://www.acss.org.uk/

 

And details of the nomination process are at:

 

https://www.acss.org.uk/membership/making-nomination-fellow/

 

You will see from this that the 'paramount requirement' of a successful nomination is 'evidence of eminence and impact of the nominee’s contribution to social science'.  Formally, this requires a statement of justification and a brief CV.

 

Could any nominations be sent to BUIRA (admin@buira.org) by Friday 24 May.  This will allow the Executive to meet AcSS's next deadline of 7 June.

 

If you have any queries about the process, please contact the BUIRA Treasurer, Stephen Procter (stephen.procter@newcastle.ac.uk)

 

2nd May 2019

BUIRA Conference 2019 - Accommodation and Registration Open

Please remember to register for the conference https://www.buira.net/conference/12/register

Information on accommodation can be found here https://ngcb.hotelplanner.com/Event/14df/

Further information on the city is availabled here https://www.newcastlegateshead.com/

 

 

2nd May 2019

The BUIRA International & Comparative Employment Relations Study Group

The BUIRA International & Comparative Employment Relations Study Group will be holding the following seminar in May:

Professor Guglielmo Meardi, Warwick Business School

'Brexit, migration and labour market policy: comparative lessons from Canada, Switzerland and Norway'

Time and location: 29th May 2019, 2-4pm in Darwin Building DW0.29/0.30, Keele University

For further information, please contact Carola Weissmeyer at Keele University (c.weissmeyer@keele.ac.uk, 01782 733603)

1st May 2019

University of Manchester's Work & Equalities Institute - Research Seminar: " Psychic Income: Working for Nothing in the Creative Industries "

University of Manchester

Work and Equalities Institute (WEI)

Research Seminar

 

Psychic Income: Working for Nothing in the Creative Industries

Professor Irena Grugulis (Leeds University Business School)

 

Date: Wednesday 8th May 2019

Time: 15:30 - 17:00 Hrs (coffee and tea at 15:15)

Venue: Alliance Manchester Business School, Room 3.009

 

Abstract

Psychic income, the intrinsic satisfaction that people get from work, is traditionally used as an explanation for low pay and seen only in its negative form, as compensation. There is little understanding of what constitutes psychic reward, nor of how and or whom it benefits. This article challenges that. Psychic rewards are positive attributes in their own right. They are also variable, just as financial rewards are, so people can be exploited psychically as well as financially. Drawing on detailed qualitative research into film and TV production it argues that psychic rewards in the form of creative and interesting work was important and often featured in contractual discussions, but that it was the established professionals who were most capable of negotiating for creativity. Here the idea of individual bargaining power is combined with that of psychic reward to distinguish between bargains at different stages in professionals’ working lives. Novices experienced exploitation, those developing skills found work intensified, and established professionals negotiated for earnings and creativity. All professionals were prepared to accept low (or no) pay in exchange for a ‘good credit’, but most of the positive aspects of psychic reward were reserved for the established professionals.

 

About the Speaker

Irena Grugulis is Professor of Work and Skills at Leeds University Business School.  Her research focuses on skills, particularly the way people learn in and at work and the ways in which work may either limit or encourage that learning.  Her work has been funded by the ESRC, EPSRC and EU and has been published in Organization Studies, Journal of Management Studies, British Journal of Industrial Relations, Work, Employment and Society and Human Resource Management Journal. She has also published two sole-authored textbooks, A Very Short, Fairly Interesting and Reasonably Cheap Book About Human Resource Management (Sage, 2017) and Skills, Training and Human Resource Development (Palgrave Macmillan, 2007).  Irena is an ESRC/AIM Services Fellow, an Associate Fellow of SKOPE and an Academic Fellow of the CIPD. She served on the Academic Advisory Panel of the UKCES and contributed to a number of governmental skills enquiries including the Leitch Review and the National Skills Task Force as well as advising the Singaporean Government.  She has been both Editor and Joint Editor in Chief of Work, Employment and Society and currently chairs the journal’s Editorial Board.

 

17th April 2019

Debating the Future of Work: Challenges and Future Prospects

Hilton Hotel Sheffield, 28-29 May 2019

This two-day conference is being organised by the Centre for Decent Work (CDW) at the University of Sheffield in collaboration with the International Labour Organisation (ILO). The recent report by the ILO’s Global Commission on the Future of Work Commission, which represents the culmination of the ILO’s centenary initiative on the future of work, describes ways in which the world of work might be improved. The conference will bring together leading academics and ILO officials to discuss issues raised by the report and other matters that are of central importance to the future of work and the future research agenda. The themes to be addressed will include:

  • Labour market transitions, skills and lifelong learning;

  • New forms of employment and the future of social protection;

  • Diversity and inclusion;

  • Ageing, caring and wellbeing;

  • Work organisation, technology and job quality;

  • Governance, labour administration and social dialogue

  • Work and the environment;

  • The future research agenda.

 The conference will feature invited contributions from researchers based at universities in various countries, including Australia, Canada, Denmark, Ireland, Japan, the USA and UK, providing opportunities for international sharing of knowledge and experience and also network building. Confirmed speakers include Marian Baird (Sydney), Burt Barnow (George Washington), Nelarine Cornelius (Queen Mary), Pauline Dibben (Sheffield), Janet Fast (Alberta), Anne-Marie Greene (Leicester), Damian Grimshaw (ILO), Christopher King (Texas at Austin), Janine Leschke (Copenhagen), Seamus McGuinness (ESRI), Kirsty Newsome (Sheffield), Peter Nolan (Leicester),  Jonathan Payne (De Montfort), Dean Stroud (Cardiff), Jill Rubery (Manchester), David Uzzell (Surrey), Maria-Luz Vega (ILO), Colin Williams (Sheffield), Alex Wood (Oxford), Ryuichi Yamakawa (Tokyo), Susan Yeandle (Sheffield).

 

Information about how to register can be found at:

http://management.sheffield.ac.uk/events/59751972759/

 

17th April 2019

EFES NEWSLETTER - APRIL 2019

Having trouble viewing this e-mail? This newsletter is also available in 7 languages (EN, FR, ES, DE, IT, CS, HU) on page
http://www.efesonline.org/EFES NEWS/2019/EFES NEWSLETTER - 4-2019 EN.htm

 

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EFES NEWSLETTER - APRIL 2019

New Record Year for Employee Share Ownership in Europe

JUST RELEASED

The new "Annual Economic Survey of Employee Share Ownership in European Countries" is just released
More information

 

in partnership with




New Record Year for Employee Share Ownership in Europe

New record year for employee share ownership in Europe, with nearly 400 billion Euro held by employees in their company or 3.11%.

More and more European companies are organizing employee share plans. In 2018, 87.3% of all large European companies had employee share plans of all kinds, while 52.3% had "broad-based" plans for all employees. Their number increased by 3 to 4% on average each year since 2006, a solid growth. The rise is back for the number of employee shareholders, with 7.5 million people in large European companies; if we add one million employee shareholders in SMEs, the total figure reaches 8.5 million.

However, the decline in the democratization rate of employee share ownership has still to be stopped.

Following the crisis, some European countries (including the UK) had chosen for stronger incentive policies, promoting employee share ownership and long term savings as an investment for the future. Instead of that, some other countries (including France) had chosen to reduce public spending and to support household consumption, while incentives for long term savings and for employee share ownership were sacrificed.

This had a strong impact on the democratization rate of employee share ownership in Europe (the proportion of employee shareholders amongst all employees), leading to a divorce between continental Europe and the UK. A sharp drop below 20% was observed on the continent. On the contrary, the democratization rate had risen to more than 25% in the UK.

After the negative phase from 2009 to 2013, policy decisions are positive again in most European countries. This led to a rebound of the democratization rate to 38% in France  following the "Macron Law", illustrating the high elasticity of employee share ownership to fiscal incentives.

However negative factors are still prevailing in some countries. Germany gives the picture of the dramatic impact of such policies on the democratization rate of employee share ownership, with less than 13%.

On the other hand, the UK and France are the only European countries showing a recent but significant positive dynamics of the majority-employee-owned sector. The number of such companies increased from 36 in the UK in 2014 to 80 in 2018, mainly due to the impact of the new Employee Ownership Trust scheme implemented in 2014. In France, it is mainly due to the multiplication of combined Management and Employee Buy-Outs.

Press Review
We have a selection of 22 remarkable articles in 8 countries in March 2019: Belgium, Canada, France, Germany, Italy, Poland, United Kingdom, USA.
Belgium: EASI is employee-owned and for the fifth time in a row "Best Place to Work".
Canada: Canadian government will cap the use of the preferential tax treatment on stock options.
France: How the new "Pacte Law" will impact employee share ownership and savings schemes. Employee share ownership for start-ups. First employee share plan for Iliad. New workers co-operative linked to rescue plans.
Germany: 300.000 employee shareholders for Siemens through free share awards.
Italy: First employee share plan for Generali.
Poland: New employee share plan for XTPL.
UK: British Airways unions call for the re-introduction of an employee share ownership scheme. New firms sold to Employee Ownership Trusts. John Lewis cuts staff bonuses to lowest level in 65 years.
USA: New companies sold to ESOPs. Colorado launches initiative to boost employee ownership of businesses, "looking to make Colorado the Delaware of employee ownership".

The full press review is available on:
              http://www.efesonline.org/PRESS REVIEW/2019/March.htm 

 


Your support

Why?
Amount in Euro:


A political roadmap for employee ownership in Europe

The EFES needs more members. Download the EFES membership form

What's new on the EFES website?

EFES NEWS distribution: 200.000






















































































































   With best regards

 

   
 

Marc Mathieu
Secretary General
EFES - EUROPEAN FEDERATION OF EMPLOYEE SHARE OWNERSHIP
FEAS - FEDERATION EUROPEENNE DE L'ACTIONNARIAT SALARIE
Avenue Voltaire 135, B-1030 Brussels
Tel: +32 (0)2 242 64 30 - Fax: +32 (0)2 791 96 00
E-mail: efes@efesonline.org
Web site: www.efesonline.org
EFES' objective is to act as the umbrella organization of employee owners, companies and all persons, trade unions, experts, researchers, institutions looking to promote employee share ownership and participation in Europe.


 

Feedback
 

17th April 2019

Next Manchester Industrial Relations Society meeting

Dear all

The next meeting of the Society, which is the Shirley Lerner Memorial Lecture will be Professor Damian Grimshaw, Director of the Research Department at the ILO who will be giving a presentation on The ILO and social justice at work: Reinvigorating its century-old mandate at 6pm on 16th May 2019.

Please find attached the flyer and a map of the venue.

We look forward to seeing you there.

 

Best wishes,

 

Stephen Mustchin

Secretary

Manchester Industrial Relations Society

17th April 2019

Visions of the workplace:

Visions of the workplace:

missing from the record

Britain at Work (B@W) 1945-95 in association with British Universities’ Industrial Relations (BUIRA) IR History Group and Oral History Society (OHS)

 

Saturday 11 May 2019, 11am – 16.450pm

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)

Room C279 (lunch C287)

 

For further details and to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk)

This year’s, Britain at Work Oral Labour History Day, will focus on the visual and remembering, asking and answering questions about images of work and activism in film, photography and the theatre. Changing technology means that opportunities to record working lives are now available immediately and with the potential of greater democracy. In recent decades, some photographers and workers in film and theatre have pushed at the boundaries recording and disseminating, engaging directly with working people. In this year’s Oral Labour History Day, we are inviting people known for visualising the workplace and struggle to reflect on how their experience links to oral history. There will also be an accompanying exhibition, Cuban Notebook, by Larry Herman, photographer, on display.

 

B@W is an initiative to capture the memories of people at work between 1945 and 1995, many of which can be found at the TUC Library Collections held at London Metropolitan University, accessible at: (www.unionhistory.info/britainatwork)..

 

Programme

10.30-11.00

Registration/Coffee & Tea

Speaker

Chair

11.00-11.15

Welcome and introduction

Linda Clarke and Michael Gold

 

11.15-12.00

How seeing and hearing people adds to our multi layered understanding of history

Sarah Boston

Linda Clarke

12.00-13.00

Roundtable: brief contributions on participants’ current interest in oral labour history

Participants

Michael Gold

13.00-13.45

Lunch

13.45 – 15.00

Images of Work – photography

·         Showing and discussing the film ‘Clydeside 1974-1976’

·         The changing nature of photo-ops and Vox Pops

Larry Herman

 

Jeff Howarth

 

Nick Jones

15.00-15.15

Coffee/Tea break

15.15-16.30

 

 

Applying oral history: the role of theatre

Pam Schweitzer

 

Joanna Bornat

 

Susan Croft

16.30-16.45

Closing observations

Joanna Bornat

 


 

About the speakers:

 

Sarah Boston, award winning documentary film maker, author of the book Women Workers and Trade Unions and trade union member (ACTT/BECTU) since 1967, writes: “Over the decades I have interviewed people on film about their lives. The interviews have included women who had been chain makers in the 1910 strike (BBC 1976): the daughters in Dorothea Lange’s iconic photograph the migrant mother (C4 1989) and four women- Hortensia Allende; Joan Jara; Joyce Horman and Angela Jeira Bachelet - whose husbands were murdered by the Pinochet regime (2005 Fuse Films). Actually seeing and hearing people adds to our multi layered understanding of history. To illustrate. I will use short clips from the above documentaries.

 

Dr Susan Croft is Director of Unfinished Histories, a major initiative to record the history of Alternative Theatre in Britain through oral histories and to preserve archives of the alternative theatre movement from the 1960s to the 1980s (see www.unfinishedhistories.com). In 2013-14 she led the HLF-funded project Unfinished Histories Company Links, which culminated in the exhibition and publication Re-Staging Revolutions: Alternative Theatre in Lambeth and Camden 1968-88, as well as curating 15 accompanying events. From 1997-2005 Susan was Senior Curator (Contemporary Performance) at the V&A Theatre Museum, working on the National Video Archive of Performance and curating four major exhibitions. She also established a range of initiatives recording the history of Black and Asian theatre in Britain.

 

Nick Jones: After a career reporting industrial conflict, former BBC correspondent Nicholas Jones reflects on the changing nature of photo-ops and Vox Pops. More than ever workers in conflict understand that a picture tells the story. But are their voices being heard? Jones fears lazy journalism and editorial cuts are limiting the chances of working people to argue their case through the news media.

 

Pam Schweitzer has spent the last thirty years developing reminiscence arts work, especially original reminiscence theatre productions, professional and amateur. She founded the Age Exchange Theatre Trust and the Reminiscence Centre and was its Artistic Director from 1983 to 2005. She directs the European Reminiscence Network (1993 to the present), specialising in international reminiscence festivals and conferences, and co-ordinates Europe-wide projects on reminiscence in dementia care, receiving a Lifetime Achievement Award by the National Dementia Care Awards 2014. At the University of Greenwich, which awarded her an Honorary Doctorate in 2017, she is developing the Reminiscence Theatre Archive and Website as well as working with students on Reminiscence Theatre and Theatre-in-Education projects. Pam will talk about moving from recorded story into theatre, especially verbatim theatre based closely on interviewees' words. With the example of 'What did you do in the war, Mum?', a show, a book, an exhibition and a website, she will show how the writer, director and cast gather together the interview material and look for a structure to reflect and contain it, transforming it into a professional production seen by thousands on national and international tours. She will describe how students of drama today make original plays of their own from the same interview material recorded 40 years previous.

 

 

Larry Herman, photographer, originally from New York City, immigrated to Britain in 1968 during the Vietnam War. He is an activist in the National Union of Journalists and represents the NUJ on the Cuban Solidarity Campaign National Executive. He is on the organising committee of Britain@Work and is secretary of his tenants’ association in Whitechapel. Herman is currently documenting the struggle to organise an independent trade union in the clothing manufacturing industry in Dhaka, the Bangladesh capital. Streetlevel Photoworks, Glasgow, produced the film Clydeside 1974-1976 about Larry’s work,

About the Exhibition: First shown in a 2017 Mayday exhibition in Havana, Cuban Notebook is part of a larger portfolio in the permanent archive of the Confederacion de Trabajadores de Cubanos (CTC - Confederation of Cuban Workers). The photographs, made over a period of four years with the assistance of the CTC, document the working lives of Cubans. As Larry Herman, the photographer, explains: ‘Work defines who we are’.

 

 

17th April 2019

The Winter of Discontent: Myth, memory and history’

Dear all

On 19 June Manchester Industrial Relations Society in conjunction with the Work and Equalities Institute at the University of Manchester will be holding a seminar focused on the 1978/9 ‘Winter of Discontent’ strike wave. Stephen Mustchin will introduce the seminar and then Tara Martin Lopez will give a talk based on her book ‘The Winter of Discontent: Myth, memory and history’ (see https://www.liverpooluniversitypress.co.uk/books/isbn/9781781380291/ )

 

Synopsis:

 

Britain’s “Winter of Discontent, 1978-1979” is shrouded in a potent and politically charged myth, one aspect of which revolves supposed “trade union bully boys” bringing down a sympathetic Labour Government and ushering in the era of Thatcherism with their excesses. This discussion, based on research published in Tara Martin Lopez’s The Winter of Discontent: Myth, Memory, and History, will approach this myth in a threefold way. First, the talk will define the term “myth” and provide background to the essential elements of the myth of the Winter of Discontent. Second, the discussion will then look at how oral histories from the workers themselves, especially women and Black workers, provide a potent source of “counter-memory” that challenges this myth. Three, it will then conclude by exploring the power of marginalized groups’ remembering and participation in key historical events and the implications of this for the historiography of Britain in the late 20th century.

 

 

The seminar will be at 4pm-6pm on 19 June in room 3.006a in Alliance Manchester Business School – if you are coming please arrive 10 minutes early and ask for directions at reception.

 

I hope to see some of you there

 

Best wishes

Stephen Mustchin

13th April 2019

Register now for BUIRA 2019 confererence in Newcastle

Members are advised that registration is now open for the 2019 conference here and that accommodation can also now be booked through the following link here.

 

4th April 2019

Debating the Future of Work Hilton Hotel Sheffield, 28-29 May 2019

Debating the Future of Work

 

This two-day conference is being organised by the Centre for Decent Work (CDW) at the University of Sheffield in collaboration with the International Labour Organisation (ILO). The recent report by the ILO’s Global Commission on the Future of Work, which represents the culmination of the ILO’s centenary initiative on the future of work, describes ways in which the world of work might be improved. The conference will bring together leading academics and ILO officials to discuss issues raised by the report and other matters that are of central importance to the future of work and the future research agenda. The themes to be addressed will include:

  • Education, skills and lifelong learning;

  • New forms of employment and the future of social protection;

  • Diversity and inclusion;

  • Ageing, caring and wellbeing;

  • Work organisation, technology and job quality;

  • Governance, labour administration and social dialogue

  • Work and the environment;

  • The future research agenda.

 

The conference will feature invited contributions from researchers based at universities in various countries, including Australia, Canada, Denmark, Germany, Japan, the USA and UK, providing opportunities for international sharing of knowledge and experience and also network building.

Further information, including how to register, will be available soon.

2nd April 2019

BUIRA Member Conferred as Fellow of the Academy of Social Sciences

BUIRA Member Conferred as Fellow of the Academy of Social Sciences

 

The BUIRA Executive would like to offer their congratulations to Professor Mark Stuart, who this week was amongst the 73 leading social scientists conferred as Fellows of the Academy of Social Sciences (AcSS).  Professor Stuart is a member and former President of BUIRA, and, as the Fellowship recognises, he has made major contributions to research in employment relations and in social science more widely.

 

The full announcement made by the AcSS can be found here.

 

As a constituent learned society of the AcSS, BUIRA is able to make nominations for Fellowships.  The deadline for the next round of nominations is June 2019.  A call to all BUIRA members to propose nominees will be made in April, but anyone wishing to discuss a nomination informally before then should contact the BUIRA Treasurer, Stephen Procter (stephen.procter@newcastle.ac.uk).

 

1st April 2019

Call For Papers: Inequality and Organizations: Paper Development Masterclass for Early Career Academics and Doctoral Students

Call For Papers: Inequality and Organizations: Paper Development Masterclass for Early Career Academics and Doctoral Students

September 20th, 2019, The York Management School, University of York, UK

Inequality and social justice are long standing concerns in academic research and public policy, affecting individual and collective wellbeing, diminishing growth and productivity and undermining trust in key societal institutions. Organizations, their structures, practices and strategies act both as potential barriers and solutions to this.

This master class, supported by the Society for the Advancement of Management Studies in association with The York Management School’s Justice, Ethics and Inequality theme, invites papers of 7,000-10,000 words by 21st June 2019 looking at the relationship between inequality and organizations, their structures, practices and strategies.  Themes include but are not limited to: poverty, social mobility, diversity management, precarity, international inequality, corporate social responsibility, employee participation, and industrial democracy.

Participants will present their research to leading scholars in the field and receive detailed critique of their work as well as attending a faculty-led plenary session to provide guidance on researching and publishing work on inequality in world class management journals.  Panelists have editorial experience at leading journals including Academy of Management Review, Journal of Management Studies, Sociological Quarterly and Work, Employment and Society, as well as extensive publication, editorial board and peer reviewing experience.

Travel bursaries of up to £175 will be given to successful applicants, intended to include second class travel and hotel costs if necessary. There will also be an optional dinner in York on the 19th September.  York is a pleasant cathedral city in the north of England and well worth visiting, while the university campus is in a pleasant out of town location conducive to academic thought and discussion.

Please send any enquires as to suitability to Dr Kevin Tennent (kevin.tennent@york.ac.uk), Dr Joyce Jiang (joyce.jiang@york.ac.uk) or Professor Daniel Muzio (Daniel.muzio@york.ac.uk).

Decisions as to acceptance will be communicated by 31st July 2019.

Masters/Panelists:

Dr Louise Ashley (Royal Holloway)

Professor Penny Dick (University of Sheffield)

Professor Kevin Leicht (University of Illinois)

Professor Jacqueline O’ Reilly (University of Sussex)

Professor Ro Suddaby (University of Victoria and University of Liverpool)

 

Please send submissions and inquiries to: SAMSMasterClass2019@gmail.com

1st April 2019

Vacancy at UCD

For more information see:

http://www.ucd.ie/adastrafellows/

29th March 2019

BSA Early Career Regional Forum:

BSA Early Career Regional Forum: 

Theorising worker-employer relations in the new world of work  

4th April 2019, 9:00am-5:00pm

Provisional Programme

 

 

This event, sponsored by the British Sociological Association and the Centre for Employment Relations Innovation and Change (CERIC), University of Leeds: theorising worker-employer relations in the new world of work brings Early Career Researchers(ECRs) with leading academics to consider contemporary theoretical and empirical understandings of the worker-employer relationship. To see the provisional programme and register for this event, please click  here BSA Leeds ECR Forum 4th April 2019 Event Page  A small number of bursaries are available to support attendance. For further information, please contact the event organisers, Dr. Jo Cutter (j.cutter@leeds.ac.uk)  or Dr. Simon Joyce (s.joyce1@leeds.ac.uk).

 

 

29th March 2019

The Palgrave Handbook of Workers’ Participation at Plant Level Editors: Berger, Stefan, Pries, Ludger, Wannöffel, Manfred (Eds.)

  • An historical and comparative examination of plant-level workers' representations and models of social partnership 
  • Considers both European and non-European case studies, adding important insight on global trends
  • Suggests future directions for sustainable and long-term innovation and growth in the knowledge era.

 

Comprising the study, documentation, and comparison of plant-level workers’ participation around the world, this volume meets the challenge of offering a global perspective on workers’ participation, representation, and models of social partnership. Value chains, economic life, inter-cultural exchange and knowledge, as well as the mobility of persons and ideas increasingly cross the borders of nation-states. In the knowledge age, the active participation of workers in organizations is crucially important for sustainable and long-term growth and innovation. This handbook offers lessons from historical, global accounts of workers’ participation at plant level, even as it looks forward to predict forthcoming trends in participation.

https://www.palgrave.com/gb/book/9781137481917

 

29th March 2019

In Place of Strife (1969): Trade Union legal rights & responsibilities revisited

 

The Trade Union and Employment Forum would like to invite you to an upcoming all-day conference:

 

In Place of Strife (1969): Trade Union legal rights & responsibilities revisited

Saturday 27 April 2019, 11am-4pm

Modern Records Centre, University of Warwick, Coventry CV4 7AL

Fifty years ago, the conflict between the Harold Wilson Labour Government and the trade unions over Secretary of State for Employment Barbara Castle’s White Paper In Place of Strife was one of the pivotal moments of post-war British Industrial Relations. It pitched voluntarist ideas of ‘free collective bargaining’ against ideas of economic planning and public policy concerns about strikes, inflation and restrictive practices. The white paper followed the 1968 Donovan Report and preceded Heath’s Conservative 1971 Industrial Relations Act.

In response to Peter Dorey’s new book on ‘In Place of Strife’, this day has two parts. In the morning there is a historical reassessment of the political episode. In the afternoon, we consider the implications for current Labour Party policy on trade unions, as the Manifesto promises to ‘roll out sectoral bargaining’. The seminar is held at the Modern Records Centre, the largest UK trade union and industrial relations collection, which will also be introduced to us.

Speakers include:

Professor Peter Dorey, Professor of British Politics at Cardiff University and author of Comrades in Conflict: Labour, the Trade Unions and In Place of Strife (2019)

Dr David Lyddon, founding editor of the journal Historical Studies in Industrial Relations

Lisa Martineau, journalist and author of Politics & Power: Barbara Castle, a biography (2011)

Joe Dromey, Deputy Director of the Learning and Work Institute and author (at IPPR) of Power to the People: how stronger unions can deliver economic justice (IPPR 2018)

Professor Peter Ackers, co-editor (with Dr Alastair Reid) of Alternatives to State-Socialism: Other Worlds of Labour in the Twentieth Century (Palgrave 2016)

 

Refreshments are provided and the cost is £12 – to register and pay please sign up on Eventbrite

Kind regards

History & Policy

 

14th March 2019

Norwich Business School University of East Anglia Lecturer in Human Resource Management (ATS856)

Faculty of Social Sciences

Norwich Business School  University of East Anglia

 

Lecturer in Human Resource Management (ATS856)

 

Lecturer: £42,036 to £48,677 per annum

 

Norwich Business School is home to a vibrant, diverse, and engaged academic community, ranked amongst the top 10 UK business schools by the quality of its research output (REF 2014), and intent on providing teaching excellence across its wide range of business and management degree programmes in supporting UEA’s award of TEF Gold status. 

 

The School is seeking to recruit an outstanding Lecturer in the field of Human Resource Management (HRM) to join the Employment Systems and Institutions (ESI) group. The group has expertise in HRM, work psychology and labour economics with teaching and research activities that focus on explaining the individual, community and societal impacts of work and employment practice. A full list of areas of interest can be found in the further particulars.

 

The post is available following ‘Academic Teaching & Scholarship’ (ATS) terms and conditions. ATS staff are expected to provide a leadership contribution to teaching and administration while maintaining subject scholarship but without the requirement to conduct research.  

 

A good first degree or an equivalent qualification is essential; and PhD (or nearing completion), or equivalent experience – this could mean substantial experience at a high level in the sector, and/or equivalent professional qualification. Applicants must satisfy all the essential criteria detailed in the person specification.  

 

The post is available from 20 May 2019 on a full-time indefinite basis.

https://myview.uea.ac.uk/webrecruitment/pages/vacancy.jsf?search=10

 

 

Closing date: 3 April 2019.

 

Any questions or queries please contact Dr Susan Sayce    email s.sayce@uea.ac.uk

 

 

Dr Susan Sayce

Norwich Business School

Thomas Paine Study Centre Room 2.14

University of East Anglia

Norwich Research Park

Norwich NR4 7TJ


Tel: 01603 591286

Email:
s.sayce@uea.ac.uk

 

On the Editorial board for Interdisciplinary perspectives on equality and diversity : An international journal,  an open access journal

 

cid:BBD3E578-AEC1-42AF-A718-2381FE5EA87C

Gold (Teaching Excellence Framework 2017)

UK Top 15 (The Times/Sunday Times 2017 and Complete University Guide 2018)

World Top 200 (Times Higher Education World University Rankings 2017)

Top 5 for student satisfaction (National Student Survey 2005-2017. Overall student satisfaction, English mainstream universities)

 

TEF Gold logo RGB  facebook  twitter-old tumblr flickr linkedin youtube cid:image008.png@01CF8BB5.50024060

 

 

14th March 2019

EFES NEWSLETTER - MARCH 2019

Having trouble viewing this e-mail? This newsletter is also available in 7 languages (EN, FR, ES, DE, IT, CS, HU) on page
http://www.efesonline.org/EFES NEWS/2019/EFES NEWSLETTER - 3-2019 EN.htm

 

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EFES NEWSLETTER - MARCH 2019

Congratulations from the Irish Parliament

The Irish Parliament likes this newsletter, he let us know by letter.
Every month, this newsletter highlights the significant facts of employee share ownership worldwide, as well as European policies.
The monthly press review is a fabulous source of information. It sheds light on proven facts and helps sort out fake news, delivering a story full of novelties and twists.
The progress and benefits of employee share ownership are becoming more and more evident.

Letter from the Irish Parliament

Press review
We have a selection of 21 remarkable articles in 5 countries in February 2019: France, Ireland, South Africa, United Kingdom, USA.
France: Employee share ownership is spreading in Intermediate Size Businesses. The coming "Pacte Law" will fail to provide employee shareholders with financial advisory solutions. New employee share plan for Total, for Schneider Electric. Employee buy-outs for Securimut, for Handi-Wagala.
Ireland: Fears grow over Brexit threat to Irish staff share schemes.
South Africa: The ANC's election manifesto endorses employee share ownership.
UK: British Airways unions call for the re-introduction of an employee share ownership scheme. New Employee Ownership Trusts for Wales' leading TV production company.
USA: ESOPs increase optionality for business owners. Publix supermarket is the largest employee-owned company in the world. Allowing employees to own company shares is a powerful retention tool. 

The full press review is available on:
              http://www.efesonline.org/PRESS REVIEW/2019/February.htm 

 


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A political roadmap for employee ownership in Europe

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   With best regards

 

   
 

Marc Mathieu
Secretary General
EFES - EUROPEAN FEDERATION OF EMPLOYEE SHARE OWNERSHIP
FEAS - FEDERATION EUROPEENNE DE L'ACTIONNARIAT SALARIE
Avenue Voltaire 135, B-1030 Brussels
Tel: +32 (0)2 242 64 30 - Fax: +32 (0)2 791 96 00
E-mail: efes@efesonline.org
Web site: www.efesonline.org
EFES' objective is to act as the umbrella organization of employee owners, companies and all persons, trade unions, experts, researchers, institutions looking to promote employee share ownership and participation in Europe.

 

14th March 2019

Call for Papers: "Politicizing and Depoliticizing Work in the Contemporary Firm and Beyond" Deadline for submission: April 20, 2019.

Call for Papers: "Politicizing and Depoliticizing Work in the Contemporary Firm and Beyond"
Deadline for submission: April 20, 2019.

Congress of the Swiss Sociological Association 2019
The Future of Work, September 10-12, 2019
The employment relation that emerged after World War II has undergone significant transformations in the present context of deep socioeconomical changes (transnationalization of capital, economic crisis, digitalization, etc.). Phenomena such as job precariousness, difficult working conditions and the increasing number of working poor become more relevant. In addition to this, the spatio-temporal boundaries between professional and private life are increasingly blurred. These challenges are sometimes tackled via individual arrangements, e.g. about the working time, in such cases a "depoliticizing" of work can be observed. However, counter-processes of "politicization" are also taking place in case of reactions - such as resistances or mobilizations - aimed to negotiated more broadly and collectively the issues linked with the employment relation. Those reactions can involve new actors and their scope depends on the country and/or the economic sector. This workshop questions the extent of such politicizing and depoliticizing processes in order to grasp their size, the issues and the involved actors. The workshop will be structured around three axes.

Axis 1: Are trade-unions and employers' organizations still the main sources of politicization in the world of work?

For a long time, collective bargaining between trade-unions and employers' organizations framed the politicizing process of the world of work. Several legitimate actors were involved in this process: trade-unions and employee representative committees, business corporations and employers' organizations as well as the state in the frame of tripartite bodies. Nonetheless, the devolution of collective bargaining at firm-level and the emergence of new and less unionized economic sectors seem to undermine the traditional employment relation. What dynamics are going on in terms of politicising and depoliticising work and employment relations at firm and sector level? Do the trade-unions and the employers' organizations still play a major role in those processes? Is the state playing a new part in the employment relation?

Axis 2: What kind of politicization of work take place in a globalized economy?

The employment relation takes place increasingly at the international level in the frame of a new international division of labour. The multinational and transnational companies active in Global Value Chains (GVC) seem to have increased impact on the creation of jobs and the definition of working conditions. This implies a disconnection between such companies and the established actors of the employment relation which are based mainly at local and national level. In which way does the internationalization of the labour process transform the traditional forms of collective bargaining? How can a politicizing of work take place when the production is internationalized?

Axis 3: Which mobilizations can lead to a repolitization of work?

When individual arrangements do not longer allow a balanced employment relation (i.e. possibility to combine individual needs and the requirements of the production), tensions can emerge in the frame of the labour process. These tensions can lead the actors to mobilize themselves collectively or individually for changing the balance of power between actors inside the firms, but also beyond them. Which mobilizations lead to a repolitization of work? Are the firms still the main places of those struggles? Are new actors and spaces emerging?

This call is related to the workshop "Politicizing and Depoliticizing Work in the Contemporary Firm and Beyond" that is organized by Jean-Michel Bonvin, Nicola Cianferoni and Aris Martinelli (University of Geneva). Accepted languages for proposals are English and French. A publication may be considered according to the communications. Applicants must send their abstracts with their name, affiliation, and contact information in the message. The maximum length is 2000 characters (including spaces) and the deadline for submission is April 20, 2019. Please send your proposal to: nicola.cianferoni[at]unige.ch.
Feedback
 

14th March 2019

Call for Papers : Theorising worker-employer relations in the new world of work: BSA Early Career Researcher (ECR) Forum

Call for Papers : Theorising worker-employer relations in the new world of work: BSA Early Career Researcher (ECR) Forum

4th April 2019, Leeds University Business School

Call For Papers & Registration /bsa-early-career-forum-regional-event-theorising-worker-employer-relations-in-the-new-world-of-work/

Please not you do not have to be presenting to attend but please do register.

This event provides an opportunity for ECRs to share their work with leading academics and other researchers investigating collective interest representation and documenting novel and unexpected forms of collective action that shape worker-employer relations.  The event will also explore the scope for collaboration to develop research agendas that could advance theoretical and empirical understanding in this area, to consider what, if anything, has emerged to replace formal bargaining institutions between workers and management and how this could be theorised.  Confirmed keynote speakers:

·         Professor Miguel Martinez Lucio, University of Manchester

·         Professor Sian Moore, University of Greenwich

·         Professor Mark Stuart, University of Leeds

 

If you have any questions about the ECR Forum event please contact either Dr Jo Cutter (j.cutter@leeds.ac.uk ) or Dr Simon Joyce (S.Joyce1@leeds.ac.uk )

Deadline for abstracts extended to 22nd  March 2019 (please us the BSA link above) with notifications by 25th March

Deadline for registrations Thursday 28th March 2019

Feedback
 

14th March 2019

Labour and Industry: A journal of the social and economic relations of work Special Issue: Call for Papers

Labour and Industry: A journal of the social and economic relations of work

Special Issue: Call for Papers

Geographical labour mobility in the construction sector: Contexts, Patterns, Processes, and Consequences

 
Guest Editors

Lachlan Barber, Department of Geography, Hong Kong Baptist University

Michael Haan, Department of Sociology, Western University, Ontario

Barbara Neis, Department of Sociology, Memorial University of Newfoundland

Nicole Power, Department of Sociology, Memorial University of Newfoundland

Overview of Special Issue

The construction industry is one of the largest industries globally. It is extremely diverse, encompassing craft, professional and industrial services related to the building, demolition, renovation and maintenance of civil, industrial, residential and commercial built environments. Various forms of employment-related geographical mobility (E-RGM) or labour (im)mobilities are intrinsic to construction work. Despite the opportunities the construction industry presents for understanding the relationship between E-RGM and work, the patterns and dynamics of E-RGM, and their intersections with labour markets, work scheduling, family, community and the larger political economy are underexplored. This is the case despite the size of the construction sector and its association with large public investments in state-commissioned projects and thus, related policy interest. The proposed special issue seeks to address this gap.

 

We seek papers that shed light on the complex interrelationships between construction (in its different forms), diverse patterns of E-RGM and their intersections with work, family labour markets and community. Topics could include, but are not limited to understanding:

  • how the construction industry and collective bargaining enable and regulate mobile work and mobile workers in different contexts;
  • the relationship between mobility and health and safety, including wellbeing and work-life balance;
  • the relationship between mobility and the application and enforcement of labour standards in construction;
  • changes over time in industry mobility regimes and their consequences for labour force composition and labour relations;
  • the implications of work mobility for families and communities in the construction industry.

 

We also welcome enquiries relating to other topics that look at the intersectionality of mobility, labour, industry and built environments.

 

Key Dates:

Expression of interest, including titles and abstracts, to the co-editors by: 15th April, 2019

Submit your paper via the journal website by 1st September, 2019

Papers finalised and sent to the publisher 1st March, 2019

Publication of the special issue expected in May, 2020

 

Notes for Prospective Authors

Please contact Michael Haan, Guest Editor, if you any questions about the special issue at mhaan2@uwo.ca. For any queries regarding the submission process please contact the journal’s Systems Manager, Jane Halteh at jane.halteh@gmail.com.

Papers submitted to Labour and Industry are managed using an online submission and review system with Editorial Manager http://www.edmgr.com/rlab/default.aspx. Please check the website for formatting requirements for submissions.

Authors should first register with Editorial Manager and when submitting their papers they should ensure all the author and co-author details are entered correctly. Any authors or co-authors who have previously submitted a paper to Labour and Industry, or reviewed a paper, should already be registered in the system, but they should check their details.

 

Labour and Industry is the journal of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ). It is published by Taylor and Francis and accredited by the Chartered ABS Academic Journal Guide (‘2’) and ABDC rankings (‘B’).

 

 

Labour and Industry: A journal of the social and economic relations of work

Special Issue: Call for Papers

Geographical labour mobility in the construction sector: Contexts, Patterns, Processes, and Consequences

 
Guest Editors

Lachlan Barber, Department of Geography, Hong Kong Baptist University

Michael Haan, Department of Sociology, Western University, Ontario

Barbara Neis, Department of Sociology, Memorial University of Newfoundland

Nicole Power, Department of Sociology, Memorial University of Newfoundland

Overview of Special Issue

The construction industry is one of the largest industries globally. It is extremely diverse, encompassing craft, professional and industrial services related to the building, demolition, renovation and maintenance of civil, industrial, residential and commercial built environments. Various forms of employment-related geographical mobility (E-RGM) or labour (im)mobilities are intrinsic to construction work. Despite the opportunities the construction industry presents for understanding the relationship between E-RGM and work, the patterns and dynamics of E-RGM, and their intersections with labour markets, work scheduling, family, community and the larger political economy are underexplored. This is the case despite the size of the construction sector and its association with large public investments in state-commissioned projects and thus, related policy interest. The proposed special issue seeks to address this gap.

 

We seek papers that shed light on the complex interrelationships between construction (in its different forms), diverse patterns of E-RGM and their intersections with work, family labour markets and community. Topics could include, but are not limited to understanding:

  • how the construction industry and collective bargaining enable and regulate mobile work and mobile workers in different contexts;
  • the relationship between mobility and health and safety, including wellbeing and work-life balance;
  • the relationship between mobility and the application and enforcement of labour standards in construction;
  • changes over time in industry mobility regimes and their consequences for labour force composition and labour relations;
  • the implications of work mobility for families and communities in the construction industry.

 

We also welcome enquiries relating to other topics that look at the intersectionality of mobility, labour, industry and built environments.

 

Key Dates:

Expression of interest, including titles and abstracts, to the co-editors by: 15th April, 2019

Submit your paper via the journal website by 1st September, 2019

Papers finalised and sent to the publisher 1st March, 2019

Publication of the special issue expected in May, 2020

 

Notes for Prospective Authors

Please contact Michael Haan, Guest Editor, if you any questions about the special issue at mhaan2@uwo.ca. For any queries regarding the submission process please contact the journal’s Systems Manager, Jane Halteh at jane.halteh@gmail.com.

Papers submitted to Labour and Industry are managed using an online submission and review system with Editorial Manager http://www.edmgr.com/rlab/default.aspx. Please check the website for formatting requirements for submissions.

Authors should first register with Editorial Manager and when submitting their papers they should ensure all the author and co-author details are entered correctly. Any authors or co-authors who have previously submitted a paper to Labour and Industry, or reviewed a paper, should already be registered in the system, but they should check their details.

 

Labour and Industry is the journal of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ). It is published by Taylor and Francis and accredited by the Chartered ABS Academic Journal Guide (‘2’) and ABDC rankings (‘B’).

 

 

14th March 2019

IREC 2019

he 2019 IREC conference will be held on 2-3 September at the University of Bielefeld, with the theme ‘Transnational Labour Markets and Industrial Relations’.
The date is immediately before the ILERA European conference in Düsseldorf, which is a 2-hour train ride from Bielefeld.
Details at:
http://uni-bielefeld.de/soz/industrial-relations-in-europe-irec-2019/

8th March 2019

‘Researching (In)equalities at Work’: Postgraduate Researchers’ Methods Symposium

Researching (In)equalities at Work’: Postgraduate Researchers’ Methods Symposium

Organised by The Work and Equalities Institute (WEI), Alliance Manchester Business School and funded by The British Sociological Association (BSA)


Date: Friday, 5th April 2019

Time: 8.50am — 7pm

Venue: Alliance Manchester Business School (AMBS), The University of Manchester, Booth Street West, Manchester M15 6PB

 

In recent years, there has been an increasing need for doctoral students working in the area of work and employment to research (in)equalities at work. This requires a complex set of skills, not traditionally taught in PGR training programmes. This daylong symposium will attempt to provide the tools which are needed to conduct this type of research, including the use of secondary data such as the Labour Force Survey and the Family Resources Survey. In addition to this, experienced researchers from the field will share their insights into how they conduct research on inequalities, ranging from gaining access to participants and organisations to how to undertake research on  sensitive topics. The day will culminate with a panel discussion led by practitioners who deal with these work inequalities issues on a daily basis.

 

Keynote Speaker: Professor Ken McPhail (Deputy Head of School and Director of Research, AMBS)

 

Theme 1: “Accessing and utilising existing data”

Dr Sarah King-Hele (UKDS) and Dr Anthony Rafferty (AMBS) will discuss the practicalities of accessing and utilising existing large data sources useful for studying work equalities.

 

Theme 2: “Accessing organisations and participants”

Dr Sheena Johnson (AMBS), Dr Mathew Johnson (AMBS) and Professor Miguel Martinez Lucio (AMBS) will discuss how to approach and discuss sensitive issues with organisational gatekeepers, including methods of accessing underrepresented populations (e.g., vulnerable workers, those living in precarious circumstances).

 

Theme 3: “Undertaking research on sensitive topics”

Dr Lucy Webb (MMU), Dr Jo Cartwright (London Metropolitan), Dr Robert Akparibo (University of Sheffield) and Dr Clare Mumford (AMBS) will share the tools to approach topics related to equalities with appropriate respect and understanding. This will include ethical methods for accessing sensitive issues through the use of co-production and ethnography, among other techniques.

 

Theme 4: “Voices from the Field”

The day will culminate with a panel discussion in which Dave Perfect (Equality and Human Rights Commission), Karen Lewis (GMB), Lisa Ryan (GMB) and Rosi Avis (Citizens Advice Manchester) will discuss the key issues faced by workers which they encounter on a daily basis.


Registration fee: £5 (BSA members), £15 (non-members) (including lunch, refreshments and drinks reception)

 

Book your place at: https://bit.ly/2GXGLEg

 

For enquiries, please contact: wei-pgr@manchester.ac.uk

 

Feedback
 

8th March 2019

Public Sector Pay and Employment

Public Sector Pay and Employment

The Centre for Research in Employment and Work (CREW) is holding a symposium on Public Sector Pay and Employment on Wed 20th March 2019 from 1-6 pm at Hamilton House, The University of Greenwich.

This seminar comes at a critical time for the public sector.

SEMINAR:

After nearly a decade of pay restraint in the UK public sector, pay settlements are now being reached at higher levels than the previous 1% limit. The Government has tried to restrict the first post-cap increases, but faced with recruitment and retention difficulties, especially in the NHS, in schools and elsewhere, there are upward pressures that cannot be ignored. This symposium will examine aspects of Government Policy, employee relations and pay and reward strategies in the context of a post-1% world. It will examine pay rises, progression pay, staff shortages and skill requirements across large parts of the public sector.

This symposium brings together a strong range of speakers with expertise on how pay decisions are made and the pressures experienced by negotiators, and key issues related to reward and to the current and future skill requirements in the public sector.

Speakers:
Ken Mulkearn, Director, Incomes Data Research – ‘Pay developments in the public and private sectors 2018/19’.
Nicola Allison, Remuneration adviser to the Office of Manpower Economics – ‘Pay developments in the Pay Review Body world and evidence-based research’.
David Powell, Lead Officer, Pay Policy and Negotiations for the National Education Union – ‘Pay and progression for teachers in schools and academies’.
Paul Wallace, Director of Employment Relations and Reward for the NHS Employers – ‘The current three-year pay agreement and the skill and people requirements of the NHS’.
Simon Pannell, Principal Adviser (Employment and Negotiations) Local Government Association – ‘Pay and skill requirements in local government’.
Professor Ian Kessler, Kings College, London – ‘Reward and skill requirements into the 2020s’.

Chaired by Alastair Hatchett Visiting Fellow, CREW, University of Greenwich. Alastair was previously Head of Pay Services at Incomes Data Services.

 

Here is the link for more details: https://werugreenwich.wordpress.com/2019/01/22/symposium-on-public-sector-pay-and-employment/

 

 

 

Dr. Ruth Ballardie

Senior Lecturer

Department of Human Resources & Organisational Behaviour

University of Greenwich

 

Telephone: +44(020) 8331 9896 | E-mail: R.T.Ballardie@greenwich.ac.uk

 

Office hours for student consultation: Tuesdays 12:30 – 14:30 (during term time)

Location: QA106

 

 

University of Greenwich, a charity and company limited by guarantee, registered in England (reg. no. 986729). Registered office: Old Royal Naval College, Park Row, Greenwich, London SE10 9LS.
Feedback
 

8th March 2019

ILERA announcement – 5 March 2019

 

ILERA announcement – 5 March 2019

Starting 19 March 2019 Thomas Kochan, a previous ILERA President, and his colleague Elisabeth Reynolds will offer their online course on Shaping Work of the Future in conjunction with the MIT Task Force on Work of the Future and in partnership with the ILO’s Future of Work project and similar groups studying these issues from around the world. 

 

Tom, Elisabeth, and their team invite all who share an interest in this vital issue to join the course.  It is free and open to all around the world.  You can register for it here.

 

The goal of the course is to explore and develop plans of action for improving the job and career opportunities for today and tomorrow’s workforce. It also helps students understand and better address the deep divisions and inequalities in societies that threaten the future of our economies and democracies. The course will allow for individuals from all across the globe to create a better future by building a stronger network of businesses, employees, labor organizations, and their communities.  And this year we give special attention to how advancing technologies (AI, Machine Learning, Robotics, etc.) can be used to benefit all—by augmenting worker skills and by sharing the gains from technological and economic growth in equitable ways.

 

“We use the metaphor of “Building a New Social Contract” to organize the task we face and the options we might consider, while shaping the future trajectory of employment. Together we will learn how business, education, labor, government, and the workforce can work together to produce more good jobs and careers, thriving businesses and economies and in doing so help to close the deep divisions and address the frustrations that are all too apparent in our society.”

 

“We would like to invite you, your colleagues, and your students to take part in the class. In order to get a better sense of the course layout, you can watch the introduction piece here. If you have any further questions, please feel free to reach out to us. We would love to have you all on board.”

 

Thomas A. Kochan and Elisabeth R. Reynolds, Massachusetts Institute of Technology

 

 

Shaping the Future of Work

 

Explore ways to improve job opportunities and develop a personal plan for lifelong career success.

 

 

 

 

                                     Introduction video

 

 

This Spring Thomas Kochan, previous ILERA President will offer his free eight-week online course, 15.662x:

Thomas Kochan and 15.662x Course Team

 

What you'll learn

 

•A historical perspective and overview of work and employment policy in the United States and around the world

•How the roles of firms, employees, and public policy have changed and created the labor market we see today

•The status of the current labor market in more detail: What does it look like? What types of jobs do we have, and what skills are required? What are emerging trends in how firms organize work, and in the role of labor market institutions such as unions?

•How globalization and advancing technologies will change the way we work, which jobs could be eliminated and which jobs could be created in their place. How we might influence the way technology is designed and used to improve the quality of work.

•Resources and tools you can use to plan your own career paths in the workplaces of the future – those of the next generation.

 

·         Length:  8 weeks

·         Effort:  4-5 hours per week

·         Price:  Free

·         Add a Verified Certificate for $49 

·         Institution:  MITx

·         Subject:   Business & Management  

·         Level:  Introductory

·         Language:  English 

·         Video Transcripts:  English

 

Starts on 19 March 2019

 

www.ilo.org/ilera

 

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8th March 2019

Seminar on Public Sector Pay and Employment

Public Sector Pay and Employment

The Centre for Research in Employment and Work (CREW) is holding a symposium on Public Sector Pay and Employment on Wed 20th March 2019 from 1-6 pm at Hamilton House, The University of Greenwich.

This seminar comes at a critical time for the public sector.

SEMINAR:

After nearly a decade of pay restraint in the UK public sector, pay settlements are now being reached at higher levels than the previous 1% limit. The Government has tried to restrict the first post-cap increases, but faced with recruitment and retention difficulties, especially in the NHS, in schools and elsewhere, there are upward pressures that cannot be ignored. This symposium will examine aspects of Government Policy, employee relations and pay and reward strategies in the context of a post-1% world. It will examine pay rises, progression pay, staff shortages and skill requirements across large parts of the public sector.

This symposium brings together a strong range of speakers with expertise on how pay decisions are made and the pressures experienced by negotiators, and key issues related to reward and to the current and future skill requirements in the public sector.

Speakers:
Ken Mulkearn, Director, Incomes Data Research – ‘Pay developments in the public and private sectors 2018/19’.
Nicola Allison, Remuneration adviser to the Office of Manpower Economics – ‘Pay developments in the Pay Review Body world and evidence-based research’.
David Powell, Lead Officer, Pay Policy and Negotiations for the National Education Union – ‘Pay and progression for teachers in schools and academies’.
Paul Wallace, Director of Employment Relations and Reward for the NHS Employers – ‘The current three-year pay agreement and the skill and people requirements of the NHS’.
Simon Pannell, Principal Adviser (Employment and Negotiations) Local Government Association – ‘Pay and skill requirements in local government’.
Professor Ian Kessler, Kings College, London – ‘Reward and skill requirements into the 2020s’.

Chaired by Alastair Hatchett Visiting Fellow, CREW, University of Greenwich. Alastair was previously Head of Pay Services at Incomes Data Services.

21st February 2019

Title Call for Papers : theorising worker-employer relations in the new world of work

Theorising worker-employer relations in the new world of work: BSA Early Career Researcher (ECR) Forum

4th April 2019, Leeds University Business School

Call For Papers & Registration /bsa-early-career-forum-regional-event-theorising-worker-employer-relations-in-the-new-world-of-work/

This event provides an opportunity for ECRs to share their work with leading academics and other researchers investigating collective interest representation and documenting novel and unexpected forms of collective action that shape worker-employer relations.  The event will also explore the scope for collaboration to develop research agendas that could advance theoretical and empirical understanding in this area, to consider what, if anything, has emerged to replace formal bargaining institutions between workers and management and how this could be theorised.  Confirmed keynote speakers:

·         Professor Miguel Martinez Lucio, University of Manchester

·         Professor Sian Moore, University of Greenwich

·         Professor Mark Stuart, University of Leeds

 

If you have any questions about the ECR Forum event please contact either Dr Jo Cutter (j.cutter@leeds.ac.uk ) or Dr Simon Joyce (S.Joyce1@leeds.ac.uk )

Deadline for abstracts 7th March 2019 (please us the BSA link above)

_____________________________________________________

 

 

Best wishes

Jo

 

Dr Jo Cutter AFHEA

Lecturer in Work and Employment Relations

Centre for Employment Relations Innovation and Change

Leeds University Business School

+44 113 343 0202

https://business.leeds.ac.uk/jo-cutter/

Recent article: 

https://onlinelibrary.wiley.com/doi/abs/10.1111/1468-2427.12607

cid:image001.png@01D2C9AE.0C745A10

21st February 2019

BUIRA History of Industrial Relations Study Group

Women and Trade Unions

Tuesday 26 March 2019, 3.00pm for 3.20-5.00pm (Tea/ coffee from 3.00)

Room XXX, University of Westminster, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)

 

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

 

Programme:

 

3.00-3.20pm: Tea/ coffee/ refreshments

3.20-3.30: Welcome: Michael Gold and Linda Clarke (Chairs)

 

3.30-4.00: Nicole Busby and Rebecca Zahn

A Feminist Challenge to the Trade Union Movement

This presentation examines the characteristics of non-standard employment arrangements and work in the gig economy against a historical understanding of the ‘feminisation of work’. It argues that unions prioritise functions they adopt within the labour market and the labour law system, a process based on a gendered understanding of employment that has long limited their ability to respond adequately to women workers. It concludes by considering lessons that could be learned by ‘traditional’ trade unions to broaden their appeal to those working under non-standard arrangements within and beyond the gig economy.

 

4.00-4.30: Helen McCarthy

Working Mothers and Workplace Activism in Modern Britain

Since the earliest days of industrialisation in Britain, women's relationship with the trade union movement has been an uneasy one. It was commonly assumed that women lacked a strong commitment to paid work and were difficult to organise due to their frequently interrupted employment histories and domestic ties. From the 1880s, a new generation of female trade unionists challenged these assumptions, but wage-earning wives and mothers remained a 'problem' group in the eyes of union leaders and labour intellectuals well into the later twentieth century. This presentation explores the character of workplace activism amongst this group, who made up an increasing proportion of the female workforce from the 1940s, asking how well trade unions adapted to this changing workforce and how far they were willing to advocate for the particular needs of working mothers, most notably around childcare, maternity rights and part-time employment.

 

4.30-5.00pm: General discussion

5.00pm: Close (followed by drinks until 5.30pm)
 

The speakers:

Nicole Busby is Professor of Labour Law at the University of Strathclyde, teaching and researching in the areas of Labour and Employment Law, Discrimination Law and European Social Law and Policy. She is a member of the Equality and Human Rights Commission's Scotland Committee.

Helen McCarthy is Lecturer in Modern British History at St John's College, University of Cambridge. She is the author of two books: The British People and the League of Nations: Democracy, Citizenship and Internationalism, 1918-1945 (Manchester University Press, 2011), and Women of the World: The Rise of the Female Diplomat (Bloomsbury, 2014) and she is currently completing a third, entitled Double Lives: A History of Working Motherhood in Modern Britain (Bloomsbury, 2021). Helen is Managing Editor of the journal Twentieth Century British History, and tweets @HistorianHelen

Rebecca Zahn is Senior Lecturer at the University of Strathclyde. She researches in the field of labour law (national, European and comparative), with a particular focus on collective labour law. She is the author of New Labour Laws in Old Member States (CUP, 2017) and is currently working on a number of historical labour law projects.

21st February 2019

Employee voice from different perspectives

Employee voice from different perspectives

Professor Jimmy Donaghey Professor John Blenkinsopp Professor Kate Kenny Dr Rea Prouska Dr Stewart Johnstone Dr Sarah Brooks
 

This workshop will introduce participants to a range of diverse perspectives from which voice and silence in organisations can be understood whilst acting as the inaugural event for the voice and silence community (VSC). An understanding of what encourages employees to voice is a fundamental concern for the HR professional and operational manager, yet preoccupations remain over how organisations can create conditions conducive to voice. Voice and silence scholars have traditionally focused on the role of the individual and the manager as main influences over voice and silence, yet contextual factors, as well as different types of voice have been shown to be highly influential. In the morning, the workshop will explore a number of contextual influences such as economic austerity, the presence of trade unions, the formality of voice mechanisms, and managerial processes. In the afternoon we will focus on one particular and topical form of voice, whistleblowing. To finalise the day, a workshop activity will discuss next steps for the voice and silence community, including subsequent events and collaborative opportunities.

Wednesday 6th March 9.30am - 4.30pm

This workshop will be of interest to scholars in the field of voice and silence as well as practitioners interested in how to harness the power of employees’ voices

Benefits of Attendance

• Increased awareness of diverse influences over voice and silence 
• Networking opportunity 
• Discussion around collaborations and subsequent events

Sheffield University Management School
Middleton Lecture Theatre

Conduit Road
Sheffield
S10 1FL

BAM Organisational Psychology SIG

Professor Jimmy Donaghey
Professor John Blenkinsopp
Professor Kate Kenny
Dr Rea Prouska
Dr Stewart Johnstone
Dr Sarah Brooks

For more information about this event, please contact Sarah Brooks: s.brooks@sheffield.ac.uk

For general enquires, please contact Linh Dang at the BAM Office at eventsofficer@bam.ac.uk, or on 02073837770

Students £15
BAM members £20
Non-BAM members £35

Registration Deadline: 5th March 2019

7th February 2019

PhD Scholarship: Digitalisation and the Future of Work: Platforms, Networks, and Workers

PhD Scholarship: Digitalisation and the Future of Work: Platforms, Networks, and Workers

 

This PhD scholarship offers three years’ funding, including tuition fees and a stipend of approximately £15,000 per year for candidates wishing to commence their studies in September 2019. The successful candidate will also receive a generous research support and conference allowance. You will also have access to a robust doctoral research training programme, dedicated research resources, training in transferable skills, visiting speaker seminar programme, and associate with existing research centres and groups.

The Project

The gig economy and platform-based working is increasingly being debated as an illustration of the impact of technology on the future world of work. This project will investigate platform-based working as a form of work organisation and investigate working practices and experiences. The focus will be on the under-researched area of intermediary firms, who have emerged to provide a bridge between workers and clients, filtering work requests to the platform. These emerging networks create long supply chains, many of which contain the features of fragmented and globally dispersed production. The research will adopt a case study approach to enable an in-depth exploration of the key issues. Research will involve the network itself as well as the experiences of workers in order to study the interaction and complex links between the two. Detailed research will enable an appreciation of the complex social units in terms of organising and operational principles, governance issues, power and social relations, and working conditions.

The candidate will be supervised from within the Work and Equalities Institute (WEI), alongside the Institute’s broader research interests concerning the future of work.

31st January 2019

Title: Event: 150 Years of the Trades Union Congress: The Future of Work and the Future of Unions

Title: Event: 150 Years of the Trades Union Congress: The Future of Work and the Future of Unions

 

On Monday 11th February, we are holding an event to launch of a special issue of Employee Relations co-edited by Dr. Andy Hodder (University of Birmingham) and Paul Nowak (Deputy General Secretary, TUC). The special issue of the journal reflects on 150 years of the Trades Union Congress (TUC) and examines the challenges facing trade union movements today.

 

A roundtable of key academic figures in the field of industrial relations will consider: the relationship between the decline in collective bargaining and the rise in wage inequality; the UK’s productivity problem and the extent to which this may be resolved through the introduction of the new technologies of artificial intelligence; various new forms of institutional experimentation to regulate the employment relationship and strengthen employment protections; the TUC’s efforts to embed organising in the trade union movement.

 

The event will include a drinks reception and a question and answer session.

 

Location

Alan Walters Building: 223 Harvard Theatre, Harvard Lecture Theatre

Date

Monday 11th February 2019 (18:00-20:00)

 

For more information and to register, see here: https://www.birmingham.ac.uk/schools/business/events/2019/01/the-future-of-work-and-the-future-of-unions.aspx

31st January 2019

Public Sector Pay and Employment

 

 

The Centre for Research in Employment and Work (CREW) is holding a symposium on Public Sector Pay and Employment on Wed 20th March 2019 from 1-6 pm at Hamilton House, The University of Greenwich.

This seminar comes at a critical time for the public sector. The details are below. Could you advertise this to your members?

 

SEMINAR:

After nearly a decade of pay restraint in the UK public sector, pay settlements are now being reached at higher levels than the previous 1% limit. The Government has tried to restrict the first post-cap increases, but faced with recruitment and retention difficulties, especially in the NHS, in schools and elsewhere, there are upward pressures that cannot be ignored. This symposium will examine aspects of Government Policy, employee relations and pay and reward strategies in the context of a post-1% world. It will examine pay rises, progression pay, staff shortages and skill requirements across large parts of the public sector.

 

This symposium brings together a strong range of speakers with expertise on how pay decisions are made and the pressures experienced by negotiators, and key issues related to reward and to the current and future skill requirements in the public sector.

 

31st January 2019

Industrial Relations Research Unit / OHRM Warwick Business School University of Warwick Seminar Series

Industrial Relations Research Unit / OHRM
Warwick Business School University of Warwick
Seminar Series
Seminars are held from 2.00 to 3.30pm with refreshments to follow
TERM 2 2018/19:
Wednesday 6th February Matthew Amengual – University of Oxford
‘Labour Standards in Global Supply Chains:
Do Buyers Respond to Factory Audits?’
Room: 2.214, Warwick Business School
Wednesday 13th March Chunyun Li – London School of Economics and Political Science
‘From Insurgency to Movement:
An Embryonic Counterhegemonic Labor Movement in South China’
Room: 2.214, Warwick Business School
TERM 3 2018/19:
Wednesday 1st May Heather Connolly – University of Leicester
‘Representing Precarious Workers in Europe’
Room: TBC, Warwick Business School
Wednesday 22nd May Maria Gavris – University of Warwick
‘Changes in National Systems of Labour Administration’
Room: TBC, Warwick Business School
Wednesday 5th June Ana Lopes – Newcastle University
‘Women’s Participation in Trade Unions’
Room: TBC, Warwick Business School

31st January 2019

**Abstract submission deadline extended to 28th January 2019**

**Abstract submission deadline extended to 28th January 2019**
 
BUIRA Conference 2019
 
Uncertain Futures/Fractured Worlds:
The future of employment regulation and rights after Brexit.
 
Newcastle University Business School, 1-3 July 2019
 
Call for papers
As the withdrawal of the UK from the European Union occurs only months prior to our conference next year, a major question we need to discuss will be around the uncertain future of employment legislation and regulation post Brexit. 
A substantial amount of UK employment legislation is grounded in EU law.  Does this mean that the withdrawal from the EU will mean UK employment rights currently guaranteed by EU law would no longer be so guaranteed?  Theresa May had confirmed that workers’ existing legal rights will be guaranteed during her period in office – but her position has looked untenable for some time now, even more so recently.  A post-Brexit government could seek to amend or remove any of these.  Of course, what would be amended or removed is a much more open question, since it is affected by the political ideology of a future Government. We are fully aware of previous Conservative administrations’ long-standing opposition to many EU social rights.
 
What then, could be the effect on individuals who rely directly on EU law (i.e. the right to equal pay, agency workers, working time rights)?
 
Empirical (both quantitative and qualitative), analytical, conceptual and methodological papers are all welcome. We would particularly appreciate submissions from early career researchers and doctoral students. Papers concerning topics under the following headings will be particularly welcome:
 
•       Migrant workers from the EU and their position
•       Challenges for Trade Unions
•       Implications for Equality and Diversity
•       The EU and the (future of the) Social Dimension
 
Submission details
 
Abstracts of papers should be submitted via https://www.buira.org/admin/submissions/create
 
Deadline for submission of abstracts: Monday, 28th January 2019.
Abstracts are refereed anonymously by BUIRA Executive Committee members.

 

16th January 2019

Work and Equalities Institute, The University of Manchester Seminar series January to May 2019

Work and Equalities Institute, The University of Manchester

Seminar series January to May 2019

 

Dr Emily Yarrow, University of Edinburgh Business School

An unequal opportunity? Female academics’ experiences of research evaluation in the UK'

Date:              Wednesday 16th January 2019

Time:              15:30 – 17:00 Hrs (coffee/tea at 15:15)

Venue:          Alliance Manchester Business School East B7

 

 

Dr Edward Yates, Sheffield University Management School

Young workers and local economic development strategies in Greater Manchester

Date:              Wednesday 6th February 2019

Time:              15:30 – 17:00 Hrs (coffee/tea at 15:15)

Venue:          Alliance Manchester Business School 3.008

 

 

Dr Jean Jenkins, Cardiff Business School

Title to be confirmed

Date:              Wednesday 13th March 2019

Time:              15:30 – 17:00 Hrs (coffee/tea at 15:15)

Venue:          Alliance Manchester Business School 3.008

 

 

Prof Irena Grugulis, Leeds University Business School

Title to be confirmed

Date:              Wednesday 8th May 2019

Time:              15:30 – 17:00 Hrs (coffee/tea at 15:15)

Venue: Alliance Manchester Business School 3.008

11th December 2018

The School of Management at Swansea University are recruiting

he School of Management at Swansea University are recruiting in the area of People and Organisations:

 

Lecturer in People & Organisations: https://www.swansea.ac.uk/personnel/jobs/details.php?nPostingID=29518&nPostingTargetID=44292&option=52&sort=DESC&respnr=1&ID=QHUFK026203F3VBQB7VLO8NXD&LOV4=7813&LOV5=9450&JOBADLG=UK&Resultsperpage=20&lg=UK&mask=suext

 

Senior Lecturer in People & Organisations: https://www.swansea.ac.uk/personnel/jobs/details.php?nPostingID=29538&nPostingTargetID=44313&option=52&sort=DESC&respnr=1&ID=QHUFK026203F3VBQB7VLO8NXD&LOV4=7813&LOV5=9450&JOBADLG=UK&Resultsperpage=20&lg=UK&mask=suext  

 

For informal enquiries, please contact Professor Geraint Harvey (g.harvey@swansea.ac.uk).

11th December 2018

Doctoral program in Human Resources and Labor Relations at Michigan State University (USA

We are currently accepting applicants for our doctoral program in Human Resources and Labor Relations at Michigan State University (USA). We are looking for bright applicants who have an interest in examining issues involving work. Our program offers five years of funding, a tuition waiver, and health insurance. Unique attributes of our program include the ability of students to explore issues related to work from multiple points of view (e.g. employer, employee, union) and the opportunity for our students to take courses not only in our School of Human Resources and Labor Relations but also in other top programs across the MSU campus, such as those in the Management department or in Organizational Psychology. Our small size guarantees that each student will receive individualized attention and support.
 
If you are interested or have any students who may be interested in learning more about this program, please contact our doctoral program coordinator, Dr. Angela Hall ( athall@msu.edu), or go to the below website.
https://hrlr.msu.edu/prospective/doctoral/index.php#.W--xLfZRdPY 

11th December 2018

The Emerging Industrial Relations of China’, edited by William Brown and Chang Kai

The Emerging Industrial Relations of China’, edited by William Brown
and Chang Kai, published by Cambridge University Press, is now available
in paperback at £22.99.
Described as a ‘first-rate volume’ by Bruce Kaufman in Relations
Industrielles/Industrial Relations: ‘The major paradox they draw
attention to is that China and its government leaders have opted for a
policy of greater collective organization of industrial relations in
reaction to intensified market pressures and worker dissatisfaction,
while most other nations of the world have gone in the opposite
direction of deregulation and individualization of employment relations.’

11th December 2018

ILERA 12th European Congress 2019

In September 2019 the International Labor and Employment Relations Association (ILERA) will hold its 12th European Congress in Düsseldorf, Germany. The theme of the congress will be “Perspectives of Employment Relations in Europe” and thematic tracks will focus on issues such as equality & poverty, the regulation of labor, industrial democracy & workers’ voice as well as the quality of work & digitalization. The congress website and call for paper can be accessed at www.ilera2019.eu .

11th December 2018

BUIRA Conference 2019 Uncertain Futures/Fractured Worlds

BUIRA Conference 2019

Uncertain Futures/Fractured Worlds:

The future of employment regulation and rights after Brexit.

 

Newcastle University Business School, 1-3 July 2019

 

Call for papers now open

As the withdrawal of the UK from the European Union occurs only months prior to our conference next year, a major question we need to discuss will be around the uncertain future of employment legislation and regulation post Brexit. 

A substantial amount of UK employment legislation is grounded in EU law.  Does this mean that the withdrawal from the EU will mean UK employment rights currently guaranteed by EU law would no longer be so guaranteed?  Theresa May had confirmed that workers’ existing legal rights will be guaranteed during her period in office – but her position has looked untenable for some time now, even more so recently.  A post-Brexit government could seek to amend or remove any of these.  Of course, what would be amended or removed is a much more open question, since it is affected by the political ideology of a future Government. We are fully aware of previous Conservative administrations’ long-standing opposition to many EU social rights.

 

What then, could be the effect on individuals who rely directly on EU law (i.e. the right to equal pay, agency workers, working time rights)?

 

Empirical (both quantitative and qualitative), analytical, conceptual and methodological papers are all welcome. We would particularly appreciate submissions from early career researchers and doctoral students. Papers concerning topics under the following headings will be particularly welcome:

 

  • Migrant workers from the EU and their position
  • Challenges for Trade Unions
  • Implications for Equality and Diversity
  • The EU and the (future of the) Social Dimension

 

Submission details

 

Abstracts of papers should be submitted via https://www.buira.org/admin/submissions/create

 

Deadline for submission of abstracts: Monday, 14th January 2019.

Abstracts are refereed anonymously by BUIRA Executive Committee members.

23rd November 2018

BUIRA 2019 Stream/ Panel Event – Progressive Employers and Positive Employment Relations.

BUIRA 2019 Stream/ Panel Event – Progressive Employers and Positive Employment Relations – Newcastle – 1-3 July 2019.

Current trends in radical and pluralist industrial relations tend to emphasise employee organizing from below and trade unions as independent social movements, on the one hand; or state regulation from above, on the other (see Heery 2016). In the latter spirit, the 2017 Labour Party manifesto promised to 'roll out sectoral collective bargaining'. The missing link is these narratives is the progressive employer, or what Hyman (2015) has termed, 'good capitalism'. Even the large Partnership literature (see Johnstone 2015), has tended to focus on trade union behaviour.

Organized workers need stable employer recognition for unions to thrive (Simms 2013), something it's almost impossible for the state to impose without substantial employer support. As Ackers (2015) argues, trade union legitimacy power rests on a diamond of stakeholders: employees, the state (political parties), public opinion and employers. Arguably, the last play an important role in shaping the others. More widely, good working conditions and policies to counter the spread of cut-price employment policies like zero-hour contracts, depend on labour market leadership by progressive employers, unionised and non-union.

Progressive employers, such Lever and Cadbury, played a central role in the C20th rise of joint regulations (Clegg et al 1964, Clegg 1985, 1994). British 'Paternalists' not only championed good stable working conditions and employee welfare, but as 'sophisticated moderns' (Fox 1974) promoted and spread trade unions and pluralist IR among the 'standard modern' mainstream. Public employers also spread good employment practice.

This stream/ panel (depending on numbers) invites papers on any aspect of the progressive employer, past, present or future. We are particularly interested in examples of active agency in Developing Positive Employment Relations ((Johnstone & Wilkinson 2016), which challenge the current picture of employers as passive receivers of employment rules. Any employer that promotes good employee working conditions will qualify!

Peter Ackers & Stewart Johnstone

The organisers are happy to discuss ideas for potential submissions peter.ackers1@virginmedia.com; stewart.johnstone@ncl.ac.uk

23rd November 2018

Is whistleblowing the new normal?

HE UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT /
CENTRE FOR RESEARCH ON EMPLOYMENT AND WORK
 
 Is whistleblowing the new normal?
 
Wednesday 12th December 2018
TIME: 15.00 – 18.00
 
VENUE:  Room HH102, Hamilton House, Park Vista, Greenwich SE10 9LZ
 
In the context of whistleblowing, policy-makers have recently started to shift the focus from the person of the whistleblower towards the recipients of whistleblowing, i.e. those whom whistleblowers call upon to stop wrongdoing. Increasingly, organisations are implementing speak-up policies through procedures, training, and in-house or outsourced hotlines. Is this a new form of managerialism? Is it, as some voice scholars wrote recently (Barry & Wilkinson, 2016 BJIR), "pro-social or pro-management"? On the other hand, research shows that external whistleblowing is most often a result of badly managed internal whistleblowing. Hence, the way organisations institutionalise whistleblowing warrants our attention. This seminar discusses the institutionalisation of whistleblowing, around four pieces of recent research.

 

Dr Erik Mygind du Plessis, Copenhagen Business School.
"Speaking truth through power: Conceptualizing internal hotlines using Foucault's dispositive."

 

Prof David Lewis, Middlesex University.
"What information about whistleblowing do the FTSE top 100 firms post on their website?"

 

Dr Mahaut Fanchini, University of Paris-Dauphine.
“The co-construction of whistleblowing: How expectations of the recipient frame ‘acceptable’ whistleblowing narratives."

 

Arron Phillips, University of Greenwich.
"Do trade union members blow the whistle differently? Exploring data from a UK whistleblower advice line."

 
Chaired by Dr Wim Vandekerckhove, University of Greenwich


Speakers:
 
Erik Du Plessis is assistant Professor at the Department of Management, Politics and Philosophy at Copenhagen Business School. His research explores ways in which whistleblowing is institutionalised. Previous studies include whistleblowing in the context of Danish trade unions.

David Lewis is Professor of Employment Law at Middlesex University. He is the convenor of the International Whistleblowing Research Network. He is head of the Whistleblowing Research Unit at Middlesex University, and has published widely on the topic of whistleblowing since the mid-1990s.

Mahaut Francini is Assistant Professor in Organisation Studies at the University of Paris-Dauphine. Her research focuses on understanding practices and discourses related to the reception of whistleblowing episodes.

Arron Phillips is a WERU/CREW PhD student at the University of Greenwich. His current research focuses on the role of trade unions in the whistleblowing process.

Wim Vandekerckhove is Reader in Business Ethics at the University of Greenwich, and WERU/CREW member. He has provided expertise on whistleblowing to various stakeholders, including Council of Europe, Transparency International, ACCA, British Standards Institute, Financial Conduct Authority, Department of Health, and Public Concern at Work. He is currently the convenor of the ISO working group (TC309/WG3) developing an international standard on internal whistleblowing systems.
 
This is a free seminar, open to the public and all are invited, but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Dr Ruth Ballardie on R.T.Ballardie@greenwich.ac.uk


HOW TO FIND US:
Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk

21st November 2018

2018 CIPD Applied Research Conference

Dear colleague,

We still have places available for the 2018 CIPD Applied Research Conference taking place at Nottingham Business School on 5-6 December.

 

Improving the world of work rests on quality research feeding into employment policy and practice. Now in its 4th year, the Applied Research Conference exists for this purpose, strengthening links between research and practice. Come and be a part of it!

 

Information on the programme, bookings and previous years’ conferences is available at www.cipd.co.uk/arc

 

I hope to see you there. Please share this email with any colleagues you think may be interested.

21st November 2018

Massey University, NZ - vacancy for Head of School

Massey University, NZ - vacancy for Head of School

 

Massey Business School is one of New Zealand’s (NZ) leading and largest business schools, and is ranked in the top 2% business schools globally. The School of Management is a large academic unit based at Auckland and Palmerston North, with particular strengths in Human Resource Management and Employment Relations.

 

The Head of School of Management will provide effective academic leadership and management, within the strategic framework of Massey Business School and wider University. You will be a dynamic, innovative and effective academic leader, who possesses a clear and compelling vision to shape the future direction, academic development and research achievements of the School. Proven management and financial planning skills, along with superior human resource management abilities, are also essential for this role. This role will offer you an outstanding opportunity to further develop a well-established and internationally recognised School, with the flexibility to be based in either the Auckland campus in Albany, or the Manawatu campus in Palmerston North.

 

Appointment will be on a permanent (tenured) basis, with the role as Head of School being an initial term of five years, after which time a further term may be available. Preference is for candidates appointable at Professorial level, although Associate Professor may be considered for the right candidate.

 

Applications close on 13 January 2019.

 

Details available at http://massey-careers.massey.ac.nz/10588/head-of-school-of-management

 

Further enquiries should be directed to: Professor Stephen Kelly Pro Vice-Chancellor, Massey Business SchoolS.J.Kelly@massey.ac.nz

21st November 2018

Work and well-being in the 21st century

The Regulating for Decent Work Organizing Committee is delighted to announce the Call for Abstracts for its 2019 RDW Conference.

 

The Conference is on the theme  Work and well-being in the 21st century and will be held at the International Labour Office, Geneva, Switzerland from 8–10 July 2019. The conference is organised around four tracks:

 

·         Transitions and transformations in the world of work

·         Rethinking capitalism

·         Well-being in the world of work

·         Building and renewing institutions: a social contract for the 21st century

 

As you may know the Conference is organized by the International Labour Office (ILO) in collaboration with:

  • Amsterdam Institute for Labour Studies / Hugo Sinzheimer Instituut (AIAS-HSI) University of Amsterdam, Netherlands
  • Centre for Employment and Labour Relations Law (CELRL) University of Melbourne, Australia
  • Centre for Informal Sector and Labor Studies (CISLS)  Jawaharlal Nehru University, India
  • Durham Law School (DLS) University of Durham, UK
  • Institut für Arbeit und Qualifikation (IAQ) University of Duisburg-Essen, Germany
  • Institute for Applied Economic Research (IPEA) Brasilia, Brazil
  • Korea Labor Institute (KLI) Seoul, Republic of Korea
  • Work and Equalities Institute (WEI) University of Manchester, UK

Please circulate the Call for Abstracts, among your colleagues and networks. The link for submissions of abstracts and other details can be found at the conference website at: http://www.ilo.org/rdw2019.

20th November 2018

David Winchester

David Winchester 

Sadly David Winchester - BUIRA member who taught at the LSE (1970-78) and then Warwick (1978-2001) - died on October 23. His funeral will be on Friday November 16 and in the afternoon (from 1 p.m.) friends, family and colleagues are getting together to celebrate his life. This will be at The Orangery, Goldney Hall, University of Bristol, Lower Clifton Hill, Bristol BS8 1BH. 

Please email stephanietailby@gmail.com for further detail. 

2nd November 2018

Applications are invited for a fixed-term temporary Lecturer in Human Resource Management/Employment Studies.

Applications are invited for a fixed-term temporary Lecturer in Human Resource Management/Employment Studies.

Vacancy HUM-12990/Lecturer in Human Resource Management/Employment Studies[Lecturer in Human Resource Management/Employment Studies], 

https://www.jobs.manchester.ac.uk/displayjob.aspx?jobid=16343

The closing date is 15/11/2018.

2nd November 2018

Call for papers and special issue expressions of interest

Call for papers and special issue expressions of interest

Labour and Industry: A journal of the social and economic relations of work is published by Taylor and Francis and is the official journal of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ). The journal was recently ranked ‘2’ by the UK Chartered Association of Business Schools (CABS) and retained its ‘B’ in the Australian Business Deans Council (ABDC) list.

The journal is increasingly international and multi-disciplinary in focus. We welcome high-quality submissions that develop understanding of employment relations, human resource management and the sociology of work. We are also keen to receive proposals for special issues. For further information please consult our website (https://www.tandfonline.com/toc/rlab20/current) or contact our editorial team:  Professor Jim Arrowsmith (j.arrowsmith@massey.ac.nz); Dr Noelle Donnelly (Noelle.Donnelly@vuw.ac.nz); or Professor Jane Parker (j.parker@massey.ac.nz).

2nd November 2018

BUIRA History of Industrial Relations Study Group

BUIRA History of Industrial Relations Study Group

 

The German Revolution 1918: Industrial Relations and Social Change

Wednesday 7 November 2018: 15.30-17.30 (tea/coffee from 15.00)

Room C379, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)


For further details or to reserve a place, please e-mail

Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

Programme:


3.00-3.20pm: Tea/ coffee/ refreshments

3.20pm: Welcome and introductions: Michael Gold and Linda Clarke (Chairs)

 

3.30-4.00pm: Ralf Hoffrogge

Shop Stewards and Revolution: From Workers´ Councils to Works Councils (1916-1920)

In German industrial relations, works councils, established in 1920 and re-introduced into West German labour law in 1952, guarantee representation of employees independently of trade-union membership or recognition. This long standing institution of German corporatism evolved out of the council movement during the Revolution 1918/1919. Usually, the councils are identified with icons such as Rosa Liebknecht and Rosa Luxemburg, but their specific origins lay in the mass strikes organized by rebellious shop stewards since 1916. This presentation outlines the history of the so-called Revolutionary Shop Stewards, a network organizing anti-war mass strikes between 1916 and 1918 and a backbone of the council movement during the German Revolution of 1918-1919. Over this period, the Revolutionary Shop Stewards managed to become a synthesis of an avant-garde group and grassroots organization, pushing the masses forward but never failing to maintain a mode of democratic representation. However, the presentation also traces its dissolution, which started in 1919.

 

4.00-4.30pm: James Muldoon

Rosa Luxemburg and Karl Kautsky on the Prospects for a Socialist Democracy

The emergence of workers' and soldiers' councils across Germany during 1918 brought an end to the reign of the Kaiser and opened the possibility of radical social and political transformation. With conservative and reactionary groups temporarily obstructed and overwhelmed, the Executive Council of the Workers’ and Soldiers’ Councils declared itself the highest political authority of the Socialist Republic of Germany and ordered that the councils’ power ‘must be secured and expanded so that the achievements of the revolution will benefit the entire working class’. Various political theorists and actors within the council movement developed different, sometimes competing, conceptions of how Germany could be transformed into a socialist or workers' democracy. This paper analyses two visions for the future of German politics and contrasts the different strategies, institutions and goals of revolutionary struggle in the political writings of Karl Kautsky and Rosa Luxemburg in order to shed new light on what is at stake for contemporary politics.

 

4.30-5.00pm: General discussion

5.00pm: Close (followed by drinks until 5.30pm)
 

The speakers:

James Muldoon is a lecturer in political science at the University of Exeter. He is editor of Council Democracy: Towards a Democratic Socialist Politics; Trumping the Mainstream: the Conquest of Mainstream Democratic Politics by the Populist Right; and the forthcoming The German Revolution and Political Theory. He is also the author of Hegel’s Philosophy of Drives.

 

Ralf Hoffrogge is postdoctoral researcher at Ruhr-Universität Bochum (Germany) and has published widely on German labour history. His special interest is in biographies, German-Jewish relations within the Labour movement and German Communism during the Weimar Republic. He is currently working on a historical comparison of the German metalworkers’ union Industriegewerkschaft Metall and the British Amalgamated Engineering Union (AEU).

 

2nd November 2018

Vale Dr Sandra Cockfield, Monash University, Melbourne, Australia

Vale Dr Sandra Cockfield, Monash University, Melbourne, Australia


It is with great sadness that we share the news that our Australian industrial relations colleague, Dr Sandra Cockfield, passed away peacefully on 21 October 2018. She had attended more than one BUIRA conference. If you knew her and will be in Melbourne on 9 Nov. 2018, you might consider attending a Celebration of the Life of Sandra. If you wish to do so, please RSVP at:   

www.eventbrite.com.au/e/celebration-of-the-life-of-dr-sandra-cockfield-registration-51863861205     RSVP only if you wish to attend. Thanks.

 

Sandra was an exceptional woman – witty, generous and caring, she leaves us much too young following a battle with cancer. She had an extensive knowledge of politics, and was passionate about justice and fairness in her personal and academic life. She leaves behind her a life full of achievements and legacies and will be greatly missed by family, friends, colleagues and students.
Sandra’s higher education was at Griffith University, Brisbane, Australia. She was subsequently a valuable and well-read Senior Lecturer at Monash University, Melbourne. Sandra was a dedicated teacher who specialised in the areas of industrial relations and negotiations. Sandra was highly regarded, especially across the Australian industrial relations community. She was an approachable teacher and friend who saw the positive in people and was inclusive of others. 
Her research on industrial relations had a particular focus on union organisation and strategy, and her thinking was influential in Australia and internationally. Her contributions to the field of research and student learning relating to these topics is substantial and significant. Sandra had a passion for understanding and contributing to sustainability and had also researched and published on sustainable small-scale farming in India. 
Sandra was committed to providing service to governments and other organisations. The National Tertiary Education Union (NTEU) awarded Sandra Life Membership, a rare honour, which recognised her great service to workplace relations at Monash University and beyond. This included being on the NTEU Enterprise Bargaining Team at Monash for twelve years. 
Sandra built a valuable professional reputation and was a co-organiser of activities, for example, with two of her Australian professional societies, the Industrial Relations Society, and the Association of Industrial Relations Academics of Australia and New Zealand. She also contributed as Co-Director, Australian Consortium for Research in Employment and Work, Monash University.

Her contribution to all these organisations will be greatly missed and will remain her legacy long into the future. Sandra was a dear friend to many. Times shared with Sandra talking politics and current affairs were very special. All those who knew her are deeply saddened by her passing, but take comfort and will find joy in the memories of great times shared together. Sandra was an avid traveller. We are very sad to lose her and extend our sincerest condolences to her family.


Instead of sending flowers, a fund will be established to facilitate a lasting tribute to Sandra. For more details, please ask the undersigned. Thanks again.

 

Greg Bamber, Professor, Monash University, in consultation Sandra’s family and close friends: gregbamber@gmail.com

1st November 2018

Call for Papers Gender, Race, and Diversity in Organisations (GRDO) Strategic Interest Group European Academy of Management, June 26-28, 2019, Lisbon, Portugal

Call for Papers
Gender, Race, and Diversity in Organisations (GRDO) Strategic Interest Group
European Academy of Management, June 26-28, 2019, Lisbon, Portugal

Submission Deadline: January 15, 2019

GRDO SIG Chairwoman: Beverly Metcalf
GRDO SIG Program Chair: Hamid Kazeroony, hamid.kazeroony2@mail.waldenu.edu 

For detail submission requirements please see SIG 05: Gender, Race, and Diversity in Organisations (GRDO)

 

T05_02 - Disability equality, fact or fiction? Future directions for workplace integration.

Globally equality legislation has promoted the rights of persons with disabilities (PWD), however, these rights remain elusive in practice. PWD are the largest underutilised labour market group and face distinct disadvantage entering and inside the labour market. Where organisations promote equality and diversity through management practices, there remains a policy to practice implementation gap and weak legislative enforcement of rights. This stream will address the ableist environment which poses challenges to disability inclusion. It will consider key debates on legislative impact, workplace integration for PWD, policy implementation gaps and specific challenges and enablers in the workplace.

 Laura William, University of Greenwich, L.C.William@Greenwich.ac.uk​​

 

29th October 2018

Is whistleblowing the new normal?

Is whistleblowing the new normal?

 

Wednesday 12th December 2018

TIME: 15.00 – 18.00

VENUE:  Room HH102, Hamilton House, Park Vista, Greenwich    SE10 9LZ

 

In the context of whistleblowing, policy-makers have recently started to shift the focus from the person of the whistleblower towards the recipients of whistleblowing, i.e. those whom whistleblowers call upon to stop wrongdoing. Increasingly, organisations are implementing speak-up policies through procedures, training, and in-house or outsourced hotlines. Is this a new form of managerialism? Is it, as some voice scholars wrote recently (Barry & Wilkinson, 2016 BJIR), "pro-social or pro-management"? On the other hand, research shows that external whistleblowing is most often a result of badly managed internal whistleblowing. Hence, the way organisations institutionalise whistleblowing warrants our attention. This seminar discusses the institutionalisation of whistleblowing, around four pieces of recent research.

 

Dr Erik Mygind du Plessis, Copenhagen Business School.

"Speaking truth through power: Conceptualizing internal hotlines using Foucault's dispositive."

 

Prof David Lewis, Middlesex University.

"What information about whistleblowing do the FTSE top 100 firms post on their website?"

 

Dr Mahaut Fanchini, University of Paris-Dauphine.

“The co-construction of whistleblowing: How expectations of the recipient frame ‘acceptable’ whistleblowing narratives."

 

Arron Phillips, University of Greenwich.

"Do trade union members blow the whistle differently? Exploring data from a UK whistleblower advice line."

 

Chaired by Dr Wim Vandekerckhove, University of Greenwich

 

Bios:

Erik Du Plessis is assistant Professor at the Department of Management, Politics and Philosophy at Copenhagen Business School. His research explores ways in which whistleblowing is institutionalised. Previous studies include whistleblowing in the context of Danish trade unions.

 

David Lewis is Professor of Employment Law at Middlesex University. He is the convenor of the International Whistleblowing Research Network. He is head of the Whistleblowing Research Unit at Middlesex University, and has published widely on the topic of whistleblowing since the mid-1990s.

 

Mahaut Francini is Assistant Professor in Organisation Studies at the University of Paris-Dauphine. Her research focuses on understanding practices and discourses related to the reception of whistleblowing episodes.

 

Arron Phillips is a WERU/CREW PhD student at the University of Greenwich. His current research focuses on the role of trade unions in the whistleblowing process.

 

Wim Vandekerckhove is Reader in Business Ethics at the University of Greenwich, and WERU/CREW member. He has provided expertise on whistleblowing to various stakeholders, including Council of Europe, Transparency International, ACCA, British Standards Institute, Financial Conduct Authority, Department of Health, and Public Concern at Work. He is currently the convenor of the ISO working group (TC309/WG3) developing an international standard on internal whistleblowing systems.

 

This is a free seminar, open to the public and all are invited, but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Dr Ruth Ballardie on R.T.Ballardie@greenwich.ac.uk

 

25th October 2018

Special issue call for papers from the journal Equality, Diversity and Inclusion

Special issue call for papers from the journal Equality, Diversity and Inclusion

DIVERSITY IN THE WORK-LIFE INTERFACE

For this special issue, the editors are interested in papers presenting research that takes intersecting strands of diversity in exploring the work-life experiences of minority, marginalized, and/or under-researched groups of workers. These may include transgender individuals, other members of the LGBT community, ethnic or religious minority employees, workers with disabilities, low income workers, and men. Other under-researched groups include workers in non-Western contexts, and those with nontraditional family formations. We encourage new insights, new possibilities, and new reflections, inspired by interdisciplinary approaches. Both empirical and theoretical approaches focused on diverse cultural and international settings are welcome.

Guest editors:

T. Alexandra Beauregard, Birkbeck, University of London – 
a.beauregard@bbk.ac.uk
Maria Adamson, Middlesex University Business School – 
m.adamson@mdx.ac.uk 
Aylin Kunter, Middlesex University Business School – 
a.kunter@mdx.ac.uk 
Lilian Miles, Middlesex University Business School – 
l.miles@mdx.ac.uk 
Ian Roper, Middlesex University Business School – 
i.roper@mdx.ac.uk 

Deadline for submissions: February 1, 2019

Please do not submit until January 1, 2019

For more info please go to EDI journal http://www.emeraldgrouppublishing.com/products/journals/call_for_papers.htm?id=7863

22nd October 2018

Academy of Social Sciences (AcSS): Nominations for Fellowships



BUIRA has recently become a member organization of the Academy of Social Sciences (AcSS), the body that exists in the UK to promote the social sciences.

As part of its membership, BUIRA is now able to make nominations for the conferment of Fellowships of the Academy.

The BUIRA Executive would therefore like to invite BUIRA members to nominate individuals who might be put forward for this honour.  Not only would this recognise the contribution of the individuals concerned, it would raise the profile of employment relations in the broader social science arena.

More on AcSS can be found at: https://www.acss.org.uk/

And details of the nomination process are at:

https://www.acss.org.uk/membership/making-nomination-fellow/

You will see from this that the 'paramount requirement' of a successful nomination is 'evidence of eminence and impact of the nominee’s contribution to social science'.  Formally, this requires a statement of justification and a brief CV.

Could any nominations be sent to BUIRA (admin@buira.org) by NOVEMBER 16 2018.    This will allow the Executive to meet AcSS's next deadline of 30 November.

If you have any queries about the process, please contact the BUIRA Treasurer, Stephen Procter (stephen.procter@newcastle.ac.uk)

22nd October 2018

Feminist Library Appeal

Feminist Library Appeal

 

Colleagues may be aware of the London Feminist Library’s recent struggles – there is some news and an appeal below. The Library is a vital resource for anyone interested in the history and present of women’s experience of work, employment and economic life.

 

The Feminist Library has finally found a new home - but we now need your support more than ever. We urgently need to raise at least £30,000 to be able to fund our move to the new space, and we need to leave our current premises in Spring 2019.

 

After our long struggle against eviction (read more about our struggle to save the Library here.), the move is actually quite unexpectedly exciting! We’ll have a new, (much needed!) bigger space, based within a community centre in Peckham, and named after a woman abolitionist and feminist - Sojourner Truth! The bigger space will allow us to expand our collections and run even more and bigger exciting community events.

 

Yet we have no choice but to leave our current premises with little notice and next to no funds, and need to fundraise for the new space urgently - we need to raise at least £30,000 in order for us to be able to move.

 

Please help us protect this vital community resource! Help save the Feminist Library! Donate to our crowdfunding campaign and read more about it here:

 

www.crowdfunder.co.uk/help-the-feminist-library-build-its-new-home/  

16th October 2018

Fair Work Commission Wales

 

Fair Work Commission Wales

 

The Welsh Government has set up an independent Fair Work Commission to make recommendations to promote and encourage fair work in Wales.

 

A five week call for evidence opens on 12 October.  The research of many BUIRA members will be of relevance to the work of the Commission and they are encouraged to submit evidence via the Fair Work Commission website  http://beta.gov.wales/fair-work-commission

 

The Commission comprises a small independent panel of experts appointed by the First Minister in July 2018. It is chaired by Professor Linda Dickens.  The other Commissioners are: Sharanne Basham-Pyke, Professor Edmund Heery and Sarah Veale.  Professor Alan Felstead is independent expert adviser to the Commission.

 

The Terms of Reference of the Commission are:

 

“On the basis of evidence and analysis the Commission is to make recommendations to promote and encourage fair work in Wales.  

The Commission will develop indicators and measures of fair work and Identify data sources to help monitor progress. It will consider whether measures to promote fair work currently available to the Welsh government could be taken further and identify what new or additional steps might be taken, including new legislation, and make recommendations.”

 

The Commission is to report by March 2019.

 

The call for evidence is aimed at organisations and individuals across the public, private and third sectors.  The Fair Work Commission wishes to tap into a wide range of experience, views and research relevant to its terms of reference.  It is not a consultation on developed proposals but rather an early stage request for input to help the Commission formulate its proposals and shape the recommendations it will make to ministers.   

 

The Commission is holding a number of engagement meetings and is planning to convene an academic workshop in mid January 2019.

 

Professor Linda Dickens                                                                                

Chair, Wales Fair Work Commission

Email. fairworkcommission@gov.wales

 

http://beta.gov.wales/fair-work-commission

16th October 2018

Centre for Public Appointments

  Central Arbitration Committee

There is an advert out on the Public Appointments website for new CAC Deputy Chairs. Linda Dickens and Lynette Harris both recently retired from the CAC

https://publicappointments.cabinetoffice.gov.uk/appointment/deputy-chairs/

16th October 2018

Centre for Public Appointments: CAC Deputy Chairs

There is an advert out on the Public Appointments website for new CAC Deputy Chairs. Linda Dickens and Lynette Harris both recently retired from the CAC

https://publicappointments.cabinetoffice.gov.uk/appointment/deputy-chairs/

16th October 2018

BUIRA History of Industrial Relations Study Group

BUIRA History of Industrial Relations Study Group

 

The German Revolution 1918: Industrial Relations and Social Change

Wednesday 7 November 2018: 15.30-17.30 (tea/coffee from 15.00)

Room C379, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)


For further details or to reserve a place, please e-mail

Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

Programme:


3.00-3.20pm: Tea/ coffee/ refreshments

3.20pm: Welcome and introductions: Michael Gold and Linda Clarke (Chairs)

 

3.30-4.00pm: Ralf Hoffrogge

Shop Stewards and Revolution: From Workers´ Councils to Works Councils (1916-1920)

In German industrial relations, works councils, established in 1920 and re-introduced into West German labour law in 1952, guarantee representation of employees independently of trade-union membership or recognition. This long standing institution of German corporatism evolved out of the council movement during the Revolution 1918/1919. Usually, the councils are identified with icons such as Rosa Liebknecht and Rosa Luxemburg, but their specific origins lay in the mass strikes organized by rebellious shop stewards since 1916. This presentation outlines the history of the so-called Revolutionary Shop Stewards, a network organizing anti-war mass strikes between 1916 and 1918 and a backbone of the council movement during the German Revolution of 1918-1919. Over this period, the Revolutionary Shop Stewards managed to become a synthesis of an avant-garde group and grassroots organization, pushing the masses forward but never failing to maintain a mode of democratic representation. However, the presentation also traces its dissolution, which started in 1919.

 

4.00-4.30pm: James Muldoon

Rosa Luxemburg and Karl Kautsky on the Prospects for a Socialist Democracy

The emergence of workers' and soldiers' councils across Germany during 1918 brought an end to the reign of the Kaiser and opened the possibility of radical social and political transformation. With conservative and reactionary groups temporarily obstructed and overwhelmed, the Executive Council of the Workers’ and Soldiers’ Councils declared itself the highest political authority of the Socialist Republic of Germany and ordered that the councils’ power ‘must be secured and expanded so that the achievements of the revolution will benefit the entire working class’. Various political theorists and actors within the council movement developed different, sometimes competing, conceptions of how Germany could be transformed into a socialist or workers' democracy. This paper analyses two visions for the future of German politics and contrasts the different strategies, institutions and goals of revolutionary struggle in the political writings of Karl Kautsky and Rosa Luxemburg in order to shed new light on what is at stake for contemporary politics.

 

4.30-5.00pm: General discussion

5.00pm: Close (followed by drinks until 5.30pm)
 

The speakers:

James Muldoon is a lecturer in political science at the University of Exeter. He is editor of Council Democracy: Towards a Democratic Socialist Politics; Trumping the Mainstream: the Conquest of Mainstream Democratic Politics by the Populist Right; and the forthcoming The German Revolution and Political Theory. He is also the author of Hegel’s Philosophy of Drives.

 

Ralf Hoffrogge is postdoctoral researcher at Ruhr-Universität Bochum (Germany) and has published widely on German labour history. His special interest is in biographies, German-Jewish relations within the Labour movement and German Communism during the Weimar Republic. He is currently working on a historical comparison of the German metalworkers’ union Industriegewerkschaft Metall and the British Amalgamated Engineering Union (AEU).

15th October 2018

Call for Papers Gender, Race, and Diversity in Organisations (GRDO) Strategic Interest Group European Academy of Management, June 26-28, 2019, Lisbon, Portugal

Call for Papers
Gender, Race, and Diversity in Organisations (GRDO) Strategic Interest Group
European Academy of Management, June 26-28, 2019, Lisbon, Portugal

Submission Deadline: January 15, 2019

GRDO SIG Chairwoman: Beverly Metcalf
GRDO SIG Program Chair: Hamid Kazeroony, 
hamid.kazeroony2@mail.waldenu.edu 

For detail submission requirements please see 
SIG 05: Gender, Race, and Diversity in Organisations (GRDO)

 

T05_02 - Disability equality, fact or fiction? Future directions for workplace integration.

Globally equality legislation has promoted the rights of persons with disabilities (PWD), however, these rights remain elusive in practice. PWD are the largest underutilised labour market group and face distinct disadvantage entering and inside the labour market. Where organisations promote equality and diversity through management practices, there remains a policy to practice implementation gap and weak legislative enforcement of rights. This stream will address the ableist environment which poses challenges to disability inclusion. It will consider key debates on legislative impact, workplace integration for PWD, policy implementation gaps and specific challenges and enablers in the workplace.

 Laura William, University of Greenwich, L.C.William@Greenwich.ac.uk

3rd October 2018

THE FUTURE OF EMPLOYMENT REGULATION: A MANIFESTO FOR LABOUR LAW?

HE UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT
 
THE FUTURE OF EMPLOYMENT REGULATION: A MANIFESTO FOR LABOUR LAW?
 
WEDNESDAY  10 OCTOBER 2018. 15.00 – 18.00
 
VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ
 
This seminar will look at the future of collective bargaining and trade union recognition. Over the past 30 years the extent of collective bargaining in the UK has been significantly reduced and, despite union recognition law being passed by the previous Labour Government, union membership has also declined. Since 2010 the impact of the economic recession and Government austerity policies have not improved this situation. In 2016 a group of legal experts put forward a proposal to increase collective bargaining in the private sector by extending sectoral or industry bargaining, underpinned by strong trade union rights. This was published by the Institute of Employment Rights as ‘A Manifesto for Labour Law’. Professor Keith Ewing of Kings College London and Professor Sonia McKay, Visiting Professor at the University of Greenwich, were both co-authors of the report and they will both speak at the seminar. Our other speakers will be Sarah Veale, previously Head of Equality and Employment Rights at the TUC, and Alastair Hatchett, previously head of pay research at IDS (both are Visiting Fellows at the Work and Employment Research Unit). 
 
Professor Keith Ewing is Professor of Public Law at Kings College London. Professor Ewing joined The Dickson Poon School of Law in 1989. Prior to this he was Visiting Professor at the University of Western Australia (1992); at the University of Alberta (1987-88) and at Osgoode Hall Law School (1982). He has also held positions at the University of Edinburgh, 1978-83 and at the University of Cambridge, 1983-1989.
 
Professor Sonia McKay Sonia McKay is a visiting Professor of European Socio-Legal Studies at the University of Greenwich as well as the University of the West of England. She was previously at the Working Lives Research Institute, London Metropolitan University where she headed a number of research projects, mainly focusing on discrimination, migration and collective organisation at both national and EU level. She holds a law degree from Queens University, Belfast and a Ph.D in employment law from Wolfson College, Cambridge. 
 
Dr Sarah Veale was Head of Equality and Employment Rights at the TUC between 2003 and 2015, when she retired. Since then Sarah has been a Commissioner on the Equality and Human Rights Commission, a member of the Regulatory Policy Committee, an Executive Committee member of the Institute for Employment Rights and Vice Chair of the Equality and Diversity Forum. Previously Sarah was a member of the ACAS Council and the Health and Safety Executive Board.
 
Alastair Hatchett has been a visiting fellow at the University of Greenwich since 2013, having retired from his post of head of pay and research at Incomes Data Services in 2012. He has an extensive knowledge of pay systems and pay bargaining after 30 years of research at IDS. He has led a wide range of pay research projects for the Low Pay Commission, the Pay Review Bodies, many different trade unions, the TUC and the CIPD and was a regular speaker at seminars and conferences. His current research is focussed on public sector pay, the future of collective bargaining and the changing structure of the labour market.
 
This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Dr Ruth Ballardie on R.T.Ballardie@greenwich.ac.uk

 
HOW TO FIND US

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk
 ​

1st October 2018

Can the Future of Work become its past?

Interdisciplinary research seminars on WORK, first semester 2019, to mark the 100th

anniversary of the ILO (1919-2019), organised by the Contact Group FNRS– Work and social

emancipation (Belgium)

Can the Future of Work become its past?

Call for papers

Texts should not be longer than 5 pages (2500 words). They can be

written in English or French, working languages of the study days.

The aim of these texts should be to encourage the debate, on the basis

of specific data and observations or of a broader synthesis, and not the present descriptive

literature reviews.

Return abstracts submissions (200-250 words): 15 October 2018

--

Corinne GOBIN

Maître de recherche du FNRS à l'ULB

 

Directrice du GRAID

Institut de Sociologie

44, av. Jeanne

1050 Bruxelles

Tél.: 32-2-6504915

Fax.: 32-2-6503521

1st October 2018

Job vacancy at Monash University

Professor (e.g. HR or OB)

Location: Caulfield campus, Melbourne

Employment Type: Continuing appointment

Remuneration: AUD $181,066 pa Level E (plus 17% employer superannuation)

Monash is full of thinkers and doers who are looking for their next challenge. So, if you’ve forged a rewarding career so far, this role provides the perfect platform to join us. You’ll have access to quality research facilities, infrastructure and teaching spaces to do exciting work, along with opportunities to collaborate internationally. You’ll be part of a university that’s made up of inspirational, challenging thinkers and doers – and continue doing work that makes a lasting impact.

The Monash Business School is one of the largest business education providers in Australia. The Monash Business School is based in Melbourne, which is ranked (by the Economist Intelligence Unit) as one of the world’s most liveable cities. Melbourne is well known for its coffee, restaurants, night-life and is the sporting capital of Australia. Melbourne is proud of its excellent healthcare, education, diverse culture and booming infrastructure; making it a welcoming and exciting place to work and to call home.

The Department of Management is comprised of influential, world-renown academics, mentoring the talent of future managers and leaders.  Our commitment to excellence is proven through our world-class research outputs and contemporary and engaging teaching practices. The Department delivers quality and impactful research that influences industry and communities. We have a vibrant research culture, coupled with a research seminar and visitor program.

The Department is seeking to appoint a Professor who will continue to advance the department’s contribution to teaching and research. While we welcome applications from all disciplines, applications from human resources or organisational behaviour scholars are strongly encouraged. If you would like to be a part of our world-class department and help grow our vibrant and engaging culture, then we welcome your application.

This position is a continuing, full-time position; however, flexible working arrangements may be negotiated.

Your application must address the selection criteria. Please refer to How to apply for a senior academic position:

https://secure.dc2.pageuppeople.com/apply/TransferRichTextFile.ashx?sData=Fwg6i4Eli-CvqEttJIIpKM_TBF8QaWpPuT8Df-ERmNY28Eyv18Tx4AKxAOqPIk4YhLu4jUSpIDw%7e

Enquiries

Professor Véronique Ambrosini, Head of Department of Management, v.ambrosini@monash.edu

[ For an informal discussion, you would be welcome to talk with Professor Greg Bamber, greg.bamber@monash.edu ]

 

Position Description

http://careers.pageuppeople.com/513/cw/en/job/582132/professor-in-management-business-and-economics

Closing Date

Wednesday 17 October 2018

1st October 2018

SUBMIT YOUR ABSTRACT for AIRAANZ 2019

SUBMIT YOUR ABSTRACT for AIRAANZ 2019: ''Global Work, Quality Work" 12-14 February 2019 
by 4 October 2018
 
The closing date for submissions for inclusion in the program of the 33rd annual conference of the Association of Industrial Relations Academics of  Australia and New Zealand is coming up fast!   
 
The conference theme  Global Work, Quality Work?  invites us to consider the dilemmas arising from growing disparities in the quality of jobs and from fragmentation of employment, especially in the context of the rapidly changing landscape of global capitalism, labour regulation, labour migration and labour movements.
 
Along with contributions that address the conference themes, a wide range of papers are invited, drawing on industrial relations, human resources, sociology of work and labour rights scholarship and from local, regional and global perspectives.  For further information and conference streams visit the Conference ‘Submissions’ page. 
 
Key dates:
  • 4 October 2018:  Extended deadline for abstract submissions (non-refereed presentations) 
  • 7 December 2018:     Early bird registrations close.
See   here for Postgraduate Scholarships and Early Career Researcher Grants
 
For full conference details:  http://www.airaanz.org/

1st October 2018

Walter Citrine and the Changing International Environment, 1920-1945

BUIRA History of Industrial Relations Study Group

 

TUC: 150th Anniversary

Walter Citrine and the Changing International Environment, 1920-1945

 

Wednesday 17 October 2018

4.00pm for 4.20-6.30pm (Tea/ coffee from 4.00)

Room tbc, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)

 

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

 

Programme:

4.00-4.20pm: Tea/ coffee/ refreshments

4.20-4.30: Welcome: Michael Gold and Linda Clarke (Chairs)

 

4.30-5.00: Jim Moher

The TUC leadership and the Left after the General Strike  - Citrine/Bevin - Cripps/Beavan

Walter (Lord) Citrine (1887-1983), General Secretary of the TUC in its heyday – from the General Strike to 1946 – has, largely, but undeservedly, been written out of the history of the Labour movement. He is remembered only for his ABC of Chairmanship, while his stewardship of the TUC, central role as President of the International Federation of Trade Unions (1928-1945) and huge influence on Labour Party policy in the 1930s and 1940s, has been downplayed or ignored. Citrine’s side has rarely been examined but can now be seen to have been far more substantial and significant as a contribution to the Labour movement.

 

5.00-5.30: Jonathan Davis

Searching for Truth in Russia: Walter Citrine’s Soviet Visits in the Interwar Years

The TUC General Secretary Walter Citrine went to the Soviet Union in 1925 and 1935. Touring the country to see how socialism was developing in a country that was seen by many as the vanguard of the international socialist movement, he found reasons to be both optimistic and pessimistic about the development of a left-wing alternative to capitalism. Yet Citrine’s visits have not had the attention they deserve. This talk will therefore consider what Citrine saw when he searched ‘for truth’ in Russia, and it will assess how it contributed to Labour’s socialist identity in the interwar years.

 

5.30-6.00: General discussion

6.00: Close (followed by drinks until 6.30)

 

The speakers:

Dr Jim Moher is a former union national official (T&GWU and CWU) and Labour councillor, turned historian. He has published a chapter on Walter Citrine: A Union Pioneer of Industrial Cooperation in Alternatives to State-Socialism in Britain (editors P. Ackers & A. Reid, Palgrave, 2017), as well as other pieces on Citrine. He is working on the first biography of the TUC leader and is a Visiting Fellow at the Institute of Contemporary British History, King’s College, London.

 

Dr Jonathan Davis is Senior Lecturer in History and Co-director of the Labour History Research Unit at Anglia Ruskin University. He has published widely on Labour and the Soviet Union and is co-editor of Labour and the Wider World (I. B. Tauris, 2008), Britain’s Second Labour Government, 1929-31: a reappraisal (MUP, 2011), and Labour and the Left in the 1980s (MUP, 2018). He is currently writing a global history of the 1980s for Routledge.

1st October 2018

The impact of the Trade Union Act 2016 on strikes and industrial action: Doing what it says on the tin?

The impact of the Trade Union Act 2016 on strikes and industrial action: Doing what it says on the tin? Come along to the next MIRS meeting with speaker Professor Gregor Gall: Visiting Professor of Industrial Relations, Leeds University Business School
Thursday 11 October 2018, 6pm http://www.mirs.org.uk

1st October 2018

Making Good Work: Policy, Practice and Research Workshop Tuesday 30 th October 2018

Making Good Work: Policy, Practice and Research

Workshop Tuesday 30th October 2018

 

Science Gallery, Great Maze Pond, London SE1 9GU

Improving the quality of jobs is a widely shared goal among the three communities of: policy makers; practitioners in companies and trade unions; and researchers. There is also widespread consensus that policy, practice and research could be improved if dialogue between these three specialist communities were better.

This workshop seeks to address this situation and improve engagement between the three communities, with specific reference to research, policy and practice around improving the quality of work.

 

In the morning session two presentations will explore the processes involved in

successful collaboration. In the afternoon, workshops jointly facilitated by academics,

policymakers and practitioners will discuss the practicalities of collaborative working.

Academics will be able to engage directly with policymakers and practitioners, as they, in their turn, will be able to engage directly with academics. We hope that this will help to establish an environment where professionals can meet and where all can learn from existing collaborations which produce high quality research that is collaborative and that has impact. This will also be an opportunity to exchange ideas which will lead to future collaborations to tackle bad jobs and improve job quality.

The fee to attend is £80, with lunch and refreshments provided.

PhD students and Early Career Researchers will be charged £30 and there may be

additional support available for them.

Please book online at:

https://store.leeds.ac.uk/conferences-and-events/leeds-university-business-school/research-

events/making-good-work-policy-practice-and-research

AGENDA

9.00

Registration and coffee

10.00

Welcome – Professor Stephen Bach, Dean of King’s Business

School

10.15 – 12.15

Professor Patricia Findlay (Strathclyde University), Grahame Smith

(General Secretary, Scottish TUC) and Linda Murray (Head

of

Strategy Services Scottish Enterprise).

Professor Monder Ram (Aston University) and Fuad Mahamed

(CEO Ashley Integrates).

12.15 – 13.15

Lunch break

13.15 – 14.15

Break out groups Session One

14.15 – 14.45

Coffee break

14.45 – 15.45

Break out groups Session Two

15.45 – 16.15

Debrief, Closing remarks

 

Workshop Organisers: Professor Irena Grugulis (Leeds), Professor Katie Bailey (Kings)and Professor Kevin Daniels (UEA)

 

Workshop Steering Group: Professor Paul Edwards (Birmingham), Dr Diane Burns

(Sheffield), Professor John Childs (Birmingham), Professor Anne-Marie Greene

(Leicester), Professor Ray Loveridge (Oxford), Professor Monder Ram (Aston), Kiran

Trehan (Birmingham), Professor Chris Warhurst (Warwick), Dr M Williams (Surrey)​

24th September 2018

A History & Policy Trade Union and Employment Forum conference

A History & Policy Trade Union and Employment Forum conference

 

Saturday 6th October 2018, 10am -5pm

Lecture Theatre 3, Bush House (North East Wing),

King’s College London, 30 Aldwych, London WC2B 4BG

 

In 1868, while suffering under major legal restrictions, the British

trade unions teamed up to found a central body to lobby for their

wider social and industrial aims and rights. Today, when unions are

again subject to severe legal disadvantage, it is timely to recall the

first Trades Union Congress (TUC) and unions’ achievements, and

to look forward on union prospects for the future.

 

Speakers and chairs including:

  • Sarah Veale, former Head of Equality and Employment Rights at the

TUC

  • Paul Nowak, TUC Deputy General Secretary
  • Nick Jones, journalist and broadcaser, and former BBC industrial

and senior political correspondent

  • Lord John Monks, General Secretary of the TUC 1993-2003
  • Gail Cartmail, Assistant General Secretary, UNITE
  • Laura Cohen, CEO, British Ceramic Confederation
  • Mark Curthoys, research editor, Oxford Dictionary of National Biography
  • John Edmonds, former General Council chair and GMB, General Secretary
  • Dr James Moher a former union official and historian of the

Labour movement

  • Peter Ackers, Visiting Professor, Loughborough University

 

Places are free but limited so booking is essential. Please

Email historyandpolicy@kcl.ac.uk

to advise of any disability or

access requirements.

 

the Eventbrite listing is up

here:

https://www.eventbrite.co.uk/e/democracy-

at-work-150-years-of-the-tuc-tickets-49649947329

24th September 2018

The Launch of The Work and Equalities Institute

The Launch of The Work and Equalities Institute
Wednesday 14 November 2018 at
The University of Manchester
Debating the future of work and equalities in the fourth industrial revolution
in the birthplace of the first industrial revolution
Our formal launch will take place at a drinks reception at 6.30pm in
The Fossils Gallery, Manchester
Museum, 14 November 2018.
The launch will conclude an afternoon of three interactive panel debates from 2pm at
University Place, to which you are also invited. These will focus on important themes for contemporary society, building on
and developing Manchester’s rich legacy of contributions to equalities at work.
The first panel will discuss human rights and the responsibilities of business and society to ensure dignity,
fair treatment and fair access to work.
-
The second panel will debate the priorities and possibilities for promoting equalities in the workplace.
-
The final panel debate, to be chaired by University of Manchester governor and distinguished journalist
Michael Crick, will consider the impact of the fourth industrial revolution on work and equalities.
These panels, comprising distinguished and informed speakers, will help to set the agenda for the Work and
Equalities Institute. New ways of working, new risks to equalities and new concerns over the potential loss
of jobs are intensifying debates on how we organise work in the future, what we can do to promote decent
forms of work, and the responsibilities society and the business community have towards citizens and
workers.
To find out more, visit
https://www.mbs.ac.uk/events/the-launch-of-the-work-and-equalities-institute-at-
the-university-of-manchester/
Register for the event here:
https://www.mbs.ac.uk/events/wei-launch/

24th September 2018

BUIRA PhD Network Symposium 2018 Philosophy, Paradigms, and Programmes of enquiry in Management and Work Related Doctoral Research

BUIRA PhD Network Symposium 2018
Philosophy, Paradigms, and Programmes of enquiry in Management and Work Related Doctoral
Research
University of Liverpool, Thursday November 1, to Friday November 2, 2018.
The Symposium this year will be an academic boot camp on Research Methodology, with special focus on
Philosophy, Paradigms, and Programmes of enquiry in Management and Work Related Doctoral Research.
It will be led by Professor Steve Fleetwood, an Emeritus Professor of Human Resource Management and
Employment Relations at
Bristol Business School
in the
University of West of England, UK.
Professor Fleetwood
specialises in all aspects of work and employment; he has written and published books and journal articles on subjects of
philosophy and methodology of social science, especially critical realism, and their application to subjects like labour economics, organisation studies, employment relations and human resource management. At the workshop, his introductory lecture will be based on his
(2014) chapter, `Bhaskar and Critical Realism.
 
In the two day symposium, participants would have opportunity to discuss ontology and paradigm issues in
their doctoral work, and have feedback and comments from Steve and peers.
 
Registration is free please email an abstract of 250-350 words on your research topic and methodology,
please indicate your year of registration, and institution on the abstract (open to both full time and part
time). Send email to: buiraphd@outlook.com
Registration closes on Friday, 12 October 2018
.
Tea and coffee break will be catered for by the organisers, there will be symposium dinner on Thursday
night
- open to all participants
, to meet and network. Participants are to make
additional arrangements
for accommodation, feeding, and transportation. Symposium opens 10;00am of Thursday, and closes 12:noon
of Friday. - room details will be confirmed.
The main train station for Liverpool is
Liverpool Lime Street
(map)
,
National Express
run regular coach
services to Liverpool One Bus Terminal (map),
we encourage delegates to take the short 15 minute walk
from Lime Street to UoL Campus (map).
There are some hotels near the Campus – the
Hallmark
Inn(
map); the
Liner Hotel
(map); the
Hope Street Hotel
(map) the
Britannia Adelphi Hotel
(map);
the Printworks Hotel and the
Aachen Hotel
(map).
For those who wish to drive, the best option for car parking will be Mount Pleasant Car Park (
map), which
costs £4 a day, closes at 8pm, and is less than a 10 minute walk to Campus (
map).
For more information, please contact the organisers:
David Babarinde, Kingston University, London. email: K1540683@kingston.ac.uk
Stephen Daniel, University of Liverpool, email:
s.j.daniels@liverpool.ac.uk

24th September 2018

BUIRA Conference 2019 - Newcastle

The 2019 BUIRA conference will be held in Newcastle, 1-3 July 2019.  Please mark the date in your diary.  The call for papers will follow soon.

BUIRA

24th September 2018

The 2018 edition (no. 39) of Historical Studies in Industrial Relations will be published this week.

 
The 2018 edition (no. 39) of Historical Studies in Industrial Relations will be published this week. 
 
Contents
 

James Moher: The Combination Laws and the Struggle for Supremacy in the Early Engineering Trades: The London Society of Journeymen Millwrights

Adrian Williamson: Lyons v. Wilkins and the Right to Peacefully Persuade

Andrew Perchard and Keith Gildart: ‘Run with the fox and hunt with the hounds’: Managerial Trade-Unionism and the British Association of Colliery Management, 1947–1994

Ewan Gibbs and Jim Phillips: Who Owns a Factory?: Caterpillar Tractors in Uddingston, 1956 to 1987

  Roger Undy: The Making of UNITE the Union: The Dynamics of Amalgamation

 

Rebecca Zahn: The ‘European Social Model’ and the UK: From Europeanization to Anglicization

 

Bob Fryer and Steve Williams: Remembering and Honouring NUPE: A Response to Dave Lyddon’s Review Essay on Leadership and Democracy

David S. Rowbottom: A Contribution to the History of the National Union of Public Employees: A View from Cumbria, 1969–1979

 

Book Reviews

Paul O’Leary: Joe England, Merthyr: The Crucible of Modern Wales

Sheila Blackburn: Peter Ackers and Alastair Reid (eds), Alternatives to State-Socialism in Britain: Other Worlds of Labour in the Twentieth Century

Colin Crouch: Werner Bonefeld, The Strong State and the Free Economy


 Back-issues to no. 31/32 (2011) at a discount are available to subscribers.

10th September 2018

AIRAANZ 2019: ''Global Work, Quality Work" 12-14 February 2019, RMIT University, Melbourne

IRAANZ 2019: ''Global Work, Quality Work" 12-14 February 2019, RMIT University,  Melbourne 
 
Submissions are invited for inclusion in the program of the 33rd annual conference of the Association of Industrial Relations Academics of  Australia and New Zealand.   
 
The conference theme Global Work, Quality Work?  invites us to consider the dilemmas arising from growing disparities in the quality of jobs and from fragmentation of employment, especially in the context of the rapidly changing landscape of global capitalism, labour regulation, labour migration and labour movements.
 
The contributions of industrial relations scholarship and practice to understanding and responding to the challenges of growing inequalities in employment, pressures on job quality and poor labour market outcomes for diverse groups of workers will set the direction for the conference. Papers that engage with innovative responses to the challenges and issues of regulation, labour organisation and labour movements are of particular interest. 

Along with contributions that address the conference themes, a wide range of papers are invited, drawing on industrial relations, human resources, sociology of work and labour rights scholarship and from local, regional and global perspectives.  For further information and conference streams v isit the Conference ‘Submissions’ page .
 
Key dates:
  • 28 September 2018:  Abstract submissions (non-refereed presentations) close.
  • 18 September 2018:  Extended closing date for Full Paper submissions (to refereed papers stream).
  • 7 December 2018:     Early bird registrations close.
See here for Postgraduate Scholarships and Early Career Researcher Grants and for information about the Vic Taylor conference paper awards. 
 
For full conference details:  http://www.airaanz.org/

10th September 2018

Effort, Participation and Insecurity at Work in Britain:

Effort, Participation and Insecurity at Work in Britain:

First Findings from the Skills and Employment Survey 2017

Date: 1.00pm – 3.45pm, Wednesday 3 October 2018
Venue: Canada Water Culture Space, 21 Surrey Quays Rd, London SE16 7AR.

 

Dear Colleague,

 

The Skills and Employment Survey 2017 is the seventh in a series of surveys stretching back to the mid-1980s.  A second set of results from the survey will be launched on Wednesday 3 October 2018 at Canada Water Culture Space, London (three further reports are available from www.cardiff.ac.uk/ses2017).

 

At this event the authors – Alan Felstead, Duncan Gallie, Francis Green and Golo Henseke – will present headline findings of the survey and outline policy implications relating to three themes:

 

·           Work Intensity

·           Participation

·           Insecurity

 

The event will be chaired by Lesley Giles of the Work Foundation and Cara Maguire member of the Good Work team at the Department for Business, Energy and Industrial Strategy will offer some reflections on the results presented. 

 

The event is free, but places are limited and attendance will be by prior registration only.  If you would like to attend please e-mail k.buckle@ucl.ac.uk by 19 September 2018.

If you require any further information, please contact Katharine Buckle at the SES2017 Conference Desk on Tel: 020 7612 6566.

 

 

First Findings from the Skills and Employment Survey 2017

Date: 1.00pm – 3.45pm, Wednesday 3 October 2018
Venue: Canada Water Culture Space, 21 Surrey Quays Rd, London SE16 7AR.

 

Dear Colleague,

 

The Skills and Employment Survey 2017 is the seventh in a series of surveys stretching back to the mid-1980s.  A second set of results from the survey will be launched on Wednesday 3 October 2018 at Canada Water Culture Space, London (three further reports are available from www.cardiff.ac.uk/ses2017).

 

At this event the authors – Alan Felstead, Duncan Gallie, Francis Green and Golo Henseke – will present headline findings of the survey and outline policy implications relating to three themes:

 

·           Work Intensity

·           Participation

·           Insecurity

 

The event will be chaired by Lesley Giles of the Work Foundation and Cara Maguire member of the Good Work team at the Department for Business, Energy and Industrial Strategy will offer some reflections on the results presented. 

 

The event is free, but places are limited and attendance will be by prior registration only.  If you would like to attend please e-mail k.buckle@ucl.ac.uk by 19 September 2018.

If you require any further information, please contact Katharine Buckle at the SES2017 Conference Desk on Tel: 020 7612 6566.

 

10th September 2018

The Routledge Companion to Employment Relations - FREE ACCESS

Dear Tony Dundon,

 

Congratulations on the publication of your book The Routledge Companion to Employment Relations.

 

Using the following unique link, you can share the book in its entirety.

https://rdcu.be/4foT

Those you share the links with will be able to read the full book online and there are no restrictions on how many people you can send the link to, so please take this unique opportunity to share widely and get people talking about your work.

The links will expire 60 days from today, and whilst everyone will be able to explore the full book online, printing, copying, or downloading will not be available.

10th September 2018

Research Studentship on Climate Change, Labour and Work at Westminster Business School, University of Westminster

Research Studentship on Climate Change, Labour and Work at Westminster Business School, University of Westminster

 

Three years, full time  

£16,000 annual stipend plus fee waiver

 

A full-time University of Westminster PhD Studentship is available in the Centre for the Study of the Production of the Built Environment (ProBE - https://www.westminster.ac.uk/probe) starting in January 2019. This PhD studentship is part of ProBE’s programme of research on Climate Change and Work, conducted in partnership with the York University, Toronto, funded by the Canadian Social Sciences and Humanities Research Council (SSHRC), led by Professor Carla Lipsig Mummé and entitled Adapting Canadian Work and Workplaces, an international perspective (ACW - http://www.adaptingcanadianwork.ca/). The programme explores the role of work and global warming and the role of organised workers as a force for adaptation. ProBE is responsible for the international dimension, with projects on green transition strategies and worker agency in Europe and the US, as well as in the built environment. The applicant is expected to have broad knowledge of the field and some experience of quantitative and qualitative research.

 

The closing date for applications is Thursday, 1st November, 2018

 

For further information on how to apply, please visit: https://www.westminster.ac.uk/courses/research-degrees/research-areas/business/how-to-apply

 

When applying please ensure that you quote ‘WBS/ProBE Studentship’

Prospective candidates wishing to discuss an application informally should contact Professor Linda Clarke: clarkel@westminster.ac.uk

20th August 2018

Celebrating and critiquing John Kelly’s Rethinking Industrial Relations

Half day debate and discussion:

Celebrating and critiquing John Kelly’s Rethinking Industrial Relations

 

Wednesday 5 December 2018

Centre for Employment Relations Innovation and Change (CERIC), University of Leeds

Eventbrite booking details

 

 

 

 

It was just twenty years ago that John Kelly’s Rethinking Industrial Relations (1998) was published. It is one of those rare books to be found on many of the bookshelves of people working in the field of industrial relations. To reflect on the book’s significance, we brought together a number of researchers and scholars to create a special issue of the journal, Economic and Industrial Democracy, to both celebrate as well as constructively critique the contribution Rethinking Industrial Relations has made to subsequent studies of union organising and mobilisation.

 

At its heart, Rethinking Industrial Relations is a forceful and robust critique of the employment relationship and employment relations under capitalism. The book adopts a radical and Marxist perspective––not from the school of academic Marxism––but from activist and political interventionist perspectives, which explains why its interest has spread beyond the academy.

 

We want to push forward the debate and discussion we started in the special edition – not by repeating what was said there by its contributors but rather by asking scholars and practitioners to comment on the papers and to provide questions for discussants (and the audience) to think about future application – both in the academic and in unions and social movements.

 

You are invited to take part in this event and join us for what looks like an enjoyable and thought-provoking day in Leeds in early December. If you would like a ticket for this event then please keep an eye out for a following email.

 

Gregor Gall and Jane Holgate

 

 

Wednesday 5 December 2018: Leeds

 

12.00-12.05

Mark Stuart, CERIC director welcome

12.05-12.30

Why Rethinking Industrial Relations is worth celebrating and critiquing
Speaker: Gregor Gall

12.30-1.45

12.30-1.45 Unions and social movements – can they ever be brothers and sisters in arms?
Speaker: Heather Connolly.  Discussant: Miguel Martinez Lucio
Chair: Gabriella Alberti

13.45-14.00

Break

14.00-15.15

What kind of ‘union organising’ is needed for union renewal?
Speaker: Ian Manborde. Discussant: Melanie Simms
Chair: Ian Greenwood

15.15-15.30

Break

15:30-16:45

How do workers articulate their grievances in a period of strike quiescence?
Speaker: Jean Jenkins. Discussant: Eleanor Kirk
Chair: Charles Umney

16.45-18.00

Reflections on rethinking Rethinking Industrial Relations
Ralph Darlington and John Kelly discussion facilitated by Jane Holgate

18.00

Drinks

 

Contributors

Gabriella Alberti, Associate Professor, Leeds University Business School

Heather Connolly, Associate Professor, University of Leicester

Ralph Darlington, Emeritus Professor, University of Salford

Gregor Gall, Visiting Professor, Leeds University Business School

Ian Greenwood, Associate Professor, Leeds University Business School

Jane Holgate, Professor, Leeds University Business School

Jean Jenkins, Reader, Cardiff Business School, Cardiff University

John Kelly, Professor, Birkbeck, University of London

Eleanor Kirk, Research associate, University of Glasgow

Ian Manborde, Equality and Diversity Organiser, the Equity union

Miguel Martinez Lucio, Professor, Manchester Business School, Manchester University

Melanie Simms, Professor, Adam Smith Business School, University of Glasgow

Mark Stuart, Professor and CERIC director, Leeds University Business School

Charles Umney, Associate Professor, Leeds University Business School

17th August 2018

BUIRA History of Industrial Relations Study Group

BUIRA History of Industrial Relations Study Group

 

TUC: 150th Anniversary

Walter Citrine and the Changing International Environment, 1920-1945

 

Wednesday 17 October 2018

4.00pm for 4.20-6.30pm (Tea/ coffee from 4.00)

Room tbc, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)

 

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

 

Programme:

4.00-4.20pm: Tea/ coffee/ refreshments

4.20-4.30: Welcome: Michael Gold and Linda Clarke (Chairs)

 

4.30-5.00: Jim Moher

The TUC leadership and the Left after the General Strike  - Citrine/Bevin - Cripps/Beavan

Walter (Lord) Citrine (1887-1983), General Secretary of the TUC in its heyday – from the General Strike to 1946 – has, largely, but undeservedly, been written out of the history of the Labour movement. He is remembered only for his ABC of Chairmanship, while his stewardship of the TUC, central role as President of the International Federation of Trade Unions (1928-1945) and huge influence on Labour Party policy in the 1930s and 1940s, has been downplayed or ignored. Citrine’s side has rarely been examined but can now be seen to have been far more substantial and significant as a contribution to the Labour movement.

 

5.00-5.30: Jonathan Davis

Searching for Truth in Russia: Walter Citrine’s Soviet Visits in the Interwar Years

The TUC General Secretary Walter Citrine went to the Soviet Union in 1925 and 1935. Touring the country to see how socialism was developing in a country that was seen by many as the vanguard of the international socialist movement, he found reasons to be both optimistic and pessimistic about the development of a left-wing alternative to capitalism. Yet Citrine’s visits have not had the attention they deserve. This talk will therefore consider what Citrine saw when he searched ‘for truth’ in Russia, and it will assess how it contributed to Labour’s socialist identity in the interwar years.

 

5.30-6.00: General discussion

6.00: Close (followed by drinks until 6.30)

 

The speakers:

Dr Jim Moher is a former union national official (T&GWU and CWU) and Labour councillor, turned historian. He has published a chapter on Walter Citrine: A Union Pioneer of Industrial Cooperation in Alternatives to State-Socialism in Britain (editors P. Ackers & A. Reid, Palgrave, 2017), as well as other pieces on Citrine. He is working on the first biography of the TUC leader and is a Visiting Fellow at the Institute of Contemporary British History, King’s College, London.

 

Dr Jonathan Davis is Senior Lecturer in History and Co-director of the Labour History Research Unit at Anglia Ruskin University. He has published widely on Labour and the Soviet Union and is co-editor of Labour and the Wider World (I. B. Tauris, 2008), Britain’s Second Labour Government, 1929-31: a reappraisal (MUP, 2011), and Labour and the Left in the 1980s (MUP, 2018). He is currently writing a global history of the 1980s for Routledge.

17th August 2018

Hard Times, Hard Choices by Rebecca Gumbrell-McCormick and Richard Hyman

Publication of a paperback edition of Trade Unions in Western Europe
Hard Times, Hard Choices by Rebecca Gumbrell-McCormick and Richard Hyman, with an extensive Afterword which updates the analysis. £24.99. Details at
https://global.oup.com/academic/product/trade-unions-in-western-europe-9780198816782?lang=3n&cc=in

17th August 2018

New BUIRA Honorary Members

Congratulations to Professor Peter Ackers and Professor Ralph Darlington who have both been awarded Honorary Membership of BUIRA in recognition of their contribution to industrial relations and BUIRA.

23rd July 2018

New BUIRA Executive Members

Congratulations to Eve Ewington and Laura William who have both been elected to the BUIRA Executive.

23rd July 2018

BUIRA Conference 2018

Thanks to all who attended the 2018 BUIRA Conference and to the organising team at Middlesex for hosting an excellent event.  Pictures and reports from the conference are available on our Facebook and Twitter accounts @buiraonline  and will be added to the website shortly.

The 2019 conference will be held in Newcastle and we hope to see you all there.

23rd July 2018

Job vacancy: Senior/ Principal Teaching Fellow, Warwick Business School

Job vacancy: Senior/ Principal Teaching Fellow, Warwick Business School

 

Permanent, full time.

 

Salary: £39,992 - £47,722 per annum (Senior Teaching Fellow); £49,149 - £56,950 per annum (Principal Teaching Fellow)

 

Warwick Business School (WBS) is a research-led, triple-accredited university-based business school with globally renowned research credentials and a portfolio of world-class courses.  We are continuing our search for talented individuals to join our faculty. Applications are invited for the post of Senior or Principal Teaching fellow in Human Resource Management.

 

The successful candidate will have a track record of developing and applying innovative teaching methods. Evidence of excellent teaching performance at undergraduate and masters levels would be expected. Candidates will be expected to have experience of undertaking curriculum design and review, and of developing and delivering a range of programmes of study. The successful candidate will be required to contribute broadly to the group’s teaching, potentially covering modules in areas such as Human Resource Management, Employment Relations and International HRM. Applicants that have experience in delivering applied, skills-based HR teaching will be particularly welcome.

 

The ability to contribute to the development of teaching and learning strategies and to provide leadership to others working within programmes as a mentor and colleague are also key features of this position. The successful candidate’s teaching approach is expected to be informed by research within their discipline, as well as their own practice.

 

A good honours degree and a PhD or equivalent in an area related to Employment Relations or Human Resource Management are also required.

 

We are supportive of staff with caring responsibilities including a generous maternity/paternity/adoption/parental leave policy, onsite childcare facilities and the childcare vouchers scheme.

 

The following links provide further details on how to apply:

 

Principal Teaching Fellow

 

Senior Teaching Fellow

 

For informal queries, please contact the Organisation and Human Resource Management Head of Group: Professor Kim Hoque, kim.hoque@wbs.ac.uk

 

Closing date for applications: 8/08/2018

Interview Dates: 18/09/2018 and 19/09/2018

22nd July 2018

Job vacancy: Northern TUC based in Newcastle

https://www.tuc.org.uk/jobs/policy-and-campaigns-support-officer

22nd July 2018

BUIRA Stewardship

It was agreed at the 2018 AGM that a team from Birmingham University will become BUIRA stewards from July 2019.  This follows the end of the term of the current stewardship team at Newcastle University.

22nd July 2018

Publication: Routledge Companion to Employment Relations

The recently published Routledge Companion to Employment Relations may be of interest to our members: 

https://www.routledge.com/The-Routledge-Companion-to-Employment-Relations/Wilkinson-Dundon-Donaghey-Colvin/p/book/9781138911178

30th June 2018

Event: Disclosing versus concealing a mental health problem at work: what do we know and where do we go from here?

Professor Laurent Lapierre Telfer School of Management University of Ottowa, Canada

Wednesday 18th July2018

10:30 – 12:00 (coffee and tea at 10:15)

1.004 Dover St, University of Manchester.

Abstract

Mental health is a growing global concern. For example, 41% of Canadians are at high risk for mental health issues, and recent estimates suggest that 1 in 5 working-age Canadians are adversely affected by a mental health challenge each year. In the UK, the recent results of the Adult Psychiatric Morbidity Survey show that 1 in 6 people over the age of 16 had a common mental health problem in the week prior to being interviewed, and that nearly half of adults think that they have had a diagnosable mental health condition at some point in their life. Mental health problems represent a significant cost to companies stemming from reduced productivity, absences, and turnover (e.g., £35 billion in 2017 in the UK according to the Centre for Mental Health). Despite a notable increase in public attention given to mental health, relatively little is known on how employers, and managers specifically, can best support their employees’ mental health. When struggling with one’s mental health, a highly promising first step toward receiving support at work is to disclose the struggle to one’s manager, who would often be best positioned to provide some type of accommodation. However, many individuals prefer to conceal their challenge, often out of fear of being disadvantaged or treated poorly because of the stigmatization of mental health problems. In this presentation, Prof Lapierre will provide an overview of the limited scholarship addressing employees’ disclosure of a mental health problem. He will also list a series of research questions that he believes should be addressed in order to offer organizations the means of ensuring that their managers create a work climate where their employees feel comfortable revealing their mental health problems, and where such revelation actually leads to positive outcomes.

About the Speaker

Dr Lapierre is the Ian Telfer Professor of Workplace Behaviour and Health. His research focuses mainly on two topics: Occupational health psychology and leadership. His work on the first topic has focused on the intersection of individuals’ work and family lives. He has strived to identify how organizational policies, individuals at work (supervisors and coworkers), employees themselves, and their families can each help them experience less work-family conflict, more work-family enrichment, and overall better health. In his work on leadership, Dr Lapierre has been giving particular attention to relational dynamics between managers (supervisors) and each of their employees (subordinates). More recently, he has focused on the influence that individuals’ acts of followership can have on others’ leadership.

28th June 2018

Vacancies at University College Dublin

 The full job reference is follows: 010478 Lecturer / Assistant Professor Or Associate Professor in Human Resource Management/International Human Resource Management, UCD School of Business, One Permanent Associate Professor Post; and One Temporary 5-year Lecturer/Assistant Professor  
 

Please apply by following the below web link: 

20th June 2018

[ILERA 2018 World Congress] Invitation to the ILERA Council Meeting 

Greetings from ILERA World Congress 2018!

 ILERA World Congress 2018 will be held in Seoul, Korea from July 23 to 27, 2018.

 The ILERA Council will meet on July 25 (Wed.) from 12:30 to 14:00 on the occasion of the Congress in Seoul, Korea. This important meeting aims to discuss the future of ILERA with the Council members.

For more efficient preparation, please let us know who will be attending the meeting by filling out the below form and send it to us via email (info@ilera2018.org) by June 22, 2018.

 

Name

 

Job Title

 

Institution

 

Email

 

*Please reply us even if your country's council member is not able to attend the meeting.

For more details on the Congress, please refer to the official website; http://www.ilera2018.org

 We are looking forward to your prompt response.

 Best Regards,

 Secretariat of ILERA World Congress 2018

9th FL., Samick Lavied'or Bldg., 234 Teheran-ro, Gangnam-gu, Seoul, 06221  Korea 
Tel : +82-2-567-3810, 566-3877 / Fax : +82-2-6254-8049

Website : www.ilera2018.org

18th June 2018

Event: The Skills and Employment Survey 2017

Productivity, Skills Trends and Fairness at Work in Britain:

First Findings from the Skills and Employment Survey 2017

Date: 1.00pm – 3.30pm, Thursday 19 July 2018
Venue: Church House, Dean’s Yard, Westminster, London SW1P 3NZ

 

The Skills and Employment Survey 2017 is the seventh in a series of surveys stretching back to the mid-1980s.  The results will be launched on 19 July 2018 at Church House, Westminster, London.

 

At this event the authors – Alan Felstead, Duncan Gallie, Francis Green and Golo Henseke – will present headline findings of the survey and outline policy implications relating to three themes:

 

·           Productivity: Almost a decade after the financial crisis productivity growth has failed to recover to its pre-recession level.  This survey gives the workers’ perspective on what drives productivity and what could be done to spark its revival.

·           Skills Trends: Substantial public and private investment in education and training make it essential that effective use is made of the skills produced.  This survey examines the evolution of job skills, the changing nature of the post-graduate labour market and the gendered pattern of job skills over the last two decades.

·           Fairness at Work: Employees’ views about how fairly their organisations treat them and their colleagues is key determinant of job-related well-being.  This survey shows how fairness at work is distributed and examines some of the factors affecting these beliefs.

 

The event will also mark the launch of the Job Quality Quiz (www.howgoodismyjob.com). 

 

The event is free, but places are limited and attendance will be by prior registration only.  If you would like to attend please e-mail alice@inanyevent-uk.com by 5 July 2018. (Email address has now been corrected, apologies for any inconvenience caused)

If you require any further information, please contact Alice Johnson-Jelf at the SES2017 Conference Desk on Tel: 01275 266000.

 

Three more themes – effort, participation and insecurity – will be covered at a second launch to be held on 3 October 2018 at Canada Water Culture Space, 21 Surrey Quays Rd, London SE16 7AR.

12th June 2018

Event: Productivity, Skills Trends and Fairness at Work in Britain: First Findings from the Skills and Employment Survey 2017

Productivity, Skills Trends and Fairness at Work in Britain:

First Findings from the Skills and Employment Survey 2017

Date: 1.00pm – 3.30pm, Thursday 19 July 2018
Venue: Church House, Dean’s Yard, Westminster, London SW1P 3NZ

 

The Skills and Employment Survey 2017 is the seventh in a series of surveys stretching back to the mid-1980s.  The results will be launched on 19 July 2018 at Church House, Westminster, London.

 

At this event the authors – Alan Felstead, Duncan Gallie, Francis Green and Golo Henseke – will present headline findings of the survey and outline policy implications relating to three themes:

 

·           Productivity: Almost a decade after the financial crisis productivity growth has failed to recover to its pre-recession level.  This survey gives the workers’ perspective on what drives productivity and what could be done to spark its revival.

·           Skills Trends: Substantial public and private investment in education and training make it essential that effective use is made of the skills produced.  This survey examines the evolution of job skills, the changing nature of the post-graduate labour market and the gendered pattern of job skills over the last two decades.

·           Fairness at Work: Employees’ views about how fairly their organisations treat them and their colleagues is key determinant of job-related well-being.  This survey shows how fairness at work is distributed and examines some of the factors affecting these beliefs.

 

The event will also mark the launch of the Job Quality Quiz (www.howgoodismyjob.com). 

 

The event is free, but places are limited and attendance will be by prior registration only.  If you would like to attend please e-mail alice@inanyevent.com by 5 July 2018.

If you require any further information, please contact Alice Johnson-Jelf at the SES2017 Conference Desk on Tel: 01275 266000.

 

Three more themes – effort, participation and insecurity – will be covered at a second launch to be held on 3 October 2018 at Canada Water Culture Space, 21 Surrey Quays Rd, London SE16 7AR.

11th June 2018

BUIRA Conference 2018 - Timetable now available

The conference timetable is now availablehttps://www.buira.org/assets/images/conferences/2016/Conference-schedule%20(002).pdf

Please also select your meal choices for the Conference Gala Dinnerhttps://www.eventbrite.com/e/buira-conference-gala-dinner-tickets-46762782742

8th June 2018

Event: Work and Equalities Fourth Fairness at Work Conference 10 – 11 September 2018

Building on the three previous Fairness at Work Conferences at the University of Manchester (in 2012, 2014, and 2016), the 2018 conference aims to bring together academics and practitioners to discuss strategic issues on the subject of justice and fairness at work.

The last two years have seen a major shift in the political environment and an emergence of a politics of national insularity. Yet at the same time major strides have been made in raising awareness and support for living wage campaigns and improving workplace justice. The conference aims to discuss developments in our understandings of the impact of technological changes (e.g. the gig economy), the changing experiences of work amongst groups of vulnerable workers (e.g. younger workers), the impact of an increasingly hostile context on notions of justice and fairness at the workplace (e.g. a greater challenge to minority rights) and the responses and roles of trade unions and other civil society organisations in dealing with such challenges.

Plenary speakers include:
Professor Ralph Darlington, University of Salford
Dr Jo Grady, University of Sheffield
Professor Debra Howcroft, Work and Equalities Institute
Professor Andrew Pendleton, University of Durham
Professor Melanie Simms, University of Glasgow
Professor Vicki Waas, University of Cardiff
Dr Alex Wood, Oxford University

The conference is being held in Manchester at the same time as the 150th Annual Conference of the UK’s Trade Unions Congress and will organise sessions linked to the TUC conference themes, with invited speakers and activities focused on the future of trade unions and worker regulation and rights.  The TUC was founded in Manchester in 1868 and the WEI Fairness at Work conference will include social and cultural activities linked to the labour history and struggles for equality of the city.

Delegates will also be able to attend the Fairness at Work/Work & Equalities Institute fringe event, "Work and Equalities: Futures and Challenges", on Tueday 11th September as part of the TUC's 150th anniversary conference also held in Manchester during that week.

Venue: The University of Manchester - Cost: £200 Waged, £100 Day rate (£50 unwaged): includes all food and drink plus the conference dinner

Register to attend the conference

Further details  available here: http://mbs.ac.uk/weifairworkconference

7th June 2018

Event: University of Greenwich, Faculty of Business PSIRU/WERU conference

University of Greenwich, Faculty of Business PSIRU/WERU conference  

FUTURE PUBLIC SERVICES

To be held on Wednesday 27th June 2018 in Lecture theatre QA 280, Queen Anne Building, Business Faculty, University of Greenwich, Park Row, London SE10 9LS.

The proposals in the Labour Party’s 2017 manifesto for public ownership of water, energy and rail proved extremely popular in the general election. Since then there has been a resurgence of debate in the UK around the question of public ownership for the first time in a quarter of a century, involving politicians, investors, academics, unions, and the public, with substantial media coverage.  

The University of Greenwich is organising a conference on 27th June 2018 to contribute to and enhance this debate. The morning session will focus on the case for public ownership in the UK, and on the transition to public ownership, of railway, water, and energy services, and PFI schemes in the NHS, local and central government. This will be followed by contributions on the political economy of public services and public economics, including international speakers.

The afternoon session will examine how public services can be more democratic focusing on the role of public service workers, and how quality of public services can be improved when workers contribute to the design and delivery of the services.  Presentations from academics and international trade unionists will discuss this relationship between workers and public services in relation to health and education, local government, public transport, and waste management.  

9.00-13.00: Why public ownership?

Labour party speaker: public ownership plans

Ian Taylor (Transport for Quality of Life): Public ownership of railways

Dr. Helen Mercer (University of Greenwich): Nationalising SPVs and PFI 

Prof. David Hall (University of Greenwich): Public ownership of water and energy

Prof. Judith Clifton (University of Cantabria): Public enterprise and the future 

Dr. Emanuele Lobina (University of Greenwich): Theorising efficiency and the public sector 

Dr. June Sekera (University College London and Tufts University): Re-thinking public economics

Discussion

Lunch 13.00-14.15

14.15- 17.00: Democratising public services  

Chair: Prof Sian Moore, University of Greenwich

Dr. Jane Lethbridge (PSIRU): Worker-led management of services – towards democratic professionalism in public services

Asbjorn Wahl (Campaign for the Welfare State and NUMGE, Norway): Workers in the welfare state

Public transport:  Alana Dave (ITF): Redesigning and restructuring services

Waste management: Vera Weghmann (PSIRU): Redesigning and restructuring services

Discussion

17.00 Close

For registration, please contact  businessevents@greenwich.ac.uk

For more information please contact: Dr. Jane Lethbridge, Director, PSIRU  j.lethbridge@gre.ac.uk

 

 

7th June 2018

Event: Contemporary British Trotskyism: a symposium

Contemporary British Trotskyism: a symposium

Thursday 28 June

2pm - 4.30pm

Venue: Queen Mary University of London, Arts 1 building, Room 1.28

 

A symposium on British Trotskyism jointly organised by the PSA Labour Movements and Communism Specialist groups for John Kelly’s new book Contemporary Trotskyism: Parties, Sects and Social Movements in Britain (Routledge, 2018)

 

Speakers

John Kelly (Birkbeck)

Ian Birchall

Phil Burton-Cartledge (Derby)

Madeleine Davis  (Queen Mary)

Kevin Morgan (Manchester)

Mark Wickham-Jones (Bristol)

In a major new study of British Trotskyism, John Kelly looks in detail at the influence, resilience and weaknesses of the British Trotskyist movement, from the 1970s to the present day. This afternoon seminar brings together experts in the history and politics of the labour movement, Communism, New Left and far left to debate the arguments of the book and reflect on the significance of the Trotskyist movement for contemporary British politics. 

FREE: all welcome

Register: https://www.eventbrite.co.uk/e/contemporary-british-trotskyism-a-symposium-tickets-46762541019

5th June 2018

Event: Time’s Up: Proposed Solutions for Equality and Diversity Challenges in 2017

The Diversity Interest Group at the University of Greenwich is showcasing its research on Equality and Diversity in a one day conference.

Date: Monday, 11 of June 2018

 Time: 9:30

Location: Queen Anne Building, Room 063, Park Row, London SE10 9LS

 

Key note speech from Professor Tracey Reynolds: "Mind(ful) of the gap: intersectionality and the challenges of diversity in higher education"

Plus conference presentations from researchers at the University of Greenwich on the themes of:

  • Education
  • Careers and Employment
  • Justice

Including a practitioner focus from Sarah Crowe

Vice President | Senior Consultant- Diversity and Inclusion– EMEA, Northern Trust.

Followed by a roundtable including Professor Sian Moore and Dr Jason Arday.

To register, please email Business Events with your name and job title to attend.

Professor Tracey Reynolds: Tracey's teaching and research interests focus on transnational families and kinship networks; constructions of motherhood and parenting & youth studies, and she has established international recognition within these fields of expertise. She has conducted extensive empirical research in the UK across a range of social issues including black and minority families living in disadvantaged communities, the study of families and in the Caribbean and North America.

Professor Sian Moore: Director of the Work and Employment Research Unit, University of Greenwich. Sian joined the University of Greenwich as Professor in Employment Relations and Human Resource Management and Director of the Work and Employment Research Unit (WERU) in September 2015. She was previously Professor of Work and Employment Relations and Co-Director of the Centre for Employment Studies Research (CESR) at the University of the West of England.

Dr Jason Arday: a Senior Lecturer in Education at Roehampton University, School of Education, a Visiting Research Fellow at The Ohio State University in the Office of Diversity and Inclusion and a Trustee of the Runnymede Trust and Co-Chair of the Runnymede Academic Forum.He has recently completed an edited collection with Professor Heidi Mirza (Goldsmiths, University of London) entitled Dismantling Race in Higher Education: Racism, Whiteness and Decolonising the Academy (Palgrave).

4th June 2018

Event: BUIRA History of Industrial Relations Study Group

Deindustrialisation and Industrial Relations in Scotland: 1960s until Today

Thursday 7 June 2018: 15.30-17.00 (Tea/ coffee from 15.00; drinks at 5pm)

Room C279, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)


For further details or to reserve a place, please e-mail Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

Programme:

3.00-3.20pm: Tea/ coffee/ refreshments

3.20pm: Welcome and introductions: Michael Gold and Linda Clarke (Chairs)

 

3.30-4.00pm: Jim Phillips, Jim Tomlinson and Valerie Wright (presented by Jim Phillips)

Deindustrialisation, Ownership and Industrial Relations, c. 1963-1993: Evidence from Linwood Car Manufacturing and Timex Dundee

Deindustrialisation was a phased and managed process, which structured industrial relations. From the mid-1950s industrial workers and communities in Scotland were persuaded to trade ‘old’ jobs in the staples for ‘new’ jobs in lighter engineering. ‘New’ employers acquired obligations, partly because public money was involved in establishing business premises and associated housing. The cases of Linwood car manufacturing and Timex Dundee show that workers exerted moral economy claims to ownership of these new jobs and factories. Through trade union organisation, embedded in community and familial ties, they challenged managerial sovereignty, particularly at points of transition or crisis.

 

4.00-4.30pm: Dr Jenny O’Neil and Dr Vaughan Ellis

Unheard Voices of Decline: Scottish Oil Sector

This paper examines how employment in the Scottish oil industry is changing as the industry declines, shedding in excess of 120,000 jobs between 2014 and 2016 as oil prices fell. Yet, the absence of workers’ voice in policy discussions about how best to safeguard the industry and utilise their skills has meant that other stakeholders’ interests have been privileged. Drawing from in depth oral history interviews with off shore oil workers, it is argued that workers are experiencing lower wages, fewer shifts, difficulty accessing re-training and career changes as well as adverse effects on family life and wellbeing.

4.30-5.00pm: General discussion

5.00pm: Close (followed by drinks until 5.30pm)
 

The speakers:

Jim Phillips is a Senior Lecturer in Economic and Social History at the University of Glasgow, where he and his c-authors are working on a Leverhulme-funded project, Employment, Politics and Culture in Scotland since 1955. Jim co-edits Scottish Labour History and Historical Studies in Industrial Relations.

Dr Jenny O’Neil is a Lecturer in Labour Relations and Global HRM at Edinburgh Napier University. Her research interests include skills development within turbulent environments, employee voice and Global HRM.

Dr Vaughan Ellis is a Lecturer in Work and Industrial Relations specialising in the contemporary organisation and experience of work, and how changes in an organisations' external environment impact upon the labour process.

1st June 2018

Workshop: What Kind of Green and Just Transition? With Special Reference to the Built Environment

ProBE – Centre for the Study of the Production of the Built Environment

University of Westminster

WHAT KIND OF GREEN AND JUST TRANSITION?

WITH SPECIAL REFERENCE TO THE BUILT ENVIRONMENT 

DATE:       Thursday 12 July 2018, 12 noon-18.00pm          

VENUE:    Room CG28, University of Westminster Marylebone Campus,

35 Marylebone Road, London NW1 5LS (opposite Madame Tussaud and diagonal from Baker Street tube station)

 

There is much discussion as well as divergent approaches to the question of a just transition to a low carbon economy, revolving

around what is achievable by the market or by ecological modernisation and whether instead a much more radical transformation

is necessary. This workshop addresses this debate and is concerned in particular with the active role of workers and the trade unions

in this transition, including examples from the built environment of successful intervention.

 

11.30-12.00     REGISTRATION AND COFFEE

12.00-12.05     Welcome: Introduction:                      ProBE/University of Westminster

 

SESSION 1: WHAT IS A GREEN AND JUST TRANSITION?

12.05-12.25     Just Transition and Beyond Just Transition: Strategies, Tactics, Labour Leadership            Carla Lipsig Mummé            York University, Toronto

12.25–12.45    Enabling city networks for green transitions   Fred Steward  University of Westminster

12.45-13.05     Trade Union Approaches to Just Transition Strategy Sam Mason    Public and Commercial Services (PCS) Union

13.05-13.30     Discussion

13.30-14.15     LUNCH BREAK

 

SESSION 2:  CONSTRUCTING A LOW CARBON BUILT ENVIRONMENT AND ENERGY PROVISION

14.15-14.35     From constructing carbon-intensive to low carbon energy supply    Colin Gleeson            ProBE/University of Westminster

14.35-14.55     Conflicting ways from Black to Green           Béla Galgóczi  European Trade Union Institute

14.55-15.15     Green jobs and sustainability in the European offshore wind turbine manufacturing industry            Lisa Schulte    Middlesex University

15.15-15.35     Discussion      

15.35-15.55     COFFEE BREAK

 

SESSION 3: GREEN TRANSITIONS, TRADE UNION ACTIONS AND LOCALITIES

15.55-16.15     Green Transitions in the built environment in Europe Linda Clarke and Melahat Sahin-Dikmen            ProBE/University of Westminster

16.15-16.35     Framing Just Transition          Dimitris Stevis Colorado State University

16.35-17.00     Discussion

 

PANEL SESSION:  WHERE DO TRADE UNIONS GO FROM HERE?

17.00-18.00     Mercedes Landolfi (Fillea CGIL, Italy); ITUC? tbc, Philip Pearson (GJA);

1800-18.30      Drinks

To reserve a place and for further information, contact, Melahat Sahin-Dikmen M.Sahindikmen@westminster.ac.uk or Linda Clarke: clarkel@westminster.ac.uk

1st June 2018

Event and discussion: History & Policy: Why is Equal Pay for women so difficult to achieve?

The History & Policy Trade Union and Employment Forum would like to invite you to their upcoming event:

Why Is Equal Pay for women so difficult to achieve?

Come and discuss why, in spite of Equal Pay Laws and House of Commons Resolutions, there is still a gender pay gap in Britain – and hear an analysis of the recently gathered gender pay reports from large companies from the Equality and Human Rights Commission.

History and Policy’s Trade Union and Employment Forum is holding a seminar on:

Wednesday 20 June, 6pm at King’s College London,

Room K-1.56, Strand Campus, 
London WC2R 2LS

The seminar starts at 6pm and will feature,

Helen GlewSenior Lecturer in History at Westminster University, who will explain the history of Equal Pay in Britain,

and

Sue Coe, Employment Head at the Equality and Human Rights Commissionwho will analyse the results from the gender pay reports from organisations with over 250 employees.

Helen and Sue’s presentations will be followed by questions and discussion.  The event will end no later than 8pm.

Please reserve a free place on Eventbrite

For more details of History & Policy’s activities and events, visit the History & Policy website.

31st May 2018

Vacancy - Research Assistant (Institute for Research into Organisations, Work and Employment (IROWE))

Great job opportunity for new Research Assistant to come and join iROWE (Institute for Research into Organisations, Work and Employment), University of Central Lancashire.

iROWE covers diverse research topics from domestic violence to co-working to leadership in healthcare to conflict resolution.  We run events with internal and external stakeholders, and are very keen on engagement with the community – for instance our forthcoming conference on domestic violence in the workplace with the TUC, and speakers from practitioners, expert groups, policy and academia.

Research Assistant (Institute for Research into Organisations, Work and Employment (IROWE))

University of Central Lancashire – Lancashire School of Business and Enterprise.

REQ003665

Hours:  Full time (36.5 hours per week - 1.0 FTE).  Job Share and part time applications also considered.

Basis:  Fixed term contract for 12 months initially

Grade: E (£21585-24285)

Closing Date:  24/06/2018

Applications and all details please search vacancies:  https://www.uclan.ac.uk/work/index.php

 If anyone wants to talk to me about the role they are very welcome to do so Dr Gemma Wibberley,  gwibberley@uclan.ac.uk

30th May 2018

Call for Abstracts: BUIRA 2018 PhD Workshop

The British Universities Industrial Relation Association holds 2018 conference at Middlesex University, London (Hendon campus), Wednesday 27th – Friday 29th June, 2018.

The PhD session is planned to hold on first day of the conference, Wednesday 27th June. The session will have two main features (PhD Workshop paper presentations and panel discussions). Professor Michael Gold, Royal Holloway, University of London, and Dr Danat Valizade, University of Leeds, have been confirmed to be amongst the panel.

Invitation is hereby extended to doctoral students who are researching in the field of Industrial/Employment Relations, to submit abstracts for workshop paper presentations.

Abstracts could be on any research ideas, from a work in progress paper (WIP), or from a section of ongoing PhD work- the idea of this is to offer a platform away from main BUIRA conference paper sessions, where we could 'test the waters', and have feedback from peers and from a panel of established academics.

This call for abstracts opens from Tuesday 8th May to Friday 8th June. Please send abstract of 250 words to: buiraphd@outlook.com.

29th May 2018

Vacancy: Professor and Director, Centre for Global Business

Job: Professor and Director, Centre for Global Business (Research Only)

Our Centre comprises six research groups:

  •   Australian Consortium for Research on Employment and Work (ACREW)

  •   Ethical Regulation Research Group

  •   Leadership Research Group

  •   Monash Business Policy Forum

  •   Social-Purpose and Global Business Research Unit

  •   South-Asia Research Network 

If you're after a rewarding career, Monash University can help make it happen. With leading academics and world-class resources, combined with a ranking in the top 100 universities worldwide, we offer all you need to build a brighter future.

We are seeking a strong and committed leader and researcher to fulfil the role of Professor and Director of the Centre for Global Business. The Director will maintain and enhance the Centre's profile as a leading national centre of research and provide strategic leadership to the existing team.

The Director is responsible for representing the Centre and its interests, views and needs across external, professional, business and government platforms. You will be responsible for maintaining a strong program of research, capable of attracting high calibre research staff and substantial external funding, publish research outcomes in the highest impact journals and foster postgraduate research training through the supervision of postgraduate students.

The successful applicant will be a researcher of international repute with a vision for the needs and development of global business studies both nationally and internationally. This vision will be supported by superior communication skills and a demonstrated commitment to the promotion of global business as a research area.

To thrive in this appealing role, you will have a relevant postgraduate qualification, an internationally-recognised career in a relevant discipline, a demonstrated record of academic excellence, and extensive experience and expertise in strategic management and leadership, particularly in a multidisciplinary environment.

If you believe you fit the profile, we look forward to receiving your application.

Location: Monash Business School, Monash University, Melbourne, Australia

Remuneration: AUD$181,066 pa (plus 17% employer superannuation)

Your application must address the selection criteria. Please refer to "How to apply for Monash Jobs".

Enquiries

Professor Gary Magee- Deputy Dean (Research), <Gary.Magee@monash.edu

or if you wish, for an informal discussion, contact Professor Greg Bamber <greg.bamber@monash.edu>

Position Description

Download File PD - Professor and Director, Centre for Global Business

Or  http://careers.pageuppeople.com/513/cw/en/job/578403/professor-and-director-centre-for-global-business
 
Closing Date

Monday 9 July 2018, 11:55 pm AEST

24th May 2018

Event: WERU Seminar - Self-Employed Workers: Who Are They And Can They Be Organised?

THE UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT 
 
SELF-EMPLOYED WORKERS: WHO ARE THEY AND CAN THEY BE ORGANISED? 
 
WEDNESDAY 30th MAY 2018. 15.00 – 18.00 
 
VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ 
 
Recently there has been a new focus on the role of self-employment in the labour market. In large part this is because of the substantial rise in self-employment since the financial crash of 2007/08 and the rise of 'bogus' self-employment in the new logistics industries (and elsewhere) which has challenged the legal concept of the 'employee' and workers' rights generally. This seminar seeks to shed new light on the different kinds of work undertaken by the self-employed - from window cleaners to accountants, and the wide range of incomes achieved. Our four presentations include recent research on the self-employed by the Institute for Employment Studies (IES); analysis by the Office for National Statistics (ONS) of the national statistics on the self-employed workforce; a speaker from BECTU on the union organisation of self-employed workers in the film and broadcasting industries; and Professor Patricia Leighton on research she has been conducting among self-employed professionals. Our speakers are as follows: 
 
Andrea Broughton (Ecorys) and Matthew Williams (IES) will present the findings of recent IES research on segmentation of the solo self-employed workforce. The research highlights the diverse nature of this workforce, identifying nine distinct segments, ranging from highly independent, secure and well-paid individuals to those with a low degree of control over their working life, working in low-paid and insecure jobs. The research is based on a literature review and analysis of three datasets: the Labour Force Survey, the Family Resources Survey and Understanding Society. Andrea Broughton joined Ecorys as an Associate Director in January 2018, prior to which she was Principal Research Fellow at the Institute for Employment Studies. Andrea has a degree in modern languages (French and German) and an MA in international industrial relations and human resource management. She has over 20 years of experience in conducting research into European comparative employment relations, working for clients such as the European Commission, the European Parliament and Eurofound, Dublin. Andrea’s research interests include social dialogue, management of change and restructuring, precarious work and atypical employment. Matthew Williams re-joined IES in May 2013, having started his career at the Institute in the 1990s. An economist by training, Matthew has considerable experience and expertise in labour market analysis, at a local, regional and national level and for employers and public bodies, and he is a strong quantitative researcher and skilled in using SPSS to analyse administrative and survey datasets. He also has experience in the work areas of disability and higher education research. Prior to re-joining IES Matthew worked for 12 years as a self-employed research consultant, often working in conjunction with IES, and worked on a wide range of qualitative and quantitative research projects.

 

Mark Chandler (ONS) will discuss the national data available on the self-employed workforce, looking at their characteristics, income and wealth.  Mark Chandler is a Senior Economic Adviser currently leading four teams of economists in the economics hub at the Office for National Statistics. His experience includes defining, measuring and developing measures of service output and productivity, providing the economics component to the annual local government finance settlements and the business rates retention scheme, monitoring and evaluation of local Growth Deals and Devolution Deals, and developing the WebTAG system of economic appraisal for transport investments. Prior to becoming a civil servant, he was an academic teaching and leading research projects in the Baltic States. His Ph.D. in economics, on a public choice model of local government finance, is from the University of Connecticut.
 
Paul Evans (BECTU) will cover the union organisation of the self-employed in the film and broadcasting industries and show how a collective agreement was negotiated for these workers. Paul is an Assistant National Secretary of BECTU, the sector of the Prospect trade union that covers the entertainment industry. He oversees a rapidly growing 11,000-strong division of the union representing London TV, feature film and commercials production and post-production crew – mostly freelancers. He has a previous background as the founder of a Worker Co-op in the tech sector, a period of work in publishing and as a European Parliament researcher. In his spare time, he is the whistle player in a Pogues tribute band and is the author of a book titled ‘Save Democracy – Abolish Voting’, published by The Democratic Society in November 2017.

 

Professor Patricia Leighton (IPag Business School, France and University of South Wales UK) argues for a more radical, comprehensive and robust re-assessment of the employment law framework applying to workers generally, but the self-employed in particular. While Patricia’s background is as an employment lawyer, she will draw on a lot of empirical data on the experience of self-employed people and the legal and other responses to them in her presentation. She sees employment rights (and, indeed, other rights, e.g. to compete, work as a professional etc, work across borders etc) as important but by no means the only area for exploration and there is a need to set employment rights alongside social protections and a range of other issues. Patricia Leighton is Professor Emeritus at the University of South Wales UK and was previously Jean Monnet Professor of European Law  and a Professor at the College of Europe, Bruges. She is currently Professor of European Law at the IPag Business School  France and a member of their research group. Her research and publishing interests are employment relationships, atypical contracts and self-employment. She has written several books on employment contracts and their management, flexible and emerging work patterns, and on opportunity and wellbeing at work. She has undertaken many research projects for international and national governments and other organisations, including the ILO, the European Commission and UK government departments, for private sector organisations and professional bodies.

 

This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at  Business School Events with your name, job title and organisation to attend. Or email Professor Geoff White on wg08@gre.ac.uk

 
HOW TO FIND US

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ 
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk

23rd May 2018

Journal of Industrial Relations - Call for special issue proposals

The Journal of Industrial Relations (JIR) is inviting proposals for special issues for the years 2020 and 2021.

 

The Journal of Industrial Relations is an ISI-ranked, peer-reviewed international journal administered by the Australian Labour and Employment Relations Association (ALERA). The editors invite scholarship from a range of disciplinary perspectives, examining any aspect of employment relations. Contributions exploring the traditional concerns of industrial relations as well as studies addressing the intersection of workplace, family and community are welcome.

 

The guidelines for special issue proposals, editorial guidelines and the JIR's aims and scope can be found at http://journals.sagepub.com/pb-assets/cmscontent/JIR/JIR_Call%20for%20SI%20proposals__2020-2021.pdf.

 

Please submit your special issue proposal to the JIR Editors at business.jir@sydney.edu.au by June 2018

23rd May 2018

Book Publication: Kettling the Unions: A Guide to the 2016 Trade Union Act

Kettling the Unions?

A Guide to the 2016 Trade Union Act

 By Alan Tuckman

Foreword by Mark Serwotka, PCS General Secretary

 Published with the support of the Public and Commercial Services Union

ORDER NOW FROM SPOKESMAN BOOKS:

£14.99 + £1P&P

http://spokesmanbookshop.com/Kettling-the-Unions

 

From Mark Serwotka’s foreword:

‘This very welcome book is intended to provide an analysis of the roots of the Trade Union Act 2016. Those roots lie in Thatcher’s legislation of the 1980s and further back to the undermining of collective bargaining in UK industrial relations that developed in the 1970s, in the context of neoliberalism’s rise to dominance. 

The Trade Union Act was a transparent attempt to contain trade unions in the position they held before the turn of the 20th century. It has introduced draconian restrictions on the right to strike, and new restrictions covering balloting and picketing. It has also changed the rules on union political funds from the current ‘opt-out’ system to an ‘opt-in’ system, an anti-democratic attempt to reduce the ability of trade unions to fund not only political parties, but also a wide range of other non-party political activities. 

As well as aiming to be a guide to the 2016 Trade Union Act and its effect on the trade union movement, this book sets it in the context of decades of attacks on the rights of workers to organise by Conservative governments.’

 

Contents:

Foreword by Mark Serwotka 7

Preface Oil on the Fire? Brexit and Workers’ Rights 9

Introduction 16

 Chapter 1 - The Trade Union Problem 28

The Emerging Problem 28 | The Rise of Trade Unionism 31 | Regularising Trade Unions? 36 | Taff Vale and the Trade Disputes Act 1906 39 | Voluntarism 44 | The Enemy Within: the challenge to consensus 47 | The Establishment of Trade Unionism and its Growing Challenge 53

Chapter 2 - Containing the Unions 58

The Attack on Voluntarism 58 | Heath, the ‘Quiet Revolution’ and the Industrial Relations Act 60 | Labour and the Social Contract 64 | Trade Unions Under Thatcher and Major 71 | Fairness at Work? The Labour Government 1997-2010 78 | The Coalition, the State of the Unions, and the Carr Review 83

Chapter 3 - The Trade Union Act 2016: A Guide 102

Introduction 102

  1. Industrial Action Ballots 107

Ballot Thresholds 107 | Electronic Balloting 113 | Information Requirements associated with industrial action ballots 117 | Timing of and Duration of industrial ballots 119 | Expiry of industrial action mandate 121 | Picketing 122 | Use of agency workers during strikes 127

  1. Political Funds 129

The Nature of Trade Union Political Funds 129 | Reform of Political Funds 131

  1. Facilities Time and Check-Off 134 Facilities Time 134 | Check-Off 138
  2. The Role of the Certification Officer 141

 Chapter 4 - Flexing the Kettle? 153

A ‘Winter of Discontent’? 153 | Implementing the Act 155 | Testing the Trade Union Act 158 | Immediate Impact of the Act 161 | Pension Disputes in the Universities and Royal Mail 164 | Pensions and the Pay Cap 173 | Conflict in the ‘new economy’?: Organising the unorganised 175 | Recognition in the global economy 179 | A revival of trade unionism? 181 | Repealing the Trade Union Act 187

Appendices 196

Appendix 1 - Examples of workers who deliver ‘important public services’ under the 40% threshold 196 Appendix 2 - Facilities Time 198 Appendix 3 - Role of Certification Officer 200 Appendix 4 - Institute of Employment Rights, Manifesto for Labour Law 201

Acknowledgements 204

About the Author 204

-----

Press review copies: PDF copies of the book can be sent to papers, magazines and journals in advance of publication upon request and consideration.

 

22nd May 2018

Event: Work & Equalities Annual Lecture

The 2018 WEI Annual Lecture, in partnership with the Health Services Research Centre (HSRC) will take place on Thursday 24th May from 3pm – 5pm.

The topic is:

New Forms of Governance: Striving for Better Jobs and Public Services.

Can new forms of governance help in the search for better jobs and public services: evidence from developments in health care and community services in the United States.

Hallsworth Professors Rose Batt and Ron Applegate of Cornell University will present.

Further details are given in the flyer attached, and you can register here.

18th May 2018

Invitation to apply: Advert for BUIRA Executive Committee Members

The BUIRA Executive Committee will have 2 vacancies as from July 2018.

As discussed and agreed at the AGM in Leeds 2016, the voting system for vacancies on the Executive Committee will be conducted differently.

We now invite all members to forward their interest in becoming a member of the BUIRA Exec Committee to BUIRA admin who isJess Douglas at admin@buira.org.

All members are welcome to apply regardless of career stage i.e. early, senior, or type of contract.

However, this year we would like to strongly encourage women to apply for these positions as they are under-represented on the Committee.

Of course this does not remove open competition and the selection process is still via the membership at the AGM, not the Stewardship or the Executive Committee.

Please include a short biography of no more than 300 words and your reasons for applying for the vacant position.

 

Executive Committee members are expected to

  • attend Committee meetings (3 a year)
  • attend the annual conference
  •  chair sessions at the conference
  • review conference abstracts
  • engage in e-mail discussions as appropriate

11th May 2018

Times Up In Academia

We are keen to hear from members interested in joining a working group concerning the ‘times up in academia’ movement.  If you might be willing get involved, or simply want to share experiences, ideas and thoughts on what BUIRA could do to support this important issue,  please let us know ASAP at admin@buira.org

10th May 2018

Call for expressions of interest in hosting BUIRA 2020 Conference

We are currently inviting expressions of interest in hosting the 2020 BUIRA conference.  If you might be interested in hosting the conference at your institution in summer 2020 please do let us know by at admin@buira.org

10th May 2018

Call for Streams, Abstracts and Papers - Global Work Quality Work? AIRAANZ Conference, 12-14 February 2019, RMIT University, Melbourne

Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ) Conference
Global Work, Quality Work?
12-14 February 2019, Melbourne, Australia

CALL FOR STREAMS, ABSTRACTS AND PAPERS

 

The Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ) is pleased to invite industrial relations scholars worldwide to present their research at the next annual conference to be held in Melbourne, hosted by the School of Management at RMIT University. The conference theme ‘Global Work, Quality Work?’ invites us to consider the dilemmas arising from growing disparities in the quality of jobs and from fragmentation of employment, especially in the context of the rapidly changing landscape of global capitalism, labour regulation, labour migration and labour movements.

The contributions of industrial relations scholarship and practice to understanding and responding to the challenges of growing inequalities in employment, pressures on job quality and poor labour market outcomes for diverse groups of workers will set the direction for the conference. Papers that engage with innovative responses to the challenges and issues of regulation, labour organisation and labour movements are of particular interest. Along with contributions that address the conference themes, abstracts and papers addressing a wide range of issues drawing on industrial relations, human resources, sociology of work and labour rights are invited.

Stream Proposals: Stream proposals should provide a brief (one page maximum) outline of the stream and include stream title, organiser/s’ names and email addresses. Organisers of accepted streams are expected to encourage participants and assist with organising refereeing of papers. Stream proposals should be emailed to airaanz@con-sol.com by 18 May 2018.

Abstracts: Abstracts of 250 words should succinctly set out the research question, methods used, theoretical focus and major conclusions. For full details go to: www.airaanz2019.org.au.

Papers: Refereed and non-refereed papers should be between 3,000 and 5,000 words. Submission details can be found at www.airaanz2019.org.au.

KEY DATES AND DEADLINES:
Stream proposals due: 18 May 2018
Abstract & paper submissions open: 4 June 2018
Paper submissions close: 31 August 2018
Abstract submissions close: 28 September 2018
Acceptance notification: 5 November 2018
Early bird registrations close: 8 December 2018

Contacts: Fiona Macdonald fiona.macdonald@rmit.edu.au; Diane Holland diane.holland@rmit.edu.au
Conference Solutions (Mandy Winter and Greg Vickers) airaanz@con-sol.com .

For full details see the AIRAANZ Website

9th May 2018

Event: WERU Seminar on the Self-EmployedWorkforce

THE UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT 
 
SELF-EMPLOYED WORKERS: WHO ARE THEY AND CAN THEY BE ORGANISED? 
 
WEDNESDAY 30th MAY 2018. 13.00 – 18.00 
 
VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ


 
Recently there has been a new focus on the role of self-employment in the labour market. In large part this is because of the substantial rise in self-employment since the financial crash of 2007/08 and the rise of 'bogus' self-employment in the new logistics industries (and elsewhere) which has challenged the legal concept of the 'employee' and workers' rights generally. This seminar seeks to shed new light on the different kinds of work undertaken by the self-employed - from window cleaners to accountants, and the wide range of incomes achieved. Our four presentations include recent research on the self-employed by the Institute for Employment Studies (IES); analysis by the Office for National Statistics (ONS) of the national statistics on the self-employed workforce; a speaker from BECTU on the union organisation of self-employed workers in the film and broadcasting industries; and Professor Patricia Leighton on research she has been conducting among self-employed professionals. Our speakers are as follows: 
 
Andrea Broughton (Ecorys) and Matthew Williams (IES) will present the findings of recent IES research on segmentation of the solo self-employed workforce. The research highlights the diverse nature of this workforce, identifying nine distinct segments, ranging from highly independent, secure and well-paid individuals to those with a low degree of control over their working life, working in low-paid and insecure jobs. The research is based on a literature review and analysis of three datasets: the Labour Force Survey, the Family Resources Survey and Understanding Society. Andrea Broughtonjoined Ecorys as an Associate Director in January 2018, prior to which she was Principal Research Fellow at the Institute for Employment Studies. Andrea has a degree in modern languages (French and German) and an MA in international industrial relations and human resource management. She has over 20 years of experience in conducting research into European comparative employment relations, working for clients such as the European Commission, the European Parliament and Eurofound, Dublin. Andrea’s research interests include social dialogue, management of change and restructuring, precarious work and atypical employment. Matthew Williams re-joined IES in May 2013, having started his career at the Institute in the 1990s. An economist by training, Matthew has considerable experience and expertise in labour market analysis, at a local, regional and national level and for employers and public bodies, and he is a strong quantitative researcher and skilled in using SPSS to analyse administrative and survey datasets. He also has experience in the work areas of disability and higher education research. Prior to re-joining IES Matthew worked for 12 years as a self-employed research consultant, often working in conjunction with IES, and worked on a wide range of qualitative and quantitative research projects.

 

Mark Chandler (ONS) will discuss the national data available on the self-employed workforce, looking at their characteristics, income and wealth.  Mark Chandler is a Senior Economic Adviser currently leading four teams of economists in the economics hub at the Office for National Statistics. His experience includes defining, measuring and developing measures of service output and productivity, providing the economics component to the annual local government finance settlements and the business rates retention scheme, monitoring and evaluation of local Growth Deals and Devolution Deals, and developing the WebTAG system of economic appraisal for transport investments. Prior to becoming a civil servant, he was an academic teaching and leading research projects in the Baltic States. His Ph.D. in economics, on a public choice model of local government finance, is from the University of Connecticut.
 
Paul Evans (BECTU) will cover the union organisation of the self-employed in the film and broadcasting industries and show how a collective agreement was negotiated for these workers. Paul is an Assistant National Secretary of BECTU, the sector of the Prospect trade union that covers the entertainment industry. He oversees a rapidly growing 11,000-strong division of the union representing London TV, feature film and commercials production and post-production crew – mostly freelancers. He has a previous background as the founder of a Worker Co-op in the tech sector, a period of work in publishing and as a European Parliament researcher. In his spare time, he is the whistle player in a Pogues tribute band and is the author of a book titled ‘Save Democracy – Abolish Voting’, published by The Democratic Society in November 2017.

 

Professor Patricia Leighton (IPag Business School, France and University of South Wales UK) argues for a more radical, comprehensive and robust re-assessment of the employment law framework applying to workers generally, but the self-employed in particular. While Patricia’s background is as an employment lawyer, she will draw on a lot of empirical data on the experience of self-employed people and the legal and other responses to them in her presentation. She sees employment rights (and, indeed, other rights, e.g. to compete, work as a professional etc, work across borders etc) as important but by no means the only area for exploration and there is a need to set employment rights alongside social protections and a range of other issues. Patricia Leighton is Professor Emeritus at the University of South Wales UK and was previously Jean Monnet Professor of European Law  and a Professor at the College of Europe, Bruges. She is currently Professor of European Law at the IPag Business School  France and a member of their research group. Her research and publishing interests are employment relationships, atypical contracts and self-employment. She has written several books on employment contracts and their management, flexible and emerging work patterns, and on opportunity and wellbeing at work. She has undertaken many research projects for international and national governments and other organisations, including the ILO, the European Commission and UK government departments, for private sector organisations and professional bodies.

 

This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Professor Geoff White on wg08@gre.ac.uk

 
HOW TO FIND US

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ 
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk

 

9th May 2018

Event: WERU Seminar on the Self-EmployedWorkforce

THE UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT 
 
SELF-EMPLOYED WORKERS: WHO ARE THEY AND CAN THEY BE ORGANISED? 
 
WEDNESDAY 30th MAY 2018. 13.00 – 18.00 
 
VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ

Recently there has been a new focus on the role of self-employment in the labour market. In large part this is because of the substantial rise in self-employment since the financial crash of 2007/08 and the rise of 'bogus' self-employment in the new logistics industries (and elsewhere) which has challenged the legal concept of the 'employee' and workers' rights generally. This seminar seeks to shed new light on the different kinds of work undertaken by the self-employed - from window cleaners to accountants, and the wide range of incomes achieved. Our four presentations include recent research on the self-employed by the Institute for Employment Studies (IES); analysis by the Office for National Statistics (ONS) of the national statistics on the self-employed workforce; a speaker from BECTU on the union organisation of self-employed workers in the film and broadcasting industries; and Professor Patricia Leighton on research she has been conducting among self-employed professionals. Our speakers are as follows: 
 
Andrea Broughton (Ecorys) and Matthew Williams (IES) will present the findings of recent IES research on segmentation of the solo self-employed workforce. The research highlights the diverse nature of this workforce, identifying nine distinct segments, ranging from highly independent, secure and well-paid individuals to those with a low degree of control over their working life, working in low-paid and insecure jobs. The research is based on a literature review and analysis of three datasets: the Labour Force Survey, the Family Resources Survey and Understanding Society. Andrea Broughtonjoined Ecorys as an Associate Director in January 2018, prior to which she was Principal Research Fellow at the Institute for Employment Studies. Andrea has a degree in modern languages (French and German) and an MA in international industrial relations and human resource management. She has over 20 years of experience in conducting research into European comparative employment relations, working for clients such as the European Commission, the European Parliament and Eurofound, Dublin. Andrea’s research interests include social dialogue, management of change and restructuring, precarious work and atypical employment. Matthew Williams re-joined IES in May 2013, having started his career at the Institute in the 1990s. An economist by training, Matthew has considerable experience and expertise in labour market analysis, at a local, regional and national level and for employers and public bodies, and he is a strong quantitative researcher and skilled in using SPSS to analyse administrative and survey datasets. He also has experience in the work areas of disability and higher education research. Prior to re-joining IES Matthew worked for 12 years as a self-employed research consultant, often working in conjunction with IES, and worked on a wide range of qualitative and quantitative research projects.

 

Mark Chandler (ONS) will discuss the national data available on the self-employed workforce, looking at their characteristics, income and wealth.  Mark Chandler is a Senior Economic Adviser currently leading four teams of economists in the economics hub at the Office for National Statistics. His experience includes defining, measuring and developing measures of service output and productivity, providing the economics component to the annual local government finance settlements and the business rates retention scheme, monitoring and evaluation of local Growth Deals and Devolution Deals, and developing the WebTAG system of economic appraisal for transport investments. Prior to becoming a civil servant, he was an academic teaching and leading research projects in the Baltic States. His Ph.D. in economics, on a public choice model of local government finance, is from the University of Connecticut.
 
Paul Evans (BECTU) will cover the union organisation of the self-employed in the film and broadcasting industries and show how a collective agreement was negotiated for these workers. Paul is an Assistant National Secretary of BECTU, the sector of the Prospect trade union that covers the entertainment industry. He oversees a rapidly growing 11,000-strong division of the union representing London TV, feature film and commercials production and post-production crew – mostly freelancers. He has a previous background as the founder of a Worker Co-op in the tech sector, a period of work in publishing and as a European Parliament researcher. In his spare time, he is the whistle player in a Pogues tribute band and is the author of a book titled ‘Save Democracy – Abolish Voting’, published by The Democratic Society in November 2017.

 

Professor Patricia Leighton (IPag Business School, France and University of South Wales UK) argues for a more radical, comprehensive and robust re-assessment of the employment law framework applying to workers generally, but the self-employed in particular. While Patricia’s background is as an employment lawyer, she will draw on a lot of empirical data on the experience of self-employed people and the legal and other responses to them in her presentation. She sees employment rights (and, indeed, other rights, e.g. to compete, work as a professional etc, work across borders etc) as important but by no means the only area for exploration and there is a need to set employment rights alongside social protections and a range of other issues. Patricia Leighton is Professor Emeritus at the University of South Wales UK and was previously Jean Monnet Professor of European Law  and a Professor at the College of Europe, Bruges. She is currently Professor of European Law at the IPag Business School  France and a member of their research group. Her research and publishing interests are employment relationships, atypical contracts and self-employment. She has written several books on employment contracts and their management, flexible and emerging work patterns, and on opportunity and wellbeing at work. She has undertaken many research projects for international and national governments and other organisations, including the ILO, the European Commission and UK government departments, for private sector organisations and professional bodies.

 

This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Professor Geoff White on wg08@gre.ac.uk

 
HOW TO FIND US

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ 
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk

 

9th May 2018

Policy report and debate “On AI and Robotics”

Excerpt:
This publication is designed to help employers, regulators and policymakers understand the potential nature of these effects by reviewing a variety of application areas in which AI and robots are deployed, both individually and together. The more that is known about how different fields or industries might be disrupted, the better prepared institutions, companies and systems will be.

A number of researchers and associates of The University of Manchester have contributed, across a range of different specialisms, coordinated by Policy@Manchester. These insights cover advice in four key areas; hazardous environmentshealthcareresearch, and industry(covering employment and future technical progress).

Full Policy report and debate “On AI and Robotics” (Industry, Work, Employment ...).   Available at:

https://policyatmanchester.shorthandstories.com/on_ai_and_robotics/index.htm
 

 

9th May 2018

Event: Making use of Oral History - Update to Schedule

Making use of Oral Labour History

Britain at Work (B@W) 1945-95 in association with British Universities’ Industrial Relations (BUIRA) IR History Group and Oral History Society (OHS)

 

Saturday 2 June 2018, 11am – 5.00pm

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)

Room C279 (lunch C287)

 

For further details and to reserve a place please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk)

 

This year’s Britain at Work Oral Labour History Day will focus on what we do with the recordings we make, both audio and video. How do we share what we learn from interviews and how do we make sure that oral histories we collect are preserved for future use in safe environments and archives? The day will begin with an opening address byRobert Perks, Lead Curator, Oral History and the Director of National Life Stories at the British Library. Rob is also secretary of the Oral History Society and an editor of the journal Oral History. He will talk about developments and opportunities for the dissemination and sustainability of oral history collections.

 

Rob will be followed by roundtable reports from participants currently involved in oral history in work settings. After lunch, there will be presentations, beginning with Martin Astell, Sound and Video Archivist at Essex Record Office, who will talk about being an archivist working in a local authority museum/archive and the challenges besetting local archives and archivists. This is followed by presentations on the diverse results of oral history projects: books, films, a pop-up museum and a comic.

 

B@W is an initiative to capture the memories of people at work between 1945 and 1995, some of which are to found at the TUC Library Collections held at London Metropolitan University (www.unionhistory.info/britainatwork)..

 

DRAFT PROGRAMME

10.30-11.00 Registration

11.00-11.15 Welcome and introduction: Michael Gold and Linda Clarke

 

11.15-12.00 Keynote: How can I future-proof my oral history project? Guidance on best archival and legal practice for preservation and public access and reuse’. Rob Perks, Lead Curator, Oral History & Director of National Life Stories at the British Library. Chair: Joanna Bornat

 

12.00-13.00 Roundtable: brief contributions from participants on their current interest in oral labour history. Chair: Michael Gold

13.00-14.00 Lunch: 

 

14.00-15.30Diverse uses of oral history. Chair: John Gabriel

·         Local collections: Martin Astell onOral history collections at the county record office - and how to set them free, Senior Archivist (Sound and Video), Essex Record Office

·         Film: Alex Gordon/ Chris Reeves (RMT History Project)

·         Book: Sally Groves (author of Trico: a victory to remember)

15.30-15.50 Break

15.50-16.40 More diverse usesChair: Linda Clarke

·         Educational website and book: Sundari Anitha / Ruth Pearson (Striking Women)

·         Pop-up Museum: Padmini Broomfield and Emma Golby-Kirk (Ford Transition, Southampton)

16.40-17.00 Discussion + chair’s closing observations: Michael Gold

9th May 2018

Call for Abstracts - BUIRA 2018 PhD workshop

The British Universities Industrial Relation Association holds 2018 conference at Middlesex University, London (Hendon campus), Wednesday 27th – Friday 29th June, 2018.

The PhD session is currently planned to be held on first day of the conference, Wednesday 27th June. The session will have two main features: PhD Workshop paper presentations and panel discussions.

Invitation is hereby extended to doctoral students, who are researching in the field of Industrial/Employment Relations, to submit abstracts for workshop paper presentations.

Abstracts could be on any research ideas, from a work in progress paper (WIP), or from a section of ongoing PhD work- the idea of this is to offer a platform away from main BUIRA conference paper sessions, where we could 'test the waters', and have feedback from peers and from a panel of established academics.

This call for abstracts opens from Tuesday 8th May to Friday 8th June. Please send abstract of 250 words to: buiraphd@outlook.com.

7th May 2018

Call for contributions: Gender Issues in Business Schools Network

Gender Issues in Business Schools Network

Inaugural Workshop for PhD students and Early Career Researchers

10-11 September 2018, Newcastle University

Newcastle, UK

 Call for Contributions

 Newcastle University Business School is launching the Gender Issues in Business School (GIBS) Network. The initiative responds to the pressing need for affirmative action in mainstreaming gendered perspectives across Business and Management Schools. This inaugural event, which is free to successful applicants and supported with bursaries for travel, is cosponsored by Newcastle University, the Society for the Advancement of Management Studies and the British Academy.

 The two-day workshop will be on 10th - 11th of September 2018. The event will focus on the broad theme of “Gender Issues in Business and Management Schools” and will offer the opportunity for doctoral and early career researchers to engage in advanced dialogue and debate on gender issues in management, broadly defined. 

The aim of the workshop is to assist with the professional development of ECRs and Research Students in Business and Management Schools, by enabling them to advance their academic skills and career interests. The workshop is open to all academic disciplines that can contribute to gender knowledge in the context of management, business, organisation, work and employment. During the two-day event, participants will:

 ·         Present their work in a safe and supportive environment

·         Engage with a unique network of scholars who are engaged with gender issues in Business and Management Schools

·         Receive constructive peer feedback and guidance on working in progress

 Keynote Speakers include:

1.    Ruth Sealy, Associate Professor of Organisation Studies, Co-Director Exeter Centre for Leadership, University of Essex, UK

 2.    Mustafa Ozbilgin, Professor of Organisational Behaviour, Brunel Business School, Brunel University London, UK 

 Who should attend:

·         PhD students researching gendered topics, at any stage of study, in Business and Management schools, or allied social science disciplines, in the UK and overseas.

·         ECRs, who are within four years of the award of their PhD and who hold a full or part-time job in Higher Education, and who are also research-active. Successful applicants will be invited to act as Chairs in parallel streams and sit on a panel in which they will be invited to discuss their own thesis development.

  Submitting your abstract (PhD students): 

An abstract of 500 words should be submitted. There are no restrictions on the topic areas. We welcome qualitative and quantitative research-based abstracts as well as critical research reviews and analyses covering a broad range of topics around gender and management. They can range from initial research design to initial findings and/or theoretical contributions.

Submitting your application (ECRs):

A 1-2 page CV should be submitted, accompanied by a cover letter outlining research interest and doctoral research.

 All abstracts and applications will be reviewed by members of the organising committee. Please submit your abstract/application to the GIBS organising committee gibsnetwork@gmail.com  by 17th of June 2018. Successful applicants will be notified by 29th of June 2018. Any questions should be directed to the same email address. 

 Attendance is FREE: bursaries will be offered to successful applicants to cover travel and accommodation costs. Some funding for travel from overseas is available. Bursaries may not cover the total cost of travel and accommodation. Successful applicants will be invited to submit a costed bursary request by the end of July.

 Organisers:  The workshop is organised by Dr Ana Lopes, Dr. Elina Meliou, Professor Steve Vincent, Eve Ewington (ECR), Marina Yusupova (ECR), Kimberly Dillaby (PhD student), Nosheen Khan (PhD student), Julie Munroe (PhD student). 

4th May 2018

Specially Extended Plenary Session: BUIRA Conference 2018 (Update to Speakers)

Specially Extended Plenary Session:

BUIRA Conference

The 2018 UCU Pensions Dispute:

Assessment and Implications

Wednesday 27 June 1.15pm-3.15pm

Middlesex University, London (Hendon campus)

Speakers: John Kelly (Birkbeck), Phil Taylor (Strathclyde),

Jo Grady (Sheffield), Rachel Cohen (City) and Sean Wallis (UCL)

BUIRA members will undoubtedly agree that the 2018 British Universities pensions’ dispute has been a watershed moment for both industrial relations and trade unionism within higher education. Ironically, given the predominant discourse that suggests strike activity and trade unionism has become increasingly irrelevant in today’s changed world of work, the USS dispute had some of the elements of the industrial battles of the 1970s, albeit there were also new innovative forms of organisation and activity, the combination of which produced unprecedented transformative developments that have been ‘grist for the mill’ for BUIRA members.

            Significantly, UCU’s central strategy of strike mobilisation (in line with its recent Commission on Effective Industrial Action) broke with the limited one or two-day national strikes of the past (over pay, and pensions) with its call for sustained (virtually continuous) 14-days of strike action. If the busting of the Tories’ 2016 Trade Union Act balloting thresholds (both in terms of participation levels and percentage voting in favour of strike action) surprised many, the way in which the protracted nature of the action was then enthusiastically embraced by the mass of the union’s eligible membership also staked completely new ground with wide-ranging implications.

            In forcing the employers to rethink and climb down (in some respects at least) - as vice chancellors in a number of institutions broke ranks with UUK - it demonstrated in graphic relief the enduring power of effective collective strike action. It also provided time for strikers to organise, gain confidence and build links among themselves within their respective institutions and across universities. If in the past picket lines had been small and routine affairs, they now developed over the course of four weeks into relatively much larger and more vibrant pickets of defiance. The sustained nature of the action provided the basis for regular (often daily) mass meetings, the formation of strike committees, organisation of ‘Teach-Ins’ and ‘Teach-Outs’, local rallies and two London demonstrations. It also led to the development of very important links with students, who joined picket lines, signed a nationally-organised petition demanding financial compensation for missed classes, and in a number of places engaged in highly impressive solidarity occupations directed at university administrations.

            Animated UCU members’ discussions and debates on the picket line and at meetings then translated into the infusion of life into many semi-moribund UCU branches. The underlying transformation of the union was also manifested in the stunning union recruitment figures of thousands of new members, including many insecure, short-term and part-time contract staff. The #NoCapitulation and #ReviseandResubmit revolts, including the mass lobbying of the HEC/branch delegate meetings, as well as the large minority vote against accepting the second offer that called off the action, were indicative of a wider rank-and-file rebellion against national negotiators. The use of social media by numerous local UCU branches and active strikers, notably Twitter (particularly #USSbriefs) and local WhatsApp groups, further enhanced the horizontal exchange of information, ideas, arguments and debates. Also of major significance was the way in which the strike went well beyond the immediate issue of pensions to represent a generalised questioning of the neoliberal transformation of universities in recent years (with its marketization, commodification and rampant managerialism) in favour of an alternative democratised public higher education system.

            Notwithstanding the differences in viewpoint as to whether the dispute should have been called off or not (amongst BUIRA members as well as union members generally), the 2018 UCU strike action should clearly not be viewed as a one-off or closed affair. Quite apart from the way in which the pensions issue is likely to rear its head again a few months down the road, there are other crucial issues on which the battleground is likely to continue, such as pay, casualization, restructuring and job losses, REF, etc, in which case the recent transformative experience of collective strike action and rejuvenation of UCU that has occurred will require assessment and reassessment.

            In the process, if the 2018 pensions dispute will have ‘brought home’ the enduring relevance of the academic subject matter of employment relations and trade unionism to BUIRA members within higher education, it has also underlined the importance for many BUIRA academics of being trade unionists whose ‘partisan’ ideological and practical intervention – in being active participants who took the side of university staff in struggle against the employers - is an integral part of their identity and portfolio at work.

            It is against this backcloth we are delighted to announce a special extended 2-hour plenary session on the UCU strike has been organised at BUIRA’s annual conference. It will be comprised of two panels of speakers that will run back-to-back. The first panel will discuss/debate the overall strategy and tactics adopted by UCU within the dispute, with two speakers: John Kelly (Birkbeck) and Phil Taylor (Strathclyde). The second panel will have three UCU speakers, Jo Grady (Sheffield), Rachel Cohen (City) and Sean Wallis (UCL), reflecting on aspects of the dispute, such as local union organisation, social media usage, links with students, balloting process, final deal, and wider questions and implications raised about employment relations and trade unionism within higher education. The intention is to keep both sets of panel contributions fairly brief (no more than 10 minutes for each speaker) in order to enable plenty of time for discussion, debate and argument from the floor of the conference (albeit speakers will have the opportunity to come back within the questions and discussion period).  We hope you will be able to come along to join the discussion, hopefully attending the whole of the BUIRA conference, or just this special plenary session.

Further details: Professor Ralph Darlington r.r.darlington@salford.ac.uk

4th May 2018

Support of "European Appeal" as part of the ETUC strategy for "More Democracy at work"

The ETUC is issuing a European appeal for more democracy at work and isseeking signatures in support. Details of the policy can be found at:
https://www.etuc.org/documents/etuc-resolution-strategy-more-democracy-work-0#.Wul1IvlKuUn

 

To register support, send a mail to Wolfgang Kowalsky via WKOWALSK@ETUC.ORG

2nd May 2018

Event: BUIRA conference 2018 - Registration now open

Registration for the BUIRA conference is now open!

 Please register by following the link https://www.buira.net/conference/11/register

Note that you must be a BUIRA member to register - you can join on the same page.

Below you will find some information about accommodation and the general conference schedule.

We look forward to seeing you in June!

The BUIRA team

 

BUIRA Conference 2018, Middlesex University, London

When: 27-29 June

Where: Hendon Campus 

Accommodation: 

Student accommodation

Other: 

Hendon Hall   

Travelodge (Finchley)   

 (143 bus every 12 mins – 15 mins to Hendon campus)

Holiday Inn Brent Cross 

Schedule

Wednesday 27thJune

09.00                    Registration opens

09.15-13.00         PhD workshop

12.00-13.00         Lunch

13.00-13.15         Conference opens, welcome

13.15-15.15         Plenary: the 2018 Universities Pension Dispute

15.15-15.30         Refreshments

15.30-17.00         Paper Session 1 

17.15-18.45         Paper Session 2 

19.00                   Drinks reception and Barbecue meal at MDX House Quad

 

Thursday 28thJune

09.00-10.30         Paper Session 3

10.30-10.45         Refreshments

10.45-12.15         Paper Session 4 

12.15-13.15         BUIRA AGM

13.15-14.00         Lunch

14.00-15.45         Unions, politics and policy plenary 

15.45-16.15         Refreshments

16.15-17.45         Paper Session 5

17.45-18.30         BUIRA study groups

19.30                   Conference dinner – Canal Museum, Kings Cross

 

Friday 30thJune

09.30-11.00         Paper Session 6  

11.00-11.15         Refreshments

11.15-12.45         Paper Session 7 

12.45-13.30         Lunch

13.30                   Conference closes 

 

27th April 2018

Event: Greenwich Diversity Interest Group Conference

Greenwich Diversity Interest Group Conference
11th Jun 2018 9:30am - 6:30pm
Greenwich Campus, Queen Anne Building, Room 063, Park Row, London SE10 9LS

The Diversity Interest Group at the University of Greenwich is showcasing its research on Equality and Diversity in a one day conference on Monday 11 June 2018 9:30am – 6:30pm in QA063.

Key note speech from Professor Tracey Reynolds: "Mind(ful) of the gap: intersectionality and the challenges of diversity in higher education"

Plus conference presentations from researchers at the University of Greenwich on the themes of:

  • Education
  • Careers and Employment
  • Justice

Including a practitioner focus from Sarah Crowe

Vice President | Senior Consultant- Diversity and Inclusion– EMEA, Northern Trust.

Followed by a roundtable including Professor Sian Moore and Dr Jason Arday.

To register, please email Business Events with your name and job title to attend.

Professor Tracey Reynolds: Tracey's teaching and research interests focus on transnational families and kinship networks; constructions of motherhood and parenting & youth studies, and she has established international recognition within these fields of expertise. She has conducted extensive empirical research in the UK across a range of social issues including black and minority families living in disadvantaged communities, the study of families and in the Caribbean and North America. Research awards include Economic Social Research Council awards on Caribbean youths and transnational identities; Big Lottery on care planning among BAME older people in London (with Age UK Lewisham and Southwark) and Arts Humanities Research Council on migrant mothers' citizenship.

Professor Sian Moore: Director of the Work and Employment Research Unit, University of Greenwich. Sian joined the University of Greenwich as Professor in Employment Relations and Human Resource Management and Director of the Work and Employment Research Unit (WERU) in September 2015. She was previously Professor of Work and Employment Relations and Co-Director of the Centre for Employment Studies Research (CESR) at the University of the West of England. 

Dr Jason Arday: a Senior Lecturer in Education at Roehampton University, School of Education, a Visiting Research Fellow at The Ohio State University in the Office of Diversity and Inclusion and a Trustee of the Runnymede Trust and Co-Chair of the Runnymede Academic Forum. He has recently completed an edited collection with Professor Heidi Mirza (Goldsmiths, University of London) entitled Dismantling Race in Higher Education: Racism, Whiteness and Decolonising the Academy (Palgrave).

Target audience: current students, staff, alumni, general public​

27th April 2018

Event: Framing Work: Competing Analytical Perspectives on Employment Relations

Framing Work: Competing Analytical Perspectives on Employment Relations

Manchester Industrial Relations Society

Shirley Lerner Memorial Lecture

Speaker: Professor Ed Heery 

Professor of Employment Relations

Cardiff Business School, University of Cardiff

http://www.mirs.org.uk/index.html

 

Thursday 3 May 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road (near Oxford Road railway station), Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

Free ‘nibbles and drinks’ buffet after the meeting from 7.30pm

 

Contemporary writing on the employment relationship falls into three broad traditions: a unitary tradition that assumes there is a natural coincidence in the interests of employer and worker; a pluralist tradition that believes regulation is required to enable workers to advance their own, separate and distinct interests against those of the employer; and a critical tradition that perceives a fundamental cleavage in the interests of workers and employers and celebrates worker resistance to employer domination.

 

This presentation will identify the defining features of these competing traditions, or frames of reference as they are often known, and will show how their separate conceptions of the relative interests of workers and employers leads to distinctive research agenda, modes of explanation, prescriptions for practice, and particular ways of engaging with the public sphere. The presentation will also consider the relationship between the frames and will identify the typical forms of contention and debate in which they engage.

 

For further details see:

Professor Ralph Darlington: r.r.darlington@salford.ac.uk 0161-295-5456

Twitter: @ManchesterIRS

26th April 2018

Event: Central London BUIRA Seminar: Union Organising Globally: Chinese and Latin American Ports Compared

Central London BUIRA Seminar:

 Union Organising Globally:

Chinese and Latin American Ports Compared

 

Katy Fox-HodessWorker Power, Trade Union Strategy and International Connections: A Cross-National Comparison of Dockworker Unionism in Latin America

Dr Tim Pringle (SOAS) Labour organizing, trade union reform and working class power in China

 

Friday 25 May 2018, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room C279 (lunch C287)

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused on unions and labour movements in Europe, Latin America and China, with the examples of maritime and dock workers and we are fortunate to have two very expert speakers:

 

Katy Fox Hodess presents some of the findings of her PhD, entitled Dockworkers of the World Unite: Transnational Class Formation and the New Labor Internationalism, in which she examines the construction of ‘bottom-up’ labor internationalism by rank-and-file dockworker union activists affiliated to the International Dockworkers Council. Katy will discuss union coordination in response to recent labor disputes in Latin America (Chile, Colombia). Katy is undertaking her PhD thesis in Sociology at the University of California at Berkeley and is currently is a lecturer in Work, Employment, People and Organisations at the University of Sheffield. Her publications include ‘(Re-)Locating the Local and National in the Global: Multi-Scalar Political Alignment in Transnational European Dockworker Union Campaigns’ British Journal of Industrial Relations,2017

 

Tim Pringle is a senior lecturer in Labour, Social Movements and Development. His research is focussed on East Asia, in particular labour relations, trade union reform and social movements and labour migration in China and Vietnam. He is also the editor of China Quarterly. Tim will present research focuses on the extent that the Party-led All-China Federation of Trade Unions is able to establish functioning trade union branches at enterprise level, drawing on a case study of the Yantian International Container Terminal. Tim will argue that the YICT union developed a system of annual collective bargaining in order to ‘tame’ the power of militant dockworkers and prevent strikes. This required an effective enterprise-level trade union that was able to manipulate members’ somewhat ambiguous acceptance of its role.

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact:Professor Linda Clarke,  clarkel@wmin.ac.uk or 020350 66528

25th April 2018

Journal of Industrial Relations - Call for special issue proposals

The Journal of Industrial Relations (JIR) is inviting proposals for special issues for the years 2020 and 2021. The guidelines for special issue proposals, editorial guidelines and the JIR's aims and scope can be found at  http://journals.sagepub.com/pb-assets/cmscontent/JIR/JIR_Call%20for%20SI%20proposals__2020-2021.pdf
Please submit your special issue proposal to the JIR Editors atbusiness.jir@sydney.edu.au by June 2018. 

20th April 2018

Specially Extended Plenary Session: BUIRA Conference 2018

The 2018 UCU Pensions Dispute:

Assessment and Implications

Wednesday 27 June 1.15pm-3.15pm

Middlesex University, London (Hendon campus)

Speakers: John Kelly (Birkbeck), Phil Taylor (Strathclyde), Jo McNeill (Liverpool),  Jo Grady (Sheffield) and Sean Wallis (UCL)

BUIRA members will undoubtedly agree that the 2018 British Universities pensions’ dispute has been a watershed moment for both industrial relations and trade unionism within higher education. Ironically, given the predominant discourse that suggests strike activity and trade unionism has become increasingly irrelevant in today’s changed world of work, the USS dispute’s well organised and innovative forms of collective organisation and activity produced unprecedented transformative developments that have been ‘grist for the mill’ for BUIRA members.

Significantly, UCU’s central strategy of strike mobilisation (in line with its recent Commission on Effective Industrial Action) broke with the limited one or two-day national strikes of the past (over pay, and pensions) with its call for sustained (virtually continuous) 14-days of strike action. If the busting of the Tories’ 2016 Trade Union Act balloting thresholds (both in terms of participation levels and percentage voting in favour of strike action) surprised many, the way in which the protracted nature of the action was then enthusiastically embraced by the mass of the union’s eligible membership also staked completely new ground with wide-ranging implications.

In forcing the employers to rethink and climb down (in some respects at least) - as vice chancellors in a number of institutions broke ranks with UUK - it demonstrated in graphic relief the enduring power of effective collective strike action. It also provided time for strikers to organise, gain confidence and build links among themselves within their respective institutions and across universities. If in the past picket lines had been small and routine affairs, they now developed over the course of four weeks into relatively much larger and more vibrant pickets of defiance. The sustained nature of the action provided the basis for regular (often daily) mass meetings, the formation of strike committees, organisation of ‘Teach-Ins’ and ‘Teach-Outs’, local rallies and two London demonstrations. It also led to the development of very important links with students, who joined picket lines, signed a nationally-organised petition demanding financial compensation for missed classes, and in a number of places engaged in highly impressive solidarity occupations directed at university administrations.

Animated UCU members’ discussions and debates on the picket line and at meetings then translated into the infusion of life into many semi-moribund UCU branches. The underlying transformation of the union was also manifested in the stunning union recruitment figures of thousands of new members, including many insecure, short-term and part-time contract staff. The #NoCapitulation and #ReviseandResubmit revolts, including the mass lobbying of the HEC/branch delegate meetings, as well as the large minority vote against accepting the second offer that called off the action, were indicative of a wider rank-and-file rebellion against national negotiators. The use of social media by numerous local UCU branches and active strikers, notably Twitter (particularly #USSbriefs) and local WhatsApp groups, further enhanced the horizontal exchange of information, ideas, arguments and debates. Also of major significance was the way in which the strike went well beyond the immediate issue of pensions to represent a generalised questioning of the neoliberal transformation of universities in recent years (with its marketization, commodification and rampant managerialism) in favour of an alternative democratised public higher education system.

Notwithstanding the differences in viewpoint as to whether the dispute should have been called off or not (amongst BUIRA members as well as union members generally), the 2018 UCU strike action should clearly not be viewed as a one-off or closed affair. Quite apart from the way in which the pensions issue is likely to rear its head again a few months down the road, there are other crucial issues on which the battleground is likely to continue, such as pay, casualization, restructuring and job losses, REF, etc, in which case the recent transformative experience of collective strike action and rejuvenation of UCU that has occurred will require assessment and reassessment.

            In the process, if the 2018 pensions dispute will have ‘brought home’ the enduring relevance of the academic subject matter of employment relations and trade unionism to BUIRA members within higher education, it has also underlined the importance for many BUIRA academics of being trade unionists whose ‘partisan’ ideological and practical intervention – in being active participants who took the side of university staff in struggle against the employers - is an integral part of their identity and portfolio at work.

            It is against this backcloth we are delighted to announce a special extended 2-hour plenary session on the UCU strike has been organised at BUIRA’s annual conference. It will be comprised of two panels of speakers that will run back-to-back. The first panel will discuss/debate the overall strategy and tactics adopted by UCU within the dispute, with two speakers: John Kelly (Birkbeck) and Phil Taylor (Strathclyde). The second panel will have three UCU speakers, Jo McNeill (Liverpool), Jo Grady (Sheffield) and Sean Wallis (UCL), reflecting on aspects of the dispute, such as local union organisation, social media usage, links with students, balloting process, final deal, and wider questions and implications raised about employment relations and trade unionism within higher education. The intention is to keep both sets of panel contributions fairly brief (no more than 10 minutes for each speaker) in order to enable plenty of time for discussion, debate and argument from the floor of the conference (albeit speakers will have the opportunity to come back within the questions and discussion period). 

We hope you will be able to come along to join the discussion, hopefully attending the whole of the BUIRA conference, or just this special plenary session.

Further details: Professor Ralph Darlington r.r.darlington@salford.ac.uk

20th April 2018

Event: BUIRA History of Industrial Relations Study Group

Deindustrialisation and Industrial Relations in Scotland: 1960s until Today

Thursday 7 June 2018: 15.30-17.30 (Tea/ coffee from 15.00)

Room C279, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds and nearly opposite Baker Street tube)


For further details or to reserve a place, please e-mail Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk).

Programme:

3.00-3.20pm: Tea/ coffee/ refreshments

3.20pm: Welcome and introductions: Michael Gold and Linda Clarke (Chairs)

 

3.30-4.00pm: Jim Phillips, Jim Tomlinson and Valerie Wright (presented by Jim Phillips)

Deindustrialisation, Ownership and Industrial Relations, c. 1963-1993: Evidence from Linwood Car Manufacturing and Timex Dundee

Deindustrialisation was a phased and managed process, which structured industrial relations. From the mid-1950s industrial workers and communities in Scotland were persuaded to trade ‘old’ jobs in the staples for ‘new’ jobs in lighter engineering. ‘New’ employers acquired obligations, partly because public money was involved in establishing business premises and associated housing. The cases of Linwood car manufacturing and Timex Dundee show that workers exerted moral economy claims to ownership of these new jobs and factories. Through trade union organisation, embedded in community and familial ties, they challenged managerial sovereignty, particularly at points of transition or crisis.

 

4.00-4.30pm: Dr Jenny O’Neil and Dr Vaughan Ellis

Unheard Voices of Decline: Scottish Oil Sector

This paper examines how employment in the Scottish oil industry is changing as the industry declines, shedding in excess of 120,000 jobs between 2014 and 2016 as oil prices fell. Yet, the absence of workers’ voice in policy discussions about how best to safeguard the industry and utilise their skills has meant that other stakeholders’ interests have been privileged. Drawing from in depth oral history interviews with off shore oil workers, it is argued that workers are experiencing lower wages, fewer shifts, difficulty accessing re-training and career changes as well as adverse effects on family life and wellbeing.

4.30-5.00pm: General discussion

5.00pm: Close (followed by drinks until 5.30pm)
 

The speakers:

Jim Phillips is a Senior Lecturer in Economic and Social History at the University of Glasgow, where he and his c-authors are working on a Leverhulme-funded project, Employment, Politics and Culture in Scotland since 1955. Jim co-edits Scottish Labour History and Historical Studies in Industrial Relations.

Dr Jenny O’Neil is a Lecturer in Labour Relations and Global HRM at Edinburgh Napier University. Her research interests include skills development within turbulent environments, employee voice and Global HRM.

Dr Vaughan Ellis is a Lecturer in Work and Industrial Relations specialising in the contemporary organisation and experience of work, and how changes in an organisations' external environment impact upon the labour process.

18th April 2018

Event: Making use of Oral History

Britain at Work (B@W) 1945-95 in association with British Universities’ Industrial Relations (BUIRA) IR History Group and Oral History Society (OHS)

 

Saturday 2 June 2018, 11am – 4.45pm

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)

Room C279 (lunch C287)

 

For further details or to reserve a place, please email Michael Gold (m.gold@rhul.ac.uk) or Linda Clarke (clarkel@wmin.ac.uk)

 

This year’s Britain at Work Oral Labour History Day will focus on what we do with the recordings we make, both audio and video. How do we share what we learn from interviews and how do we make sure that oral histories we collect are preserved for future use in safe environments and archives? The day will begin with an opening address by Robert Perks, Lead Curator, Oral History and the Director of National Life Stories at the British Library. Rob is also secretary of the Oral History Society and an editor of the journal Oral History. He will talk about developments and opportunities for the dissemination and sustainability of oral history collections.

 

Rob will be followed by a roundtable reports from participants currently involved in oral history in work settings. After lunch, there will be presentations from presenters whose oral history projects have resulted in books, films, pop-up museum and a comic. The day will end with a presentation from Martin Astell (tbc), Sound and Video Archivist at Essex Record Office, who will talk about being an archivist working in a local authority museum/archive and the challenges besetting local archives and archivists at the moment.

 

B@W is an initiative to capture the memories of people at work between 1945 and 1995, some of which are to found at the TUC Library Collections held at London Metropolitan University (www.unionhistory.info/britainatwork)..

 

Draft Programme

10.30-11.00 Registration

11.00-11.15 Welcome and introduction: Michael Gold and Linda Clarke

 

11.15-12.00 Keynote: How can I future-proof my oral history project? Guidance on best archival and legal practice for preservation and public access and reuse’. Rob Perks, Lead Curator, Oral History & Director of National Life Stories at the British Library. Chair: Joanna Bornat

 

12.00-13.00 Roundtable: brief contributions from participants on their current interest in oral labour history. Chair: Michael Gold

13.00-14.00 Lunch: 

 

14.00-15.25

Presentations. Chair: John Gabriel tbc

  • Alex Gordon/ Chris Reeves (RMT History Project)
  • Sally Groves (author of Trico: a victory to remember)
  • Sundari Anitha / Ruth Pearson (Striking Women educational website + book)
  • Padmini Broomfield (Ford Transition Pop-up Museum, Southampton)

15.25-15.45 Break

 

15.45-16.15 Local collections: Martin Astell, Essex Record Office tbc. Chair:

16.15-16.45 Discussion + closing observations. Chair: tbc

18th April 2018

Event: Central London BUIRA Seminar: Labour Migration

Labour Migration

Professor Bridget Anderson (University of Bristol) on Labour market flexibility and citizenship rights

Dr Rachel Marangozov (Institute of Employment Studies) on Brexit and beyond: A perfect storm for our nursing workforce?

 

Friday 27 April 2018, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room
C279 (lunch C287)

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused on labour migration, a particularly topical theme given on-going Brexit negotiations and we are fortunate to have two expert speakers:

 

Bridget Anderson, Professor of Professor of Migration, Mobilities and Citizenship in the School of Sociology, Politics and International Studies at the University of Bristol, explores the tension between labour market flexibilities and citizenship rights. She will discuss the functions of immigration in key labour market sectors and the ways in which immigration controls increasingly impact on citizens as well as migrants. From 2013-2017 Bridget was Research Director of COMPAS (Centre of Migration, Policy and Society) at the University of Oxford. She has always worked closely with migrants’ organisations, trades unions and legal practitioners at local, national and international level. Her publications include: Us and Them? The Dangerous Politics of Immigration Controls (Oxford University Press, 2013); Who Needs Migrant Workers? Labour Shortages, Immigration and Public Policy, co-edited with Martin Ruhs (Oxford University Press, 2012); The Social, Political and Historical Contours of Deportation with Matthew Gibney and Emanuela Paoletti (Springer, 2013); and Migration and Care Labour: Theory, Policy and Politics with Isabel Shutes (Palgrave Macmillan, 2014).

 

Rachel Marangozov, Research Associate at the Institute for Employment Studies (IES) and Director of MigrationWork CIC, will present findings from 2 IES studies:1) for the Migration Advisory Committee, on whether nursing should be kept on the Shortage Occupation List; and 2) on the risks of Brexit to the nursing workforce. She will question the sustainability of continued reliance on a foreign workforce of nurses. Rachel specializes in the labour market disadvantage of ethnic minority groups and migrant workers. She previously worked at the Institute for Public Policy Research (IPPR) on a range of equality and diversity issues and is a Director of MigrationWork CIC, which helps communities, policymakers, and practitioners respond to migration. Her work there has involved projects for the European Commission in both the United Kingdom and in several European Member States on a range of integration issues.

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke,  clarkel@wmin.ac.uk or 020350 66528

17th April 2018

TUC 150th Anniversary Conference: Speakers Announced

TUC 150th Anniversary Conference: Retrospect and Prospects

Organised in conjunction with the Manchester Industrial Relations Society

Friday 1 June 10am-6.30pm

Mechanics Institute, Princess Street, Manchester

 

Timetable

9am – 10am: Registration

10am: Opening remarks

 

10.15 – 11.30: Panel Session1chaired by Lynne Morris, UNISON/TUC North West Chair

The role of the TUC in significant disputes

• Professor Ralph Darlington Professor of Employment Relations, University of Salford,

   and secretary of Manchester Industrial Relations Society

• Professor John Kelly, Professor of Industrial Relations, Birkbeck, University of London

• trade union speaker tbc

 

11.30 – 12.45: Panel session 2 Chaired by Lynn Collins, TUC North West

TUC Relations with Labour in Government and opposition

• Sarah Veale, former Head of Equality and Employment Rights, TUC

• Keith Ewing – Professor of Public Law, King’s College London

• John McDonnell MP, Labour Party Shadow Chancellor

 

12.45 – 1.45: Lunch

 

1.45 – 3.00: Panel Session 3 chaired by Paula Wood, PCS/TUC North West

TUC Framing Laws and Changing Laws

• John Hendy QC Old Square Chambers, London

• Stephen Cavalier, Chief Executive, Thompsons solicitors

• Hannah Reed, Senior Employment Rights Officer TUC

 

3.00 – 4.15: Panel session 4 chaired by Peter Middleman NEU/TUC North West

The Organising Academy and beyond

• Melanie Simms, Professor of Work and Employment, University of Glasgow

• Sally Hunt – TUC President and UCU General Secretary

• Paul Nowak – TUC Deputy General Secretary

 

4.15 – 6.30pm:

Closing Remarks followed by a Beer and Sandwiches reception,

hosted by Thompsons Solicitors

 

Registration for the conference costs £10 which includes copies of presentations, lunch and

closing reception. A number of student places will be made available at a reduced rate of £5.

You can register via the Eventbrite link: https://www.eventbrite.co.uk/e/tuc150-retrospects-and-prospects-tickets-42781768421

16th April 2018

Event: Human Resource Management and the Shifting Global Landscape

British Academy of Management Human Resource Management Special Interest Group

 

One-Day Conference: Human Resource Management and the Shifting Global Landscape

 

Deadline for abstract submissions 20/04/18.

 

The purpose of this year’s conference is to bring together academics, policymakers and practitioners to examine the changing world of work. Given current developments - such as Brexit, travel bans, and mass human displacement - organisations are increasingly looking for ways not only to navigate through current challenges, but also to be able to compete sustainably and thrive through unforeseen future events. The conference aims to offer an opportunity for dialogue among academics, practitioners and policy makers, and to consider future challenges and potential responses in relation to Human Resource Management (HRM). 

In an era, where the competition for talent is fierce (Schuler, Jackson, & Tarique, 2011) and unforeseen circumstances constantly shift the political and economical landscape (Wood and Budhwar, 2016), studies demonstrate that organisations need more elaborate HRM approaches for sustainable performance (Andreeva, et al., 2017; Glaister, Liu, Sahadev, & Gomes, 2014). Further to this, recent high-profile job harassment cases have questioned the role of HR as an ethical steward (Caldwell et al., 2011) and have reignited debates regarding whether HR practitioners focus on the human or the resource side of the management of human resources (Delbridge & Keenoy, 2010). It is perhaps high time that we move beyond the examination of a decontextualized HRM towards a more holistic appreciation of the world of work. In line with this, there have been important calls for more integration between HRM and other relevant streams of management research such as talent management and international business (e.g. Allen, Lee, Reiche, 2015), as well as the broader social sciences.

This event will take place on the 15th June 2018 in Birmingham.

We invite contributions from a variety of theoretical and methodological perspectives that address any of the areas or the workshop theme more generally:
 

  • Generational differences, inclusion and diversity in a global economy
  • Global employment relations and mobility
  • Working conditions during crises (economic, political, societal) across the world
  • Talent Sourcing and Management in multinationals, SMEs and the public sector
  • The gig economy and its implications for HR in a global context
  • Corporate Social Responsibility and Ethics in HR
  • HR and employment practices across different countries and cultures

 

Keynote Speakers:

 

·         Professor Catherine Cassell (University of Birmingham, UK) 

·         Professor David Collings (Dublin City University, Ireland)

 

 

Please submit an extended abstract of up to 2000 words via email to Dr Margarita Nyfoudi via e-mail m.nyfoudi@bham.ac.uk Deadline for submissions: 20th April 2018 at 12.00 UK time.

In the submission e-mail, please attach the abstract in a word or pdf file and include the following information in the message: Title, Author(s) Name(s), E-mail

 

University of Birmingham kindly sponsors the facilities for the event

If you have any queries or would like to discuss a potential submission, please contact 

Dr Margarita Nyfoudi: m.nyfoudi@bham.ac.uk

16th April 2018

Framing Work: Competing Analytical Perspectives on Employment Relations

Framing Work: Competing Analytical Perspectives on Employment Relations

Manchester Industrial Relations Society

Shirley Lerner Memorial Lecture

Speaker: Professor Ed Heery 

Professor of Employment Relations

Cardiff Business School, University of Caridff

http://www.mirs.org.uk/index.html

 

Thursday 3 May 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road (near Oxford Road railway station), Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

 

Contemporary writing on the employment relationship falls into three broad traditions: a unitary tradition that assumes there is a natural coincidence in the interests of employer and worker; a pluralist tradition that believes regulation is required to enable workers to advance their own, separate and distinct interests against those of the employer; and a critical tradition that perceives a fundamental cleavage in the interests of workers and employers and celebrates worker resistance to employer domination.

 

This presentation will identify the defining features of these competing traditions, or frames of reference as they are often known, and will show how their separate conceptions of the relative interests of workers and employers leads to distinctive research agenda, modes of explanation, prescriptions for practice, and particular ways of engaging with the public sphere. The presentation will also consider the relationship between the frames and will identify the typical forms of contention and debate in which they engage.

 

For further details see:

Professor Ralph Darlington: r.r.darlington@salford.ac.uk

0161-295-5456

Twitter: @ManchesterIRS

13th April 2018

ERU Conference at Cardiff: Global Value Chains and their Employment Relations Consequences 10/11 May 2018

 

Global Value Chains and their Employment Relations Consequences

ERU Conference: 10-11 May 2018,

Location: Cardiff Business School, Cardiff, UK

Organisers:

Jonathan Morris (Cardiff University) Jimmy Donaghey (Warwick University) Jean Jenkins (Cardiff University) Richard Locke (Brown University) Rachel Ashworth (Cardiff University)

 

Conference Aims and Scope:

This year’s Employment Research Unit Conference will take place on 10-11 May 2018 at Cardiff Business School on the theme of Global Value Chains and their Employment Relations Consequences. Keynote speakers will include Richard Locke, Mark Anner, Jennifer Bair, Andrew Crane and Klara Skrivankova and a special issue of the BJIR will accompany the conference. The conference team welcomes paper submissions that focus on the link between supply chain decisions and employment conditions. The attached call for papers provides further details.

Please note, there are funds to support the attendance of PhD students and early career researchers for this event. If anyone wishes to take advantage of such funding, they should please contact Jean Jenkins at jenkinsj1@cardiff.ac.uk in the first instance.

Conference Schedule:

10th May 2018, 2-5pm, Symposium on Exploitative Work, Cardiff Business School

10th May 2018, 7-10pm, Conference dinner, Cardiff Bay

11th May 2018, 9-5pm, Conference paper sessions, Cardiff Business School.

Call for papers

The conference and proposed special issue of BJIR concerns the issue of the emergence, growth and evolution of global commodity chains and related employment relations issues. The relationship between supply chain relationships and the workplace is topical and referred to explicitly by the ILO agenda on international work and by the OECDs concerns with skills (OECD, 2017). While topical, much of the research in the area focuses on power relations between firms in chains and employment relations concerns being a secondary issue. However, this is changing and for example an emerging number of recent publications in the BJIR examine the employment relations consequences of supply chains. As such, this initiative proposes to bring this emerging research together into a coherent and unified volume.

Globalisation of production has brought significant economic growth and employment opportunities; for example, it has been estimated that 80% of world trade passes through GVCs (UNCTAD, 2013) and some 453 million jobs have been created in OECD and emerging economies (ILO, 2015). Further, it was once assumed that economic upgrading of value chains would lead to social upgrading. However, the potential asymmetric power relationships in supply chains have implications for both the employment relationship and social relations at work. This is particularly so in situations where there has been a ‘race to the bottom’ to secure contracts through low wages where, for example, industry entry and exit costs are low and developing economies are fearful of footloose large firms ‘cutting and running’ or where small firms in the lower tiers of the chain face being left behind. Participation in such chains may therefore result, in the worst case scenario, in country-wide economic benefits in developing countries but a degradation of working conditions and ‘social downgrading’, particularly for those working in low tier suppliers and irregular, informal, female and immigrant workers. Indeed, while there has been an extensive literature on GVC, there is increasing concern with the use of, for example, child labour, vulnerable workers and working conditions.

There have been attempts to use a variety of regulatory methods to improve work standards, tied to the ILO’s Decent Work Framework, but such attempts to regulate labour standards in chains (particularly apparel and footwear ones supplying to major western retailers and brands), may force undue pressures on firms in the supply chain trying to reconcile the conflicting demands of cheap labour and suppliers asking for higher standards. To date, much of this research has been framed in terms of the Corporate Social Responsibility agenda, however the industrial relations lens brings a particularly important and underexplored focus. The competition for surplus value between local, national and international capital has led to many examples of extreme demands on workforces already subject to multiple layers of socio-economic disadvantage. In such contexts, both public, statutory and private, voluntary regulation have proved woefully inadequate, particularly over issues of enforcement and non-compliance.

However, there is evidence that supply chains are evolving (to include, for example, high skill level services in locations such as India) and consolidating (for example, in the automotive industry) but also that the continuing geographical spread of activity may be under some threat as a consequence of automation, with consequences for the potential for national upgrading strategies (OECD, 2017).

The special issue seeks to consolidate recent research in the area and advance theoretical and applied knowledge on how decisions in the supply chain impact upon employment relations at work. As such we wish to draw papers from a number of disciplines including human resource management and the sociology of work, as well as industrial relations. In this special issue we wish to elicit submissions that are rich in empirical content and connect to theory in such a way as to build a detailed picture of the ways that broader social phenomena play out at the workplace level, in the specific context of international value chains and production networks. We would, therefore, welcome submissions from a range of areas including the effects of global supply chains on social relations at work. Research has focused on the role of MNCs in implementing employment practices across borders and the development of global supply chains. Much of this has been driven by the emergence of global value chains, which in turn are predicated upon trade liberalisation and intense (often labour) cost competition. We would like to see papers which draw upon:

(1) Control, struggle and the labour process in GVCs, for example, labour control and resistance in production at GVCs which has led to increased work intensity and control through pay systems, employer control over workers and threats to independent unionism.

(2) Class, rights and identity in industrial relations in GVCs, focussing on the ‘intersectionality’ of class, gender, race and ethnicity, and the exploitation of migrant labour.

(3) The presence of forced labour and modern-day slavery in value chains.

The special issue would also welcome papers on the governance of global value chains and the role of private, public and social regulation, including NGOs and international trade unions. We would like to see papers which draw upon:

(1) Institution building in GVCs which highlight both the potential and the complexities of institution building.

(2) Social accountability and sustainable work in GVCs, encompassing not only issues of job quality and the decent work agenda but also issues of private versus public regulation.

(3) Human relations and workplace realities in GVCs, focussing on the debate over human rights versus employment rights.

(4) The extent to which apparatuses such as Codes of Conduct and International Framework Agreements have enabled the democratisation of workplaces.

(5) Emerging connections between civil society and the trade union movement.

References:

ILO (2015) World Employment and Social Outlook 2015. Geneva: ILO.

OECD (2017) OECD Skills Outlook, 2017: Skills and Global Value Chains. Paris: OECD.

UNCTAD (2013) World Investment Report: Global Value Chains. Geneva: United Nations Publications.

 

Conference submission information:

Authors wishing to present a paper at the ERU Conference should send a 1000 word abstract to the organisers by 13 April, 2018. The abstract should outline the paper’s rationale and, if empirical, its main methods and results. After the conference authors will be invited to revise the papers within three months for submission to the journal. All papers for publication will be subject to the strict BJIR refereeing procedure Guidelines for BJIR authors can be found at

http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1467-8543

In the event of queries, please contact: Jean Jenkins at jenkinsj1@cardiff.ac.uk in the first instance.

6th April 2018

PhD Position Available: WBS/ProBE Studentship

Research Studentship on Climate Change, Labour and Work at Westminster Business School, University of Westminster

Three years, full time  

£16,000 annual stipend plus fee waiver

A full-time University of Westminster PhD Studentship is available in the Centre for the Study of the Production of the Built Environment (ProBE) starting in September 2018. This PhD studentship is part of ProBE’s programme of research on Climate Change and Work, conducted in partnership with the York University, Toronto, funded by the Canadian Social Sciences and Humanities Research Council (SSHRC), led by Professor Carla Lipsig Mummé and entitled Adapting Canadian Work and Workplaces, an international perspective (ACW). The programme explores the role of work and global warming and the role of organised workers as a force for adaptation. ProBE is responsible for the international dimension, with projects on green transition strategies and worker agency in Europe and the US, as well as in the built environment. The applicant is expected to have broad knowledge of the field and some experience of quantitative and qualitative research.

 

The student will be asked to do 6 hours of work per week as a research assistant to support ProBE’s ACW research and enhance REF 2020 submission. There may also be opportunities for exchange visits to Canada.

 

Eligible candidates will hold at least an upper second class honours degree and a Master’s degree. Candidates whose secondary level education has not been conducted in the medium of English should also demonstrate evidence of appropriate English language proficiency, normally defined as 6.5 in IELTS (with not less than 6.0 in any of the individual elements).

 

The Studentship consists of a full fee waiver at the Home Fee Rate of £5000 and a stipend of £16,000 per annum over three years of PhD study. The Studentship is open to Home and Overseas applicants, but overseas applicants must be aware that they will need to cover the difference between the Home and Overseas fee (Currently £8000 per year).

 

The closing date for applications is Monday, 14th May 2018

 

For further information on how to apply, please visit: https://www.westminster.ac.uk/courses/research-degrees/research-areas/business/how-to-apply

 

When applying please ensure that you quote ‘WBS/ProBE Studentship’

Prospective candidates wishing to discuss an application informally should contact Professor Linda Clarke:clarkel@wmin.ac.uk

29th March 2018

PhD studentship: ESRC-Skills Development Scotland - Explaining employer engagement with apprenticeships

Description

The project is funded by the ESRC and Skills Development Scotland (SDS). The aims of the project are to explore the factors that influence employers' decisions about whether or not to develop apprenticeships, engage with apprenticeship policy, and how employers seek to shape the policy context around apprenticeship provision.

To achieve this, the research will use a mixed methods approach (secondary analysis of surveys and case studies of employers) to explore varying levels of employer engagement with apprenticeships in Scotland. In the first year, the doctoral researcher will explore existing quantitative data sets to identify patterns of engagement with apprenticeship provision. This analysis will inform the selection of at least six employer case studies in key sectors. The second year will therefore be spent working to secure access with participating employers, to understand the pressures within their sectors and industries, and interviewing key stakeholders (employers, managers, policy makers etc). The third year will be spent analyzing the data and writing up the doctoral thesis.

The successful applicant will work closely with individual employers as well as SDS and other stakeholders to deliver theoretically-rigorous and policy-relevant research. The project will result in reports to stakeholders as well as a written doctoral thesis.

Given the extensive work with employers, it is important that candidates have an understanding of how employing organisations make decisions. An interest in labour market policy is also an advantage. Candidates should be keen to develop strong qualitative research skills, and be open to opportunities to undertake training to develop quantitative data analysis skills. Candidates are likely to have a social science background, with some evidence of an enthusiasm to understand business decisions.

The PhD Project will be Lead-Supervised by Professor Melanie Simms in the Adam Smith Business School, University of Glasgow.

Further details:

https://www.gla.ac.uk/colleges/socialsciences/studentfundingopportunities/postgraduateresearch/#d.en.570622

Eligibility

Home/EU applicants are eligible to apply.  

ESRC eligibility information
http://www.esrc.ac.uk/funding-and-guidance/postgraduates/prospective-students/eligibility/index.aspx

26th March 2018

London BUIRA seminar Labour Migration 27 April 2018

Central London BUIRA Seminar:

Labour Migration

Professor Bridget Anderson (University of Bristol) on Labour market flexibility and citizenship rights

Dr Rachel Marangozov (Institute of Employment Studies) on Brexit and beyond: A prefect storm for our nursing workforce?

 

Friday 27 April 2018, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room 
C279 (lunch C287)

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused onlabour migration, a particularly topical theme given on-going Brexit negotiations and we are fortunate to have two expert speakers:

 

Bridget Anderson, Professor of Professor of Migration, Mobilities and Citizenship in the School of Sociology, Politics and International Studies at the University of Bristol, explores the tension between labour market flexibilities and citizenship rights. She will discuss the functions of immigration in key labour market sectors and the ways in which immigration controls increasingly impact on citizens as well as migrants. From 2013-2017 Bridget was Research Director of COMPAS (Centre of Migration, Policy and Society) at the University of Oxford. She has always worked closely with migrants’ organisations, trades unions and legal practitioners at local, national and international level. Her publications include: Us and Them? The Dangerous Politics of Immigration Controls(Oxford University Press, 2013); Who Needs Migrant Workers? Labour Shortages, Immigration and Public Policy, co-edited with Martin Ruhs (Oxford University Press, 2012);The Social, Political and Historical Contours of Deportation with Matthew Gibney and Emanuela Paoletti (Springer, 2013); andMigration and Care Labour: Theory, Policy and Politics with Isabel Shutes (Palgrave Macmillan, 2014).

 

Rachel Marangozov, Research Associate at the Institute for Employment Studies (IES)and Director of MigrationWork CIC, willpresent findings from 2 IES studies:1) for the Migration Advisory Committee, on whether nursing should be kept on the Shortage Occupation List; and 2) on the risks of Brexit to the nursing workforce. She will questionthe sustainability of continued reliance on a foreign workforce of nurses. Rachel specializes in the labour market disadvantage of ethnic minority groups and migrant workers. She previously worked at the Institute for Public Policy Research (IPPR) on a range of equality and diversity issues and is a Director of MigrationWork CIC, which helps communities, policymakers, and practitioners respond to migration. Her work there has involved projects for the European Commission in both the United Kingdom and in several European Member States on a range of integration issues.

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke, clarkel@wmin.ac.uk or 020350 66528

26th March 2018

ILERA 8th Regional Congress, Mauritius, 7-9 May 2018 - URGENT

Following the huge efforts of South African Labour and Employment Relations Association, we are happy to announce that the 8th ILERA Regional Congress will be held in

the Intercontinental Resort Mauritius, Balaclava Fort, Balaclava, Mauritius from 7 to 9 May 2018 under the general theme:

 

CHALLENGES FACING THE FUTURE OF WORK: AFRICAN PERSPECTIVES AND EXPERIENCES

 

Attached please find the Call for Papers as well as a Congress information brochure.

 

More information can be found on: www.ilera-africa2018.co.za

23rd March 2018

The Fourth Biennial Fairness at Work Conference 'Justice at Work: Challenges and Possibilities' (Work and Equalities Institute, University of Manchester) - Submission Deadline Extended 

Work and Equalities Institute

The University of Manchester 
The Fourth Biennial Fairness at Work Conference 
'Justice at Work: Challenges and Possibilities’

10 & 11 September 2018 
Call for Papers

SUBMISSION DEADLINE: 20 April 2018

 

Building on the three previous Fairness at Work Conferences at the University of Manchester (in 2012, 2014, and 2016), the 2018 conference aims to bring together academics and practitioners to discuss strategic issues on the subject of justice and fairness at work. The last two years have seen a major shift in the political environment and an emergence of a politics of national insularity. Yet at the same time major strides have been made in raising awareness and support for living wage campaigns and improving workplace justice. The conference aims to discuss developments in our understandings of the impact of technological changes (e.g. the gig economy), the changing experiences of work amongst groups of vulnerable workers (e.g. younger workers), the impact of an increasingly hostile context on notions of justice and fairness at the workplace (e.g. a greater challenge to minority rights) and the responses and roles of trade unions and other civil society organisations in dealing with such challenges.

 

The conference is being held in Manchester at the same time as the 150th Annual Conference of the UK’s Trade Unions Congress and will organise sessions linked to the TUC conference themes, with invited speakers and activities focused on the future of trade unions and worker regulation and rights.  The TUC was founded in Manchester in 1868 and the WEI Fairness at Work conference will include social and cultural activities linked to the labour history and struggles for equality of the city.

 

Papers are invited on these developments in the areas of fair treatment at work, diversity and equality, stress and well-being, dignity at work, employment regulation, worker participation, trade unionism, technology and work, and key elements of employment relations such as pay, pensions and working time.

 

Venue: The University of Manchester

 

Cost: £200 Waged (£50 unwaged) - includes all food and drink plus the conference dinner

 

Submission: Please Send 500 word abstracts or 1000 word for sessions by 20 April 2018 tofairwrcconferences@mbs.ac.uk

 

About the Work & Equalities Institute

The Work & Equalities Institute brings together the European Work and Employment Research Centre and Fairness at Work Research Centre with expertise across human resource management, industrial relations, labour economics, organisational psychology, and employment law. The team has a track record, built over more than twenty five years, of informing the evidence-base and policy agenda of the European Commission, the European Parliament, and the United Nations’ International Labour Organisation, as well as national organisations such as the Equality and Human Rights Commission, and others. WEI’s research is being used in knowledge exchange, dialogue and debate with key stakeholders and policy makers, and makes informed contributions to policy formation and practice. For more information, visit: https://www.mbs.ac.uk/research/centres-and-institutes/work-and-equalities-institute/

23rd March 2018

PhD Positions @ UCD Quinn School of Business

UCD have opened their call for PhD applications - for further information please follow the below link:

https://www.erc-europeanunions.eu/open-positions/

15th March 2018

EFES Newsletter - New facts about employee share ownership in March 2018

Please access the EFES Newsletter via the following link:

http://www.efesonline.org/EFES NEWS/2018/EFES NEWSLETTER - 3-2018 EN.htm

 

13th March 2018

PhD position in Working Life Science at Karlstad University / Faculty of Humanities and Social Sciences / Business School

Description

This is a fixed-term position for four years at full time. Unless there are special circumstances, this is a full-time position, and the lowest rate of study is 50%. The position includes departmental duties up to 20% of full time, spread over the entire period of appointment. The period of appointment is extended in accordance with departmental duties executed.

 

Eligibility and selection

General as well as specific entry requirements have to be met for admittance to the PhD programme. General entry requirements are fulfilled by a person who has earned a master’s degree and at least 240 ECTS credits of which at least 60 ECTS cr. are studies at master’s level, or who in some other way in Sweden or abroad has acquired largely equivalent knowledge.

Specific entry requirements to the PhD programme in Working Life Science are fulfilled by a person who has earned a master’s degree (60 ECTS cr.) and who wrote a bachelor or master thesis (for a 60 or 120-credit Master’s degree) focusing on working life issues.

Good oral and written skills in Swedish and English are valued.

Independent essays and degree projects will be particularly significant when applications are assessed.

The departmental duties of doctoral students are executed as part of the discipline’s bachelor-level teaching, particularly in the Human Resource Management and Working Life programme. Teaching duties may also include commissioned courses offered by the discipline. The teaching is mainly in Swedish.

 

Admission 

The successful applicant is admitted to the PhD programme after individual assessment of their ability to complete the programme successfully. The starting date is as soon as possible, as per agreement. The position in based in Karlstad. 2018-03-02

 

Application

Applications are submitted electronically and should include:

• CV

• Undergraduate and master-level essays and degree projects for consideration

• Other academic texts demonstrating the applicant’s capability to complete the PhD programme successfully, if applicable

• A plan for the doctoral thesis project (max. 6 pages)

• A brief account (1 000 words) of the applicant’s interest in the position and their main areas of interest for the PhD project.

REK2018/53

 

Contact:

Ann Bergman, professor, ann.bergman@kau.se054-700 15 24

Robert MacKenzie, professor, robert@mackenzie@kau 054-700 1500

Martin Löfgren, head of school 054- 700 1975

Thomas Bragefors, SACO union representative 054-700 1714

Denita Gustavsson, OFR 054-700 1434

Last application date 2018-04-03

12th March 2018

Workers in the Modern Economy- Aspects of Flexibility – Call for Papers

Workers in the Modern Economy- Aspects of Flexibility

Group for Employment Law and Policy

8th International Conference, Kingston University, May 11th 2018

One Day Conference

Flexible work has become a key factor in modern labour markets in a globalised economy. But this flexibility comes at a heavy price for many modern workers. Greater flexibility in the choice of job and working time may mean lower job security, higher income volatility and less access to social protection. And for business, lower labour costs and wider access to global labour can diminish human capital.

Digital technology now brings a new challenge to the very organisation of work itself, transforming workers into business partners in multiple online networks.

What are the challenges and opportunities to employment in this new economy? How can labour respond to changes in how capital is developing? The high profile cases mounted against Uber, e-Courier and the like regarding the legal basis of ‘gig’ style working indicate a fight back. Innovations in business organisation demand new ways of thinking about work itself.

This conference aims to explore the multiple issues that arise from the new flexibilities and insecurities in a modern economy. Papers are invited on all aspects of labour and social security in the new world of work.

Abstracts of approx. 200 words should be sent to Professor Michael Wynn by 28 March, 2018.

Email: m.wynn@kingston.ac.uk

Deadline for abstracts: 28 March 2018. Contributions invited from all disciplines. 

8th March 2018

Research Studentship on Climate Change, Labour and Work at Westminster Business School, University of Westminster

Research Studentship on Climate Change, Labour and Work at Westminster Business School, University of Westminster

Three years, full time  

£16,000 annual stipend plus fee waiver

 A full-time University of Westminster PhD Studentship is available in the Centre for the Study of the Production of the Built Environment (ProBE) starting in September 2018. This PhD studentship is part of ProBE’s programme of research on Climate Change and Work, conducted in partnership with the York University, Toronto, funded by theCanadian Social Sciences and Humanities Research Council (SSHRC), led by Professor Carla Lipsig Mummé and entitled Adapting Canadian Work and Workplaces, an international perspective (ACW). The programme explores the role of work and global warming and the role of organised workers as a force for adaptation. ProBE is responsible for the international dimension, with projects on green transition strategies and worker agency in Europe and the US, as well as in the built environment. The applicant is expected to have broad knowledge of the field and some experience of quantitative and qualitative research.

 

The student will be asked to do 6 hours of work per week as a research assistant to support ProBE’s ACW research and enhance REF 2020 submission. There may also be opportunities for exchange visits to Canada.

 

Eligible candidates will hold at least an upper second class honours degree and a Master’s degree. Candidates whose secondary level education has not been conducted in the medium of English should also demonstrate evidence of appropriate English language proficiency, normally defined as 6.5 in IELTS (with not less than 6.0 in any of the individual elements).

 

The Studentship consists of a full fee waiver at the Home Fee Rate of £5000 and a stipend of £16,000 per annum over three years of PhD study. The Studentship is open to Home and Overseas applicants, but overseas applicants must be aware that they will need to cover the difference between the Home and Overseas fee (Currently £8000 per year).

 

The closing date for applications is Monday, 14th May 2018

 

For further information on how to apply, please visit:https://www.westminster.ac.uk/courses/research-degrees/research-areas/business/how-to-apply

 

When applying please ensure that you quote ‘WBS/ProBE Studentship’

Prospective candidates wishing to discuss an application informally should contact Professor Linda Clarke: clarkel@wmin.ac.uk

6th March 2018

BUIRA statement of support for the UCU strike

BUIRA statement of support for the UCU strike

As we see this week begin with a continuation of industrial action, we send out a statement of continuing support to all of our members and colleagues involved in this historic  dispute.  We also want to extend thanks to all of our students who have stood with our colleagues in solidarity.  Everyone has demonstrated an unprecedented commitment to the action and the continuing efforts to defend the status quo on our pensions has been incredible.

We are at a very critical moment in this dispute as the UCU and UUK meet with ACAS to hold a facilitated discussion about the situation. We hope this leads to a clear proposal for a durable solution to the pension problem by the USS and the Pensions Regulator. 

 

Jo McBride on behalf of the BUIRA stewardship

5th March 2018

Manchester Industrial Relations Society Meeting - The Impact of Brexit on Equality Law

Manchester Industrial Relations Society Meeting

The Impact of Brexit on Equality Law

 

Speaker: Professor Sandra Fredman 

Rhodes Professor of the Laws of the British Commonwealth and the United States

Pembroke College, University of Oxford

http://www.mirs.org.uk/index.html

 

Thursday 12 April 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road (near Oxford Road railway station), Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

 

Equality rights in the UK have been intimately connected to the EU, not only for their impetus but also for their continued content and strength. Unlike other jurisdictions, the right to equality in the UK is not protected by a constitutional bill of rights that would limit the extent to which equality could be eroded or removed by Parliamentary legislation. Prior to Brexit, EU law has performed a similar function to a constitutional guarantee. However, after Brexit, and the consequent removal of binding force EU law, there will be no obstacle to Parliament repealing or undermining the fundamental right to equality, currently largely contained in the Equality Act 2010 (EA).

 

Even more concerning are proposed powers to be given to the executive to amend primary legislation without full Parliamentary scrutiny (so-called Henry VIII clauses), which could include the power to amend aspects of equality law without full Parliamentary safeguards. Moreover, the Withdrawal Bill specifically states that the EU Charter on Fundamental Rights will no longer be part of domestic law after exit day. Professor Sandra Fredman will consider both the impact of Brexit on equality law, and the ways in which equality law post Brexit can be protected and promoted.

4th March 2018

University of Manchester's Work & Equalities Institute Research Seminar: "National approaches to innovation: Robotics and the implications for work"

University of Manchester

Work & Equalities Institute (WEI)

Research Seminar

 

National approaches to innovation: Robotics and the implications for work

Professor Caroline Lloyd(Cardiff University)


Wednesday 21th March 2018

15:30 - 17:00 Hrs (coffee and tea at 15:15)

Alliance Manchester Business School East, Room B4


Abstract

 

The view that robots and artificial intelligence (RAI) are transforming work in unprecedented ways is attracting increasing attention, embodied in terms such as the Fourth Industrial Revolution and the Second Machine Age (Brynjolfsson and McAfee, 2014, Ford 2015). This seminar aims to contribute to debates about the extent of national differences in the diffusion of RAI and the way it is implemented and used within the workplace. It adopts an approach that considers the social and institutional complexity of ‘national systems’ of innovation (eg. Freeman 1982, Lundvall 1999) and the role of institutions, the state and the social partners in shaping the diffusion of technologies. Taking Norway and the UK as examples of contrasting models of capitalism, the seminar uses key informant interviews to exam two main questions. First, are there national differences in the way that public policy and institutional arrangements are developing to support and shape innovation in RAI and its diffusion? Second, are there different expectations in relation to the pace of change, and the likely consequences for employment and skills? These questions feed into debates about what can be done to shape the way technology is used and how potential benefits are distributed.

 

 

About the speaker

 

Caroline Lloyd is Professor at the School of Social Sciences, Cardiff University. Her research focuses on the relationship between product markets, labour markets, work organisation and skills. She has written widely on issues related to the political economy of skill and low wage work. She co-edited Low-Wage Work in the United Kingdom and recently published a comparative study of work organisation in the service sector; Skills in the Age of Overqualification: Comparing Service Sector Work in Europe (with J. Payne). She is currently working on a British Academy-funded project on the impact of robotics on work and skills in the UK and Norway.

 

3rd March 2018

Vacancies at the University of Sheffield

Sheffield University Management School has seeking to appoint a Lecturer in Employment Relations, a Lecturer/Senior Lecturer in HRM/OB, a Chair in Organisational Studies and a Doctoral Associate in Organisational Studies. Further information is available at https://www.sheffield.ac.uk/jobs 

2nd March 2018

PhD position in Working Life Science

PhD position in Working Life Science

Karlstad University / Fakulteten för humaniora och samhällsvetenskap / Handelshögskolan

Karlstad University takes pride in combining active external cooperation with academic excellence.

Karlstad University has around 16 000 students and a staff of over 1 200 members. Democratic principles, equality and diversity are cornerstones of the University. We value the enriching presence of diverse backgrounds and competencies among students and staff.

Description

Working Life Science is a cross-disciplinary subject that includes many different approaches to work and working life. Working Life Science studies, for example, working conditions, work organisations, and leadership, and considers the labor market issues from national and international perspectives. Issues of power and influence, industrial relations, segregation patterns at workplaces and on the Labor market, work environment, work-life balance, work and identity, migration, restructuring, casualization, and work and technology are some of the areas studied. The discipline Working Life Science comprises around fifteen staff members, including three professors, an associate professor, four senior lecturers and around ten doctoral students.

This is a fixed-term position for four years at full time. Unless there are special circumstances, this is a full-time position, and the lowest rate of study is 50%. The position includes departmental duties up to 20% of full time, spread over the entire period of appointment. The period of appointment is extended in accordance with departmental duties executed.

Eligibility and selection

General as well as specific entry requirements have to be met for admittance to the PhD programme.

General entry requirements are fulfilled by a person who has earned a master’s degree and at least 240 ECTS credits of which at least 60 ECTS cr. are studies at master’s level, or who in some other way in Sweden or abroad has acquired largely equivalent knowledge.

Specific entry requirements to the PhD programme in Working Life Science are fulfilled by a person who has earned a master’s degree (60 ECTS cr.) and who wrote a bachelor or master thesis (for a 60 or 120-credit Master’s degree) focusing on working life issues.

Good oral and written skills in Swedish and English are valued.

Independent essays and degree projects will be particularly significant when applications are assessed.

The departmental duties of doctoral students are executed as part of the discipline’s bachelor-level teaching, particularly in the Human Resource Management and Working Life programme. Teaching duties may also include commissioned courses offered by the discipline. The teaching is mainly in

Swedish.

Admission

The successful applicant is admitted to the PhD programme after individual assessment of their ability to complete the programme successfully. The starting date is as soon as possible, as per agreement. The position in based in Karlstad.

Application

Applications are submitted electronically and should include:

  • CV
  • Undergraduate and master-level essays and degree projects for consideration
  • Other academic texts demonstrating the applicant’s capability to complete the PhD programme successfully, if applicable
  • A plan for the doctoral thesis project (max. 6 pages)
  • A brief account (1 000 words) of the applicant’s interest in the position and their main areas of interest for the PhD project.

REK2018/53

Contact:

Ann Bergman, professor, ann.bergman@kau.se 054-700 15 24
Robert MacKenzie, professor, robert@mackenzie@kau 054-700 1500
Martin Löfgren, prefekt 054- 700 1975

Thomas Bragefors, SACO 054-700 1714

Denita Gustavsson, OFR 054-700 1434

Last application date 2018-04-03

2nd March 2018

Tackling the gender pay gap

The Work & Employment Research Unit and the Diversity Interest Group have organised a joint seminar on tackling the gender pay gap.

Date: Wednesday, 21st March 2018

Time: 15:00-18:00

Location: Hamilton House, 15 Park Vista, Park Vista, Greenwich, SE10 9LZ.

Registration: Please email Business School Events with your name, job title and organisation to attend.

For more informationour webpage

This seminar will look at how employers are responding to the new governmental reporting requirements and at new research from the IES on success in tackling the issue. We are delighted to have three speakers presenting:

·         Dr Duncan Brown

·         Jisha Hales 

·         Lara Plaxton

 

Dr Duncan Brown heads the HR work at the Institute for Employment Studies. Duncan’s work covers pay and HR research. He has more than 30 years’ experience in pay and HR management, working for major consultancies such as Towers Perrin and Aon Hewitt, as well as 5 years as director of research and policy at CIPD

 

Jisha Hales is the policy lead for gender pay gap reporting in the public sector and the public sector equality duty. She is a member of the Equality Framework Team in the Government Equalities Office. The Government Equalities Office leads work on policy relating to women, sexual orientation and transgender equality. 

 

Lara Plaxton has over 14 years’ experience working within HR and heads up the HR function in the UK at FDM Group, a global IT Services provider. FDM was the 6th employer to register its gender pay gap data and has been a driving force in encouraging others to adopt the new legislation early.

1st March 2018

Event: TUC 150th Anniversary Conference

TUC 150th Anniversary Conference: Retrospect and Prospects

in conjunction with the Manchester Industrial Society

Mechanics Institute, Princess Street, Manchester

Friday 1 June 10am-6.30pm

 

Timetable

9am – 10am: Registration

10am: Opening remarks

 

10.15 – 11.30: Panel Session1chaired by Lynne Morris, UNISON/TUC North West Chair

The role of the TUC in significant disputes

• Professor Ralph Darlington Professor of Employment Relations, University of Salford,

and secretary of Manchester Industrial Relations Society

• Professor John Kelly, Professor of Industrial Relations, Birkbeck, University of London

• trade union speaker tbc

 

11.30 – 12.45: Panel session 2 Chaired by Lynn Collins, TUC North West

TUC Relations with Labour in Government and opposition

• Sarah Veale, former Head of Equality and Employment Rights, TUC

• Keith Ewing – Professor of Public Law, King’s College London

• John McDonnell MP

 

12.45 – 1.45: Lunch

 

1.45 – 3.00: Panel Session 3 chaired by Paula Wood, PCS/TUC North West

TUC Framing Laws and Changing Laws

• John Hendy QC

• Stephen Cavalier, Chief Executive, Thompsons solicitors

• Hannah Reed, Senior Employment Rights Officer TUC

 

3.00 – 4.15: Panel session 4 chaired by Peter Middleman NEU/TUC North West

The Organising Academy and beyond

• Melanie Simms, Professor of Work and Employment, University of Glasgow

• Sally Hunt – TUC President and UCU General Secretary

• Paul Nowak – TUC Deputy General Secretary

 

4.15 – 6.30pm: Closing Remarks followed by a Beer and sandwiches reception,

hosted by Thompsons Solicitors

 

Registration for the conference costs £10 which includes copies of presentations, lunch and

closing reception. A number of student places will be made available at a reduced rate of £5.

You can register via the Eventbrite link:

https://www.eventbrite.co.uk/e/tuc150-retrospects-and-prospects-tickets-42781768421

1st March 2018

Alert: Early-bird registration for the ILERA 2018 world congress ends soon

Dear Colleagues,

This is to alert you that the early-bird registration for the International Labour and Employment Relations Association (ILERA) 2018 world congress ends soon – see the notice below.  

The hosts selected the last week of July for this world congress so that the dates should not create a conflict for most academics, and that this is vacation time for many. This ILERA world congress has rec’d a record number of submissions. The president of ILERA, Dong-One Kim and his team have worked to make this a very interesting world congress, both substantively and socially. Also, they have tried to keep costs down, in particular, the costs for students.

 BUIRA is a founder member of ILERA. A range of BUIRA members will be presenting papers there and have already registered. Although the deadline for submissions of full papers has passed, there may still be possibilities to present a paper in one of the many study groups, if you wish. These groups are less formal than the core world congress; they are semi-autonomous and organise their own programs; for more info. see:  http://www.ilera2018.org/program/study_group.html

This is also a great opportunity to visit South Korea and perhaps other parts of Asia and/or Australia or New Zealand too….

26th February 2018

Call for evidence: trade unions in the modern labour market

Commission on Economic Justice report on trade unions and the modern labour market

The IPPR Commission on Economic Justice is seeking evidence for a project on trade unions in the modern labour market. This project will produce a policy report to stimulate wider debate on the topic and will contribute to the Commission’s final report.

The Commission is seeking to understand the causes of the significant decline in union membership and collective bargaining since 1979, and the impact this decline has had on the UK economy and labour market. We will seek out best practice in the movement, and highlight where trade unions have innovated to adapt to a changing labour market. The project will set out what role trade unions could play in the labour market in the future, and outline changes that may be necessary to support this.

The closing date for submissions is 30 March 2018. Please send your comments, by this date (or sooner), to Joe Dromey, Senior Research Fellow at evidence@ippr.org, with the subject line ‘Trade unions’. If you will have material that is only available to send after the closing date we would still be pleased to receive it, though may not be able to use it in our initial research.

23rd February 2018

Critical realism in practice: Applications in management and organisation studies

Critical realism in practice: Applications in management and organisation studies

11th May 2018, 9.30am-4.30pm, Partners Room

Newcastle University Business School

 

Keynote speakers

Dr Scott Hurrell (University of Glasgow)

Prof Monder Ram (University of Birmingham)

Prof Steve Vincent (Newcastle University)

 

Call for papers

Critical realism (CR) is an increasingly prominent meta-theory in management and organisational studies, but practical illustrations of how CR can be applied in research practice are still relatively infrequent. Our one-day symposium seeks to bring together postgraduate and early-career researchers with interests in the sociology of work, employment relations, careers, professions, organisations and cognate research areas, and learn about the variety of ways and contexts in which CR can be applied in empirical research.

 

This event seeks to provide an open, imaginative and supportive forum to present and discuss ideas, receive advice from the leading CR experts, and meet other scholars with similar research interests. Therefore, we are pleased to invite submissions of abstracts (up to 250 words) from postgraduate and early-career researchers applying (or considering opportunities to apply) CR to study issues relevant to management and organization studies. ‘Work in progress’ submissions are welcome. Potential areas to present on include (but are not limited to):

 

  • skills and skill formation systems;
  • labour markets;
  • employment relationship;
  • identity;
  • workforce diversity;
  • careers;
  • entrepreneurship.

 

Abstract submission deadline: April 15th 2018

Please submit your abstracts to: Toma Pustelnikovaite (tp27@st-andrews.ac.uk)

 

Lunch and refreshments will be provided. Please specify dietary requirements or accessibility needs at the time of booking. Attendance without presenting at the symposium is also welcome.

 

Delegate rates: BSA Member Registration £5, Non-Member Registration £15.

 

For conference and academic enquiries please contact Andrew Kozhevnikov (a.kozhevnikov@newcastle.ac.uk)

22nd February 2018

Fourth Bi-Annual Fairness at Work Conference - 10-11 Sept 2018, Work & Equalities Institute, University of Manchester [DEADLINE EXTENDED]

The University of Manchester

Work & Equalities Institute (WEI)

 

Fourth Bi-Annual Fairness at Work Conference

'Justice at Work: Challenges and Possibilities’

 

Date: 10th & 11th September 2018

Venue: The University of Manchester

CALL FOR PAPERS

 

Deadline for abstracts: 31st of March 

 

Building on the three previous Fairness at Work Conferences at the University of Manchester (in 2012, 2014, and 2016), the 2018 conference aims to bring together academics and practitioners to discuss strategic issues on the subject of justice and fairness at work. The last two years have seen a major shift in the political environment and an emergence of a politics of national insularity. Yet at the same time major strides have been made in raising awareness and support for living wage campaigns and improving workplace justice.   The conference aims to discuss developments in our understandings of the impact of technological changes (e.g. the gig economy), the changing experiences of work amongst groups of vulnerable workers (e.g. younger workers), the impact of an increasingly hostile context on notions of justice and fairness at the workplace (e.g. a greater challenge to minority rights) and the responses and roles of trade unions and other civil society organisations in dealing with such challenges.

 

The conference is being held in Manchester at the same time as the 150th Annual Conference of the UK’s Trade Unions Congress and will organise sessions linked to the TUC conference themes, with invited speakers and activities focused on the future of trade unions and worker regulation and rights.  The TUC was founded in Manchester in 1868 and the WEI Fairness at Work conference will include social and cultural activities linked to the labour history and struggles for equality of the city. 

    

Papers are invited on these developments in the areas of fair treatment at work, diversity and equality, stress and well-being, dignity at work, employment regulation, worker participation, trade unionism, technology and work, and key elements of employment relations such as pay, pensions and working time.

 

Cost: £200 Waged (£50 unwaged): includes all food and drink plus the conference dinner

Abstract submission: Please email 500-word abstracts or 1000-word for sessionsby 31st  March 2018 tofairwrcconferences@mbs.ac.uk 

 

About the Work & Equalities Institute: The Work & Equalities Institute brings together the European Work and Employment Research Centre and Fairness at Work Research Centre with expertise across human resource management, industrial relations, labour economics, organisational psychology, and employment law. The team has a track record, built over more than twenty five years, of informing the evidence-base and policy agenda of the European Commission, the European Parliament, and the United Nations’ International Labour Organisation, as well as national organisations such as the Equality and Human Rights Commission, and others. WEI’s research is being used in knowledge exchange, dialogue and debate with key stakeholders and policy makers, and makes informed contributions to policy formation and practice.https://www.mbs.ac.uk/research/centres-and-institutes/work-and-equalities-institute/

20th February 2018

Call for Papers - special issue on ‘ Beyond the Department: HRM as a Shared Function’, Baltic Journal of Management

The call for papers can be accessed here:

 http://www.emeraldgrouppublishing.com/products/journals/call_for_papers.htm?id=7688 . 

16th February 2018

ILERA Announcement - Online course on Shaping the Future of Work

Shaping the Future of Work

Explore ways to improve job opportunities and develop a personal plan for lifelong career success

 

This Spring Thomas Kochan, previous ILERA President will offer his free eight-week online course, 15.662x: 
Shaping the Future of Work, for the third time since 2015.

The goal of this course is to explore and develop plans of action for improving the job and career opportunities for today and tomorrow’s workforce. It also help students understand and better address the deep divisions and inequalities in societies that threaten the future of our economies and democracies. The course will allow for individuals from all across the globe to create a better future by building a stronger network of businesses, employees, labor organizations, and their communities.

 

“We use the metaphor of “Building a New Social Contract” to organize the task we face and the options we might consider, while shaping the future trajectory of employment. Together we will learn how business, education, labor, government, and the workforce can work together to produce more good jobs and careers, thriving businesses and economies and in doing so help to close the deep divisions and address the frustrations that are all too apparent in our society.”

 

“I would like to invite you, your students, and your colleagues to take part in the class. In order to get a better sense of the course layout, you can watch the introduction piece here. If you have any further questions, please feel free to reach out to us. We would love to have you on board and share the information with your potentially interested students. “

 

Thomas Kochan and 15.662x Course Team

Starts on 20 March 2018 - Enrol here

16th February 2018

Green Jobs and Sustainability

Seminar jointly organised by the ‘Alternative Organisations and Transformative Practices’ and the ‘Sustainable Development’ clusters

 

Date and time: 22nd of March 2018, 13.15-15.00

Location: C205, College BuildingMiddlesex University, The Burroughs, London NW4 4BT

 

Tickets: Entry is free and open to all. Please register here to reserve your place: https://www.eventbrite.com/e/green-jobs-and-sustainability-tickets-42751809814

 

 

***Refreshments will be served***

 

 

Saving and providing low-carbon energy are great challenges of our times, as the by-products of combustion of oil, gas, coal and other materials contribute to climate change, air-pollution, natural disasters, and diseases. Low-carbon housing and energy generation are essential for the survival of life on this planet. Both require NEW technology and NEW ways of working.

 

After some dire post-financial and economic crisis years, policy makers and academics are excited about the opportunities for creating employment and stimulating European economies provided by the rising awareness of the negative impact of environmental pollution and climate change. Climate change and how societies engage in technological and social innovation are questions of social, ecological and economic sustainability. In this seminar, we ask

 

How can the turn to energy saving and low-carbon energy generation contribute to more and better employment across European economies?

 

We invite academics and PhD students from various disciplines to join us for a lively exchange of ideas. 

 

Speakers

 

Prof Linda Clarke (Professor of European Industrial Relations in the Westminster Business School) and Dr. Melahat Sahin-Dikmen (Research Fellow at the Centre for the Study of the Production of the Built Environment (ProBE), Westminster Business School) on

 

'Challenges for vocational education and training for low energy construction in Europe: divergent contexts, approaches and practices'

 

Dr Robert Gross (Reader in Energy Policy and Technology and Director of the Centre for Energy Policy and Technology (ICEPT) at Imperial College London) on

 

'Low carbon jobs, what is the evidence? The UKERC systematic review'

 

Dr Lisa Schulte (Lecturer in HRM and Organisational Behaviour, Middlesex University) (Initiator of this seminar) on

 

'Job Quality in the Danish, English and German Offshore Wind Turbine Industry'

 

Chair: Dr Anne Daguerre (Associate Professor in Work Employment and Welfare, Middlesex University)

 

Sponsor: Research Facilitation Funding Grant – Middlesex University Business School

16th February 2018

Call for Papers: HR Division International Conference (HRIC), Dublin 2019

Dear Colleagues,

We are pleased to announce a call for papers for the 3rd HR Division International Conference (HRIC) 2019 to be hosted by Dublin City University, 9-11th of January, 2019.

Reflecting the AOM’s increasingly diverse membership base, the HRIC conferences are designed to further integrate the global community and disseminate HR knowledge to management researchers and practitioners wherever they live and work. Building on the successes of the first HRIC in Beijing, China (2014), and the second HRIC in Sydney, Australia (2016), the third HRIC, seeks to advance of understanding of HRM in the global context under the theme of Navigating the Shifting Landscapes of HRM’. This theme allows for conversation and debate on key changes and challenges confronting HRM as framed by factors such as resurgent nationalism and the (im)mobility of talent, the future of work and employment, and the implications of the HR/technology interface.

As a result of its status as an MNC and talent hub, Dublin offers the perfect vantage point to evaluate the shifting landscape of HRM. Dublin City University (DCU) is conveniently located in North Dublin  between the airport and the city centre. DCU is Ireland’s fastest growing university, while the business school is one of only two schools in Ireland to hold AACSB accreditation.

Further details can be found in the attached call for papers and via http://hric2019.org/

Deadline for submissions is 18th of May, 2018

We look forward to your submissions and to welcoming you to Dublin in January, 2019!

Best wishes,

Brian Harney & David Collings

Conference Chairs HRIC 2019

e: hric2019@dcu.ie

16th February 2018

University of Manchester's Work & Equalities Institute Research Seminar: "Strategies for flexibility in a disconnected world"

University of Manchester

Work & Equalities Institute (WEI)

Research Seminar

 

 

Strategies for flexibility in a disconnected world

Wednesday 21th February 2018

15:30 - 17:00 Hrs (coffee and tea at 15:15)

Alliance Manchester Business School East, Room B5

 

Speaker:        Professor Stephen Procter, Newcastle University Business School

 

Discussants:  Dr Andrew Smith, Bradford University

                      Professor Jill Rubery, Work & Equalities Institute, University of Manchester

 

Abstract

 

This paper makes connections between three things: financialisation, flexibility and strategic HRM. It is argued first of all that financialisation should be understood as an intensification of long-standing pressures on organizations. Picking up on themes of flexibility first developed twenty years ago in the model of the ‘new flexible firm’, the impact of financialisation on the structural flexibility of large UK organizations is examined. Consideration of financialisation also provides a link to the disconnected capitalism thesis, with its implications for strategic HRM. While recognising the strength of the thesis, it is argued that there are also other ways of explaining HRM’s failure to deliver on its promises. The third side of our triangle links flexibility with strategic HRM, and draws on research that looks at whether flexibility and fit should be seen as complements or as substitutes for each other. This is looked at in relation to financialisation, in an attempt to provide a framework in which current developments can be located in their wider and more long-term context.

 

                                                                                                                                             

About the Speaker

 

Professor Stephen Procter is Alcan Chair of Management at Newcastle University Business School. His research has focused on the contemporary restructuring of work, exploring teams and teamworking as central elements of this restructuring. His focus on teamworking developed out of earlier work on workplace flexibility, which dominated debates on restructuring in the early 1990s. In response to these debates, his work put forward the model of the new flexible firm as a means of understanding contemporary developments, which linked workforce flexibility with broader operational and organizational concerns. His more recent research has extended these ideas to provide an understanding of ‘lean’ teamworking, presenting an alternative to the interpretation based simply on work intensification.

 

About the Discussants

 

Dr Andrew Smith is Senior Lecturer in Human Resource Management and Employment Relations at Bradford University School of Management.  Prior to entering academia as a mature student he worked in the civil service and was a trade union representative for the CPSA and PCS unions.  His research interests are in the experiences of work, employment change and the complexities and challenges of work-life ‘balance’. He has published in the journals ‘Work, Employment and Society’, ‘New Technology, Work and Employment’ and the ‘Industrial Relations Journal’.  Andrew is currently working with Dr Jo McBride (Newcastle University) on a new project critically examining the working lives of low-paid workers in multiple legitimate employment.

 

Professor Jill Rubery has worked at Manchester since 1989, first at the Manchester School of Management at UMIST and since 2004 in Alliance Manchester Business School. She previously worked at the Department of Applied Economics at Cambridge University. Professor Rubery is the Director of the Work and Equalities Institute at Alliance Manchester Business School. She was previously Deputy Director of Alliance Manchester Business School (2007-2013) and head of the People, Management and Organisation Division (2004-2009). In 2006 she was elected a fellow of the British Academy and an emeritus fellow of Murray Edwards College, University of Cambridge.

16th February 2018

Event - Labour Abuse

Labour Abuse

Dr Roberto Pedersini (University of Milan) Coping with fraudulent work in the European Union

Nick Clark (Middlesex University) One law for the rich… Case studies from the Unpaid Britain project

 

Friday 23 February 2018, 10.30am – 12.30pm, followed by buffet lunch 

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room 
CG44

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused on the 

 

Roberto Pedersini presents the main findings of a study carried out on behalf of the European Foundation for the Improvement of Living and Working Conditions (Eurofound) on the different types and diffusion of fraudulent work in the European Union and the responses that public authorities and social partners have developed to address the challenges posed. Three forms of contracting work are most affected by fraudulent uses - self-employment, fixed-term work and the posting of workers, whilst the social partners mainly operate to increase commitment to compliance. Nick Clark will report on the Unpaid Britain project, examining the phenomenon of unpaid wages, in particular in the London labour market. While secondary data analysis and primary research on Employment Tribunal judgements have revealed much, a series of case studies have provided fascinating insights into this most fundamental breach of the work contract.

 

Roberto Pedersini is Associate Professor of Economic sociology at the Università degli Studi di Milano, Italy. His current research interests concern labour market regulation and policies and industrial and employment relations at both national and international level. He has collaborated in research projects with the International Labour Office, the European Commission and the European Foundation for the Improvement of Living and Working Conditions and was the Chief Editor of the 2014 edition of the biennial European Commission’s Industrial Relations in Europe report. His recent publications include: Exploring the fraudulent contracting of work in the European Union (2016, with Massimo Pallini); What Kind of Europeanization? How EMU is Changing National Industrial Relations in Europe (2015, with Lorenzo Bordogna); Coping with the crisis in Italy: Employment relations and social dialogue amid recession (2014, with Marino Regini).

 

Nick Clark, Research Fellow at Middlesex University Business School has a background in practice, having worked in trade union research and policy environments for 26 years before joining the Working Lives Research Institute in 2009, moving on to Middlesex University in 2015. His academic research has built on practical knowledge of wage bargaining, labour markets, migrant workers and employment rights, using mixed methods of documentary and legal case research, primary and secondary data analysis, and interview. 

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke,  clarkel@wmin.ac.uk or 020350 66528

9th February 2018

Role(s) available - BUIRA PhD Network Facilitators

Expressions of interest are currently open for doctoral students to become BUIRA PhD Network facilitators. The role predominantly involves organising an annual PhD symposium, held in 2017 at Cardiff University, and a session/day for PhD students at the annual BUIRA conference, to be held this year in June at Middlesex University, along with sending out the occasional newsletter to Network members.
The beauty of the role is that you are free to shape the Network in any way you like, helping to provide facilitators with a great opportunity into not only understanding how to run a research network, but also in how to develop it to fit your own and member's interests (valuable skills to demonstrate that you possess for academic careers post-PhD). You will also gain important insights into how BUIRA is run as a wider organisation, with facilitators having a seat on the BUIRA Executive Board. Furthermore you will gain experience in an area equally as important for future academic careers: the ability to plan, design, and run successful conferences and events, perhaps the most fulling part of the Network facilitator role
 
Do please get in touch with Calum Carson at ipi5cic@leeds.ac.uk if you would be interested in coming on board as a facilitator, or if two or more of you would like to put yourselves forward as a team.

9th February 2018

Fully Funded Research Studentships Available

Middlesex University Business School is offering 4 fully funded research studentships for 2018Among areas of study that are offered, the following may be of interest for BUIRA members

 

  • Behavioural economics
  • Gender and diversity in business and the workplace
  • Global employment relations
  • International business and organisations
  • Social enterprise, corporate social responsibility and sustainable development

 

Application deadline: Friday 16 March 2018, 12.00pm

Interviews: Friday 20 April 2018

Studentship start date: Monday 24 September 2018

 

More details and application:

http://www.mdx.ac.uk/courses/research/research-studentships

9th February 2018

9th February 2018

Brexit and the Future of Employment Rights’ – Joint MIRS/ILS meeting

Brexit and the Future of Employment Rights

Joint meeting of the Manchester Industrial Relations Society (MIRS)

and Industrial Law Society (ILS)

Speakers: Professor Catherin Barnard (Professor of EU Law and Employment Law, Trinity College, University of Cambridge)

Professor Keith Ewing (Professor of Law, King’s College, London)

http://www.mirs.org.uk/index.html

Thursday 1 March 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road (near Oxford Road railway station), Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

 

The Brexit vote and its aftermath – Cameron’s fall, May’s catastrophic snap election, the internal divisions between ‘remainers’, ‘soft’ and ‘hard’ Brexiters, and the prospect of crashing out of the European Union without a deal on 29 March 2019 – have thrust Britain into a period of serious political instability. In the process, the shadow of the vote to leave the EU has thrown the future of employment law into uncertainty, with the potential for the erosion of workers’ rights, the overturning of cases won on EU-derived principles, and the pressure to join a race to the bottom on labour law when negotiating new international trade deals. And what about remedies and the enforcement of those rights with access to the European Court of Justice denied? Professors Catherine Barnard and Keith Ewing will provide a lively discussion of these and other Brexit related challenges, and will advance proposals for better employment law.

 

For further details of the Manchester Industrial Relations Society see:

MIRS Secretary: Professor Ralph Darlington r.r.darlington@salford.ac.uk

MIRS website: www.mirs.org.uk and Twitter: @ManchesterIRS

9th February 2018

Event - Machines & Measure

Hosted by University of Leicester School of Business, Centre for Philosophy and Political Economy (CPPE) & Conference of Socialist Economists (CSE) South Group

Friday 16th February

11.30 Registration

12.00– 17.30 Talks, discussions

Location: Leicester Creative Business Depot A five minute walk from the train station, this is a great location in Leicester’s cultural quarter.

Eventbrite: REGISTER

Please only register if you intend to come.

Please email me for any other information at pvm.doc@gmail.com and/or from 02/01/18 pm358@le.ac.uk

How are machines being used in contemporary capitalism to perpetuate control and to intensify power relations at work? Theorizing how this occurs through discussions about the physical machine, the calculation machine and the social machine, this workshop re-visits questions of the incorporation and absorption of workers as appendages within the machine as Marx identified as well as new methods to numerate without, necessarily, remuneration. Speakers ask to what extent control is underway via intensified methods to capture labour power, including affective and emotional labour; and will identify how calculation and numeration serve to abstract labour through prediction, prescription, monitoring and tracking; on the streets, in homes, offices and factories. The ‘black box’ argument currently fashionable in debates, where digitalized management methods are a(e)ffectively obscured, is challenged, by identifying precisely how algorithmic decisionmaking, automation and machine learning processes operate to control workers and by theorizing the implications of measure inside human/machine experiences of relations of production.

Kendra Briken (University of Strathclyde) ‘Welcome within the machine. Human-machine relations on the shop floor’

Frank Engster (Helle Panke, Rosa Luxemburg Stiftung) ‘Measure Machine Money’

Alessandro Gandini (King’s College, London) ‘Labour Process Theory and the Gig Economy’

Simon Joyce (Leeds University) ‘Digitalized Management Methods. Black Box or Hidden Abode?’

Adrian Mengay (Friedrich Schiller University Jena) ‘Digitalization of work and heteronomy’

Phoebe Moore (University of Leicester) ‘Quantification of A(e)ffective Labour for Change Management’

 

PAPER ABSTRACTS 

Welcome within the machine. Human-machine relations on the shop floor.

Kendra Briken (University of Strathclyde)

This paper will discuss new technologies that lead to qualitatively new human-machine relations (data gloves, co-bots, data glasses, handheld scanner) used on the shop floor in manufacturing (in a broad sense, encompassing also work in fulfilment centres). Based on the (few) existing empirical studies as well as on company and consultancy reports, the aim is to re-visit the incorporation and absorption of the human worker as a mere appendage within the machine as described by Marx. With machines the more and more said to be involved in problem solving by communicating with each other, the question is: What role for the human? Opposed to the debates about the robots taking over jobs, the paper argues that we will instead see a (longer) transition phase where workers might end up in becoming a new appendage in the workplace. Not being off work but also no longer controlling the machines. The paper wants to overcome the well-known debates about de- and upskilling by using the works of i.e. Donna Haraway to focus on the connexion between the body and the machines.

Measure Machine Money.

Frank Engster (Helle Panke, Rosa Luxemburg Stiftung)

In capitalisms, machines become specific capitalist machines simply because, as e.g. Heidegger, Simondon or Deleuze and Guattari have shown, we must understand the machine from their context: from their non-technical essence, from their connection with other machines, and from the essence of the machinic. This context, first of all and in the last instance, is the relation with the capitalist economy. This determination by capitalist economy can be shown for three different machines: the physical machine, the calculation machine and the social machine: money. What all three have in common and almost defines them as machines is that all three quantify. The classical physical machine quantifies the relation of nature, the calculation machine quantifies information and meaning, and the money machine quantifies social relations.

Labour Process Theory and the Gig Economy.

Alessandro Gandini (King’s College, London)

This article aims to develop a labour process theory approach to address the forms of labour increasingly often referred to as a ‘gig economy’. Supported by empirical illustrations from existing research, the article discusses the notions of ‘point of production’, emotional labour and control in the ‘gig economy’, to argue that labour process theory offers a unique set of tools to observe the way in which labour-power comes to be transformed in a commodity in a context where the encounter between supply and demand of work is mediated by a digital platform. This is characterised by a subjection of social relations to processes of valorisation centred on data and metrics – particularly feedback, ranking and rating systems – that serve purposes of managerialisation and organisation of work in a context where managers and workers are not physically co-present.

Black Box or Hidden Abode: Control and Resistance in Digitalized Management.

Phoebe Moore, University of Leicester and Simon Joyce, Leeds University

Digitalized management methods (DMM) are becoming widespread with the use of big data and algorithmic distribution of work, the use of people analytics, bogus self-employment and an ‘always on’ culture of work and boundary permeability, in the streets and in homes as well as factories and offices. Resistance to these methods has been relatively fast to emerge, however, both at the individual informal level, or with ‘everyday forms of resistance’ a la de Certeau, and in the formal collective responses which are now being seen in trade union responses internationally. In that light, the paper first outlines the control and resistance model seen in labour process research. Secondly, we outline the environments where digitalization is occurring and the DMM seen therein. Peppered with empirical evidence obtained by the current authors, we note the significance of the methods being applied and how, precisely, they work to abstract labour via quantification. We claim that the ‘blackbox’ response is a mythology that obscures power relations underpinning the control aspects of DMM, where many techniques seen in DMM reflect age-old approaches. Thirdly, we outline where resistance is emerging. We conclude that while there has been significant uptake in DMM in several sectors in ways that make it look like we are dealing a nearly universal ‘uberized’ work paradigm that has begun to infiltrate labour markets across the world, resistance emerging and their integral negotiations indicate that this trend is not a fait accompli. Rather, it is to be seen to what extent digitalized methods will become hegemonic.

Digitalization of work and heteronomy

Adrian Mengay (Friedrich Schiller University Jena)

This paper involves, firstly, theoretical remarks, and then a discussion of the German Reference Architectural Model Industrie 4.0 (RAMI 4.0). The digitalization of work is changing the workplace, the medium, relations and content of work. This it is affecting the autonomy of employees. The objective is first to discuss how, why und under which conditions digitalization of work affects autonomy and secondly to understand how it can be used  as a management tool for the extension of heteronomy and the restructuring of work. The digitization of information and processes creates digital data which enables the application of algorithm based forms of processing, measurement, evaluation and benchmarking. I will examine how the digitalization of work favours a structuring and standardization of work and will discuss some practical experiences.

Quantification of A(e)ffective Labour for Change Management.

Phoebe Moore (University of Leicester)

Sensory and tracking technologies are being introduced into workplaces in ways Taylor and the Gilbreths could only have imagined. As corporate wellness initiatives proliferate, work design experiments seek to merge wellness with productivity measure and modulate and quantify the affective and emotional labour of resilience that are necessary for surviving the turbulent early days of Industry 4.0, where workers are expected to take symbolic direction from machines. The Quantified Workplace project (QW) where algorithmic devices were used to quantify labour during a period of corporate merger in Rotterdam over the course of one year, demonstrate how affect is measured during a move toward agile systems and thus the seemingly inevitable conditions of transformation and disruption-because machines accelerate and transform, workers must do so likewise. Projects like QW are evidence of capital’s accelerated attempts to capture more areas of work and to facilitate the conversion of labour power into a source of value, using new technologies. Participants’ responses to participation in the project reveal tensions in the labour process when affect is measured in processes of corporate change.

9th February 2018

Special Issue: Human resources and workplace innovations: practices, perspectives and paradigms

This Special Issue is a tribute and dedication to the late Professor Tom Redman

Personnel Review: Volume 46 Issue 7.Special Issue: Human resources and workplace innovations: practices, perspectives and paradigms -- Guest editorial, Greg J. Bamber, Timothy Bartram and Pauline Stanton:http://www.emeraldinsight.com/toc/pr/46/7

HRM and workplace innovations: formulating research questionsGreg J. BamberTimothy BartramPauline Stanton (pp. 1216 - 1227)

HRM and innovative work behaviour: a systematic literature reviewAnna Bos-NehlesMaarten RenkemaMaike Janssen (pp. 1228 - 1253)

Disentangling workplace innovation: a systematic literature reviewIryna Prus,Raoul C.D. NacamulliAlessandra Lazazzara (pp. 1254 - 1279)

Employee share ownership and organisational performance: a tentative opening of the black boxKeith WhitfieldAndrew PendletonSukanya SenguptaKaty Huxley (pp. 1280 - 1296)

Why sharing is synergy: The role of decentralized control mechanisms and centralized HR capabilities in creating HR shared service valueMarco MaatmanJeroen Meijerink (pp. 1297 - 1317)

High-performance work system and employee creativity: The roles of perceived organisational support and devolved managementGuiyao Tang,Bingjie YuFang Lee CookeYang Chen(pp. 1318 - 1334)

Strategic flexibility, innovative HR practices, and firm performance: A moderated mediation modelLin Xiu,Xin LiangZhao ChenWei Xu (pp. 1335 - 1357)

Contextual ambidexterity and innovation in healthcare in India: the role of HRMAshish MalikBrendan Boyle,Rebecca Mitchell (pp. 1358 - 1380)

Innovation programs at the workplace for workers with an intellectual disability: Two case studies in large Australian organisationsHannah MeachamJillian CavanaghAmie Shaw,Timothy Bartram (pp. 1381 - 1396)

Are new organisations at the cutting edge of employment relations innovation?David PeetzOlav MuurlinkKeith TownsendAdrian WilkinsonMadeleine Brabant (pp. 1397 - 1413)

Independent professionals and the potential for HRM innovationTui McKeownRobyn Cochrane (pp. 1414 - 1433)

Opening the black box: The mediating roles of organisational systems and ambidexterity in the HRM-performance link in public sector organisationsGeoff PlimmerJane BrysonStephen T.T. Teo(pp. 1434 - 1451)

 

9th February 2018

Launch of the Work and Equalities Institute

The University of Manchester has created a new Work and Equalities Institute following the merger of the European Work and Employment Research centre and the Fairness at Work Research Centre.

See more about The Work and Equalities Institute here.

You are invited to the launch of The Work and Equalities Institute
on Wednesday 14 March 2018 at The University of Manchester.

The theme of the launch is
Debating the future of work and equalities in the fourth industrial revolution
in the birthplace of the first industrial revolution

You will find further details of the event here.

2nd February 2018

Work and Equalities Seminar series

Work and Equalities Institute, The University of Manchester

 

Research Seminars 2017-2018, Semester 2

 

 

Strategies for Flexibility in a Disconnected World

Professor Stephen Procter, Newcastle University Business School

Discussants:             Dr Andrew Smith, University of Bradford

                                 Professor Jill Rubery, University of Manchester

Wednesday 21st February 2018

15:30 – 17:00 Hrs (coffee/tea at 15:15)

Alliance Manchester Business School East, Room B5

 

 

National approaches to innovation: Robotics and the implications for work

Professor Caroline Lloyd, Cardiff University

Wednesday 21st March 2018

15:30 – 17:00 Hrs (coffee/tea at 15:15)

Alliance Manchester Business School East, Room B4

 

 

Revisiting the ‘Japanization of British Industry’: The Contemporary State of Shop-Steward Organisation in the UK Car Industry

Dr Niall Cullinane, Queen’s University Belfast

Wednesday 18th April 2018

15:30 – 17:00 Hrs (coffee/tea at 15:15)

Alliance Manchester Business School East, Room B4

2nd February 2018

BUIRA Accounts

The BUIRA accounts are now available for members to view at

https://www.buira.org/accounts

2nd February 2018

Call For Papers - BUIRA Conference 2018: The return of politics to employment relations (27 to 29 June 2018)

The call for papers is now open until 16th February 2018.

Please use template provided below and submit your abstract through the BUIRA website: http://www.buira.org/submit

 

 

BUIRA conference abstract template

Title:

Brief outline (100 words):

Methodology (150 words):

Key findings (250 words):

References:

Please upload a Word file using Arial font, 12pt and double-lined spaced - do not include your name or anything that identifies you. 

 BUIRA Conference 2018

The return of politics to employment relations

Middlesex University, London Wednesday 27 to Friday 29 June 2018

 

Howell (2005) observes that the emergence of the “third system of industrial relations” in the UK – from 1979 - is one that, among the institutional issues, removed employment relations as a high profile political issue in public life.  While the Winter of Discontent made industrial relations the primary political national issue in the 1979 general election, by the time the Employment Relations Bill was being debated in 1998-9 it attracted low key media or even parliamentary attention.  If the neoliberal age has been one which has institutionally sidelined the notion of collective worker representation, it has also been one that has attempted to ideologically individualise the employment relationship into a market transactional one.

In 2017, the situation seems to have changed.  The underlying ideological predisposition that the employment relationship is a consensual voluntary market transaction is a lot less certain among a significant proportion of working people who instead see unfairness and futility.  In the UK, while unemployment is relatively low, ‘underemployment’ and the perceptions of insecurity, precarity, ‘bad jobs’ and inequality are high.  Similar tensions are reported across the developed world.  These changes could be partly the longer-term consequence of the global financial crisis of 2007/8, of global and national austerity or of the way in which globalisation has affected jobs in adjusting the global north to the global south. The politics surrounding the (un)fairness of the system governing work and employment are now acute and are beginning to challenge the assumptions underpinning key institutions governing the system as a whole. 

It is difficult to pin an exact location for this ‘disruption’ but its manifestations are evident.  While workplace collective bargaining remains dormant outside the shrunken domains of public sector and established large employers, the levels of discontent among the ‘unorganised’ are growing. This includes legal and small scale collective challenges to practices associated with the ‘gig economy’ (a prominent theme discussed at BUIRA 2017); and the return of industrial relations policy as a contested ideological agenda at national level politics (with Labour now championing trade union rights and the Conservative government seeming to need to address perceptions of unfairness with a more paternalist reform agenda on issues such as corporate governance and pay inequality.  The Conservatives’ apparent change of direction is of particular interest as it seems to mark an important symbolic break with the cornerstone principle of laissez-faire market individualism that has underpinned government policy since Thatcher in 1979.

Such re-politicisation of work and employment has not just been a UK phenomenon.  The Trump phenomenon in the US, with its rhetoric of protectionism and anti-immigration, has also arguably been based on a populist challenge to the prevailing neoliberal orthodoxy of open markets. .  In France the direction seems to be equal and opposite: the reforming Macron government seems intent on market-based reforms to labour laws more in line with the neoliberal agenda falling out of favour elsewhere.

Although we welcome papers that concern any area of industrial relations, theoretical contributions in relation to the changes we’re observing in the relationship between politics and employment are particularly welcome, as well as papers concerning topics under the following headings:

  • State regulation and unions
  • Individual employment rights and juridification
  • Migration and freedom of movement
  • Work and inequality
  • Corporate governance and worker voice
  • Regulating the gig economy

29th January 2018

Call for the next BUIRA stewardship 2019-2022

Since it was first established, BUIRA has been overseen by a team of stewards and an Executive Board. Currently the stewardship structure includes officers with responsibility for communications, membership, conference/events and financing. The tenure of each stewardship team is 3 years and the team is expected to host the BUIRA annual conference in the last year of tenure.

We are now open to proposals for a takeover of the stewardship after the 2019 annual conference held at Newcastle.  The tenure will be from 2019 – 2022 during which time will include the celebration the 70th anniversary of the establishment of BUIRA.  

Ideally, the stewardship team will be co-located within the same institution, but as discussed at the AGM, proposals for teams made of individuals at different institutions will also be considered.

Proposals should include names of stewards for the following roles:

  • President
  • Treasurer
  • Membership officer
  • Communications officer
  • Conference and Events officer

 

Informal enquiries may be made to jo.mcbride@newcastle.ac.uk and ana.lopes@ncl.ac.uk

25th January 2018

CFP - Fourth Biennial Fairness at Work Conference: Justice at Work: 'Challenges and Possibilities'

Work & Equalities Institute

The University of Manchester 
  

Call for Papers

The Fourth Biennial Fairness at Work Conference  

'Justice at Work: Challenges and Possibilities’


10th & 11th September 2018

 

Building on the three previous Fairness at Work Conferences at the University of Manchester (in 2012, 2014, and 2016), the 2018 conference aims to bring together academics and practitioners to discuss strategic issues on the subject of justice and fairness at work. The last two years have seen a major shift in the political environment and an emergence of a politics of national insularity. Yet at the same time major strides have been made in raising awareness and support for living wage campaigns and improving workplace justice.   The conference aims to discuss developments in our understandings of the impact of technological changes (e.g. the gig economy), the changing experiences of work amongst groups of vulnerable workers (e.g. younger workers), the impact of an increasingly hostile context on notions of justice and fairness at the workplace (e.g. a greater challenge to minority rights) and the responses and roles of trade unions and other civil society organisations in dealing with such challenges.

 

The conference is being held in Manchester at the same time as the 150th Annual Conference of the UK’s Trade Unions Congress and will organise sessions linked to the TUC conference themes, with invited speakers and activities focused on the future of trade unions and worker regulation and rights.  The TUC was founded in Manchester in 1868 and the WEI Fairness at Work conference will include social and cultural activities linked to the labour history and struggles for equality of the city. 

    

Papers are invited on these developments in the areas of fair treatment at work, diversity and equality, stress and well being, dignity at work, employment regulation, worker participation, trade unionism, technology and work, and key elements of employment relations such as pay, pensions and working time.

 

Venue: The University of Manchester

Cost: £200 Waged (£50 unwaged) - includes all food and drink plus the conference dinner

Submission: Please Send 500 word abstracts or 1000 word for sessions by March 1st 2018 tofairwrcconferences@mbs.ac.uk

 

About the Work and Equalities Institute

The Work & Equalities Institute brings together the European Work and Employment Research Centre and Fairness at Work Research Centre with expertise across human resource management, industrial relations, labour economics, organisational psychology, and employment law. The team has a track record, built over more than twenty five years, of informing the evidence-base and policy agenda of the European Commission, the European Parliament, and the United Nations’ International Labour Organisation, as well as national organisations such as the Equality and Human Rights Commission, and others. WEI’s research is being used in knowledge exchange, dialogue and debate with key stakeholders and policy makers, and makes informed contributions to policy formation and practice. For more information, please visit: https://www.mbs.ac.uk/research/centres-and-institutes/work-and-equalities-institute/

19th January 2018

Lecturer / Senior Lecturer Vacancies at Manchester Business School

Lecturer/Senior Lecturer in Employment Law (permanent):

https://www.jobs.manchester.ac.uk/displayjob.aspx?jobid=14555

 

Lecturer in HRM/Employment Studies (fixed-term 2 years):

https://www.jobs.manchester.ac.uk/displayjob.aspx?jobid=14556

12th January 2018

International Journal of Human Resource Management

International Journal of Human Resource Management

Special Issue on the Regulation of Work and Employment

Volume 28, 2017, Issue 21.

Regulation of work and employment: Advancing theory and research in international and comparative human resource management

Regulation of work and employment: advances, tensions and future directions in research in international and comparative HRM

Jenny K. Rodriguez, Stewart Johnstone & Stephen Procter  

The state and the regulation of work and employment: theoretical contributions, forgotten lessons and new forms of engagement

Miguel Martínez Lucio & Robert MacKenzie

Flexitime and employee turnover: the polycontextuality of regulation as cross-national institutional contingency

Christiana Ierodiakonou & Eleni Stavrou

‘Black Boxes’ and ‘fracture points’: the regulation of gender equality in the UK and French construction industries

Robert Ackrill, Valerie Caven & Jamila Alaktif 

(De) regulation of working time, employer capture, and ‘forced availability’: a comparison between the UK and Cyprus food retail sector

Anastasios Hadjisolomou, Kirsty Newsome & Ian Cunningham

Posting and agency work in British construction and hospitality: the role of regulation in differentiating the experiences of migrants

Gabriella Alberti & Sonila Danaj 

 

Erratum

12th January 2018

Obituary: Sidney Kessler (1928-2017)

 

Sidney Kessler, who has died age 89, was a leading academic, with a significant record of public service in the field of industrial relations.

Modest by background as well by temperament, Sidney was born in Whitechapel, London on 2 October 1928, the son of immigrants who had come to this country from Poland.  Brought-up in the Jewish East End, he was exposed to a highly political left-wing culture. He was regaled by tales from two uncles who had gone back from England to fight for the Bolsheviks in the Russian Revolution and his parents were active in the Workers’ Circle, an organisation set-up to provide welfare support to the local community. 

Securing a first-class honours degree at the London School of Economics, he took up his first permanent job in 1956, as Head of the Research Department at the National Union of Mineworkers. With much of British industry still powered by coal, and comprising over 700,000 members, the NUM, led by Will Paynter and Ernest Jones, was a key economic player. Remarkably, however, the Research Department at the time consisted of Sidney and one secretary. Sidney made lifelong friends in the union movement and retained a strong connection to it, returning in the early 1990s to help the TUC deal with inter-union disputes under the Bridlington Agreement.    

In 1964, Sidney became lecturer in industrial relations at City University, London. In 1978 he was made Professor at City, retiring in 1994 as Emeritus Professor.  When appointed, City had only recently become a university and with a handful of other academics he helped establish it as a leading business school. Indeed, somewhat unusually the MBA established had industrial relations as a popular module. While not a prolific writer, in 1992, he co-authored a book with Fred Bayliss entitled ‘Contemporary British Industrial Relations.’ Mapping the impact of Thatcher governments on industrial relations, the book became a standard student textbook, while retaining credibility as a research monograph.   

Sidney’s parallel involvement in public policy developments was equally noteworthy. He participated in a string of public bodies set- up to support British industrial relations in the 1960s and 70s, a period of considerable industrial strife. Much of this work was undertaken in the wake of the Donovan Commission (1968) recommendations and he worked closely with other members of the ‘Oxford School of Industrial Relations’: Hugh Clegg, Allan Flanders and Bill McCarthy.  Sidney played a leading role in: the National Board for Price and Incomes (as part-time adviser, 1965-70) designed to manage pay policy; the Commission on Industrial Relations (on secondment as a full-time director,1971-74) established to facilitate union and employer efforts to reform collective bargaining; and the Standing Commission Pay Comparability (as part-time advisor 1979-80) created in the aftermath of the ‘Winter of Discontent’, to resolve various public sector pay disputes.

Sidney also became an arbitrator whilst at City, work which lead to the award of an OBE in 1990. He was on the Advisory, Conciliation and Arbitration Service’s panel of arbitrators for twenty years. He was also Deputy Chairman of the Central Arbitration Committee over this period, being involved in the early adoption of ‘pendulum arbitration’.

12th January 2018

PhD studentship: Brexit and the Impact on Equality Law and Workers' Rights

PhD studentship: Brexit and the Impact on Equality Law and Workers' Rights (University of Portsmouth, School of Law)
 
Please note this is a proposal that is part of a bursary competition.
 
Project Description
On the 13th July 2017, the UK Government published the European Union (Withdrawal) Bill. Aside from the repeal of the European Communities Act 1972 (and with it the proposed ousting of the jurisdiction of the Court of Justice of the European Union (ECJ)), the Bill’s purpose was to ‘convert the acquis’ of EU law and in doing so preserve any EU-derived equality and employment rights. This is a novel and untested mechanism. As such, there is scope, indeed a need, for detailed, original and imaginative research into its efficacy. Some areas in need of research are (but not limited to):

Discrimination, Rights, and Statutory Interpretation
Is it possible for the subsequent judicial interpretation by UK courts of these rights to align with that given by the ECJ, given the different traditions of the respective judicial bodies and/or that the ultimate ‘teleological’ goal of the ECJ is the ‘ever closer union between the peoples of Europe’? There is a likelihood that the converted rights will diminish over time, leaving UK citizens markedly worse off.

Impact on Trade Deals
Another aspect of this is that diminished rights could undermine any Brexit trade deals requiring a ‘level playing field’ of workers’ rights for the purposes of fair trade.

Enforcement of EU Equality and Workers Rights
These rights come to UK citizens through a number of sources, notably Treaty provisions, Directives, and ECJ decisions. But there is a long history of Member States failing to implement properly these rights. In response, the ECJ has developed a number of methods enabling individual citizens to enforce these rights, bypassing their (inadequate) domestic law. If, as expected, the Bill ousts the jurisdiction of the ECJ, how can this route to rights be protected?

An Enhanced Role for the European Convention on Human Rights
As well as the ever-developing equality and employment rights, EU institutions are adopting human rights. As this progresses within the EU, there will appear ‘gaps’ between the rights of EU and UK citizens. One possibility of filling these gaps is harnessing the potential of the European Convention on Human Rights (via the Human Rights Act 1998), or even its lesser-known companion, the European Social Charter.


How to apply:
We welcome applications from highly motivated prospective students who are committed to develop outstanding research outcomes. You can apply online at http://www.port.ac.uk/applyonline. Please quote project code LAWC3900218 in your application form.

Applications should include:
-a full CV including personal details, qualifications, educational history and, where applicable, any employment or other experience relevant to the application
-contact details for two referees able to comment on your academic performance
-a research proposal of 1,000 words outlining the main features of a research design you would propose to meet the stated objectives, identifying the challenges this project might present and discussing how the work will build on or challenge existing research in the above field.
-proof of English language proficiency (for EU and international students)

All the above must be submitted by the 11th of February 2018.
Funding Notes

UK/EU students - The fully-funded, full-time three-year studentship provides a stipend that is in line with that offered by Research Councils UK of £14,553 per annum.

International students - International students applying for this project are eligible to be considered for the Portsmouth Global PhD scholarships. 
 
Further information also at:

5th January 2018

Central London BUIRA Seminar: The Changing Labour Contract

Dr Alexandra Oeser (Université Paris Nanterre) From local to international: wiping out the employer?

Dr Simon Joyce (University of Leeds) on the Future of Work and the Gig Economy

Discussant: Dr Rebecca Gumbrell-McCormick (Birkbeck College London)

 

Friday 26 January 2018, 10.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room 
C181 (lunch C287)

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused onthe changing labour contract and employee-employer relations in Europe and we are fortunate to have two expert speakers as well as Rebecca Gumbrell-McCormick to lead the discussion.

 

Alexandra Oeser, Associate Professor of Sociology at the Université Paris Nanterre,will tackle the question of the consequences of the financialization of global firms for local fights for employment and for syndicalist strategies. She focusses on the example of the Molex company, which bought a local factory in southern France in 2004 only to relocate it to China in 2008-2009. The fight against the closure of the factory in rural France obeyed different norms from those of the closure itself, decided in Chicago. She will also talk about forms of masculinity used on both levels in the fight, and their consequences for work structures and political mobilization. Alexandra works on questions of political socialization, whether in education (schools), in the workplace or during political mobilizations. Gender and class and their interaction are central to this work and have more recently been explored through analysis of forms of masculinity. Her publications include: "Quand ils ont fermé l'usine. Lutter contre les délocalisations dans une économie globalisée" (When they closed the factory. Fighting against delocalizations in a globalised economy), Agone, 2017; and ‘Politics, Work and the Family: Gendered forms of mobilization of working class women in Southern France’. Modern and Contemporary France, n°22, 2012

 

Simon Joyce will speak about the mediation of paid work via online platforms. Companies such as Uber, Upwork, Taskrabbit, and Amazon Mechanical Turk have pioneered this method of organising a workforce, which is widely expected to grow in importance in coming years. This talk will present research investigating the nature and extent of platform work in Europe, and examine its implications for working lives and for the regulation of employment relations. It will also discuss conceptual and theoretical challenges that these developments pose for for industrial relations scholars and researchers. Simonhas researched platform work in his present position of Research Fellow at Leeds University Business Schoothere as well as at the University of Hertfordshire, where he completed his PhD entitled “Revisiting shop stewards and workplace bargaining: opportunities, resources and dynamics in two case studies”. He is co-author of the recently published research for the European Parliament on The Social Protection of Workers in the Platform Economyhttp://www.europarl.europa.eu/RegData/etudes/STUD/2017/614184/IPOL_STU(2017)614184_EN.pdf 

 

Rebecca Grumbell-McCormick, has kindly agreed to act as discussant. Rebecca co-authored (with Richard Hyman), ‘Resisting labour market insecurity: Old and new actors, rivals or allies?’ Journal of Industrial Relations, 2017, as well as Trade Unions in Western Europe (2013).

 

This seminar is an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke, clarkel@wmin.ac.uk or 020350 66528

5th January 2018

WERU/DIG Seminar on Tackling Equality and Diversity

UNIVERSITY OF GREENWICH WORK AND EMPLOYMENT RESEARCH UNIT AND DIVERSITY INTEREST GROUP JOINT SEMINAR
 
ADDRESSING EQUALITY AND INCLUSION IN THE WORKPLACE

WEDNESDAY 17 JANUARY 2018. 15.00 – 18.00 
 
VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ 
 
This seminar focuses on tackling race equality and inclusion in society. Our speakers include Roger Kline (Middlesex University), Dr Kenisha Linton (University of Greenwich) and Michael Seeraj (Charlton Athletic Community Trust). 
 
Roger Kline FRSA (Middlesex University Business School) will speak about his role in developing the NHS Workforce Race Equality Standard. Roger authored “Discrimination by Appointment” (2013) and “The Snowy White Peaks of the NHS” (2014) on workforce race equality in the NHS and subsequently helped develop the NHS Workforce Race Equality Standard. He was Joint Director of its Implementation Team from its inception until August 2017. Roger is a Research Fellow at Middlesex University and he is currently researching bullying in the NHS and the inappropriate use of disciplinary action. He is co-author with Michael Preston Shoot of Professional Accountability in Social Care and Health: Challenging Unacceptable Practice and its Management (Sage 2012) and is author of The Duty of Care (2013). Roger was a member of the Social Work Reform Board (2010–2013), and of the Higher Education Equality Challenge Unit Board (2006-2008).

 

Dr Kenisha Linton (University of Greenwich) will explore diversity perspectives in the complex and dynamic work context of the London Metropolitan Police Service (MPS). Using qualitative data from 85 Black and Minority Ethnic (BME) and White employees from different ranks, age ranges, lengths of service, and mix of genders and sexual orientations, Kenisha will provide empirical evidence on the mediating factors influencing the organisation’s diversity paradigm and the implementation of its diversity strategy. Dr Kenisha Linton is a Senior Lecturer in Human Resources and Organisational Behaviour at the University of Greenwich. Kenisha obtained her PhD at Royal Holloway, University of London. Her doctoral thesis examined the topic of workforce diversity and inclusion in the London Metropolitan Police Service. Kenisha also conducts research on the experiences of black and minority ethnic (BME) staff and students in UK higher education institutions. Kenisha was also a member of Kingston University's self-assessment team for the Race Equality Charter Mark that was piloted by the Equality Challenge Unit in 2015 with thirty HE institutions across England and Wales. Kingston University successfully obtained the bronze award. Kenisha is engaged in various collaborative research projects on equality, diversity and inclusion, intersectionality, leadership, and cross-cultural management.
 
Dr Michael Seeraj (Charlton Athletic Community Trust) will speak about the work of the Charlton Athletic Community Trust. The community programme at Charlton Athletic Football Club was established in 1992 and became Charlton Athletic Community Trust in 2003. The community initiative began when the football club returned to The Valley in 1992. It started with just one member of staff, a bag of footballs and a telephone and has now grown into an organisation that employs 100 permanent staff, has a pool of over 100 casual coaches and engages with thousands of people on a weekly basis. CACT uses the power of football and sport to engage, empower and provide positive opportunities and activities for young people as highlighted in the mission statement. From engagement and early intervention schemes, young people are signposted into positive activities and provided with exit routes into recreational and structured activities run by the Trust and partner agencies. There is emphasis on creating pathways into employment and turning young people into positive role models. These include personal improvement programmes centred on education, health, social inclusion, citizenship and community working across different strands. Dr Michael Seeraj is Head of Equality, Diversity and Inclusion at CACT.

 

This is an open free seminar and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by contacting: https://www.eventbrite.co.uk/e/weru-seminar-equality-and-inclusion-in-the-workplace-tickets-41426847817 
 
HOW TO FIND US

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ 
Telephone: +44 20 8331 9083 E-mail: i3centre@gre.ac.uk

 

5th January 2018

Manchester Industrial Relations Society (MIRS) Student Debate

You can now access a full report on the recent MIRS Student Debate, as well as the PowerPoint slides from each of the individual teams involved, and a series of speaker/audience photos, via the Society’s website:

www.mirs.org.uk

5th January 2018

Manchester Industrial Relations Society (MIRS) Class and Social Mobility: How to Get a Fairer Society

Speaker: Faiza Shaheen, Director, Centre for Labour and Social Studies (CLASS),

economist, writer, activist and commentator on the most salient social and economic debates of our times, contributor to BBCNewsnight and Channel 4 News

http://www.mirs.org.uk/index.html

Thursday 1 February 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road, Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

 

Social class is back in media discourse, sometimes in terms of the ‘gross’ financial privileges of the wealthy elite, more often with reference to the perceived Brexit ‘populist backlash’ of the white working class. But how well do we really understand the fundamental underlying reality of social class in 21st century Britain? Faiza Shaheen explores its multifaceted implications for our society (including in areas such as employment, housing, education, healthcare, income, and political power) and then advances her vision for how we can make Britain less class-ridden and more socially mobile for the benefit of all to create a better, fairer society.   

 

Manchester Industrial Relations Society website: www.mirs.org.uk

Twitter: @ManchesterIRS

5th January 2018

PhD Scholarships at Sheffield Hallam University Business School

We are seeking PhD scholarship applications for 3 year funded full-time study with proposed theoretical and managerial implications in the following thematic research areas:


People, Work and Organisation (PWO), including: 

• Human resource management performance, coaching / mentoring
• Culture and language
• Employer relations or employment law
• Low pay and the living wage
• International HRM and cross-management in multinational enterprises,

 

Within the above thematic research areas, we especially welcome proposals with an emphasis on the creation of sustainable social, environmental and economic value in line with the principles of responsible management under the United Nations Global Compact-backed initiative, PRME.

Any enquiries should be emailed to Professor Peter Prowse, Head of PhD Programmes, orDr Christine Gilligan, PhD Admissions Tutor.

Seehttps://www.shu.ac.uk/research/research-degrees/phd-scholarship-opportunities/people-work-and-organisationon how to apply and the selection Process.

19th December 2017

Call for Special Issue Proposals: Human Resource Management Journal

Proposals should be submitted to HRMJ.journal@wiley.com by Monday 5th March 2018. Further information can be found here.

Human Resource Management Journal is a scholarly journal that seeks to promote the understanding of HRM to academics and practising managers. HRMJ aims to promote the theory and practice of HRM, to provide an international forum for discussion and debate, and to stress the critical importance of people management to a wide range of economic, political and social concerns. Over the last decade, HRMJ has broadened its editorial scope to become more globally oriented and has strengthened the international character of its Editorial Team and Board.

Further details on HRMJ can be found below and on the website: http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1748-8583.

12th December 2017

Social Europe after Brexit

The University of Greenwich, London, is holding a seminar on ‘Social Europe after Brexit’, hosted by Philippe Pochet, the General Director of the European Trade Union Institute (ETUI) and visiting lecturer at the Université Catholique de Louvain (UCL) and the College of Europe.

 

Date: 7th of December 2017

Location: Hamilton House, 15 Park Vista, Park Vista, Greenwich, SE10 9LZ.

Time: 16:00-17:30

 

Go to the website to Book Now.

 

The social dimension of the European Union has been long on the agenda in many different ways. Most people would agree that it has never been the highest on the agenda, but during the last decades there have been major developments with regard to works councils and the European Company Statute. Europe is now in a lot of turbulence, like the refugee crisis but, above all, the Brexit that is dominating all agendas for the moment, nationally as well as at European level. This seminar addresses the question how the development of Social Europe could be affected by Brexit – even if we are uncertain about the form of Brexit and the strategy that has to become clear the next couple of weeks. Some would suggest further progress on this would be damaged with the pulling out of the UK from the EU. Others seem to suggest there is more common understanding among the other EU member states to develop a stronger EU with possibly more support for the social aspects of European integration. Especially the role of social partners will be addressed.

4th December 2017

Academy of Social Sciences | eBulletin November 2017

The eBulletin is available to view online via the following link:
https://www.acss.org.uk/academy-ebulletin-november-2017/

For all news about the Academy and its Campaign visit www.acss.org.uk and campaignforsocialscience.org.uk

 

4th December 2017

The Gig Economy and Employment Relations

Speaker: Alex Wood (Oxford Internet Institute, University of Oxford).

http://www.mirs.org.uk/index.html

Thursday 30 November 6pm
Lecture Theatre G33, Ground Floor
Manchester Metropolitan University Business School
All Saints, Oxford Road, Manchester M15 6BH
Map:  http://www.mmu.ac.uk/travel/allsaints/

 

Recent media coverage of the so-called ‘gig economy’ (with companies such as Uber and Deliveroo) has exposed the shocking extent to which employers exploit vulnerable workers by adopting techniques such as wrongly classifying their employment status, employing them on zero hours contracts, and attaching them to online platforms that enable clients to access labour power potentially from anywhere in the world.

 

This presentation will explore what the growth of the gig economy means for employment relations by drawing on 180 worker interviews across eight countries, observation of a dozen worker events in the United States and the Philippines, and a survey of 683 Sub-Saharan and Southeast Asian workers. The findings will focus on the shared injustices, identity, solidarity, collective organisation and repertoires of action displayed by remote gig workers. The presentation will place these findings in historical context, highlighting the practical implications for worker organisation in the 21st century and the conceptual consequences for employment relations as a field of study.      

 

Manchester Industrial Relations Society website: www.mirs.org.uk

Twitter: @ManchesterIRS

29th November 2017

Call For Papers - BUIRA Conference 2018: The return of politics to employment relations (27 to 29 June 2018)

The call for papers is open until 30th January 2018.

Please use template provided below and submit your abstract through the BUIRA website: http://www.buira.org/submit

If you would like to propose a stream or special session, please send a proposal to admin@buira.org by 20th December 2017.

BUIRA conference abstract template

Title:

Brief outline (100 words):

Methodology (150 words):

Key findings (250 words):

References:

 

 BUIRA Conference 2018

The return of politics to employment relations

Middlesex University, London Wednesday 27 to Friday 29 June 2018

 

Howell (2005) observes that the emergence of the “third system of industrial relations” in the UK – from 1979 - is one that, among the institutional issues, removed employment relations as a high profile political issue in public life.  While the Winter of Discontent made industrial relations the primary political national issue in the 1979 general election, by the time the Employment Relations Bill was being debated in 1998-9 it attracted low key media or even parliamentary attention.  If the neoliberal age has been one which has institutionally sidelined the notion of collective worker representation, it has also been one that has attempted to ideologically individualise the employment relationship into a market transactional one.

In 2017, the situation seems to have changed.  The underlying ideological predisposition that the employment relationship is a consensual voluntary market transaction is a lot less certain among a significant proportion of working people who instead see unfairness and futility.  In the UK, while unemployment is relatively low, ‘underemployment’ and the perceptions of insecurity, precarity, ‘bad jobs’ and inequality are high.  Similar tensions are reported across the developed world.  These changes could be partly the longer-term consequence of the global financial crisis of 2007/8, of global and national austerity or of the way in which globalisation has affected jobs in adjusting the global north to the global south. The politics surrounding the (un)fairness of the system governing work and employment are now acute and are beginning to challenge the assumptions underpinning key institutions governing the system as a whole. 

It is difficult to pin an exact location for this ‘disruption’ but its manifestations are evident.  While workplace collective bargaining remains dormant outside the shrunken domains of public sector and established large employers, the levels of discontent among the ‘unorganised’ are growing. This includes legal and small scale collective challenges to practices associated with the ‘gig economy’ (a prominent theme discussed at BUIRA 2017); and the return of industrial relations policy as a contested ideological agenda at national level politics (with Labour now championing trade union rights and the Conservative government seeming to need to address perceptions of unfairness with a more paternalist reform agenda on issues such as corporate governance and pay inequality.  The Conservatives’ apparent change of direction is of particular interest as it seems to mark an important symbolic break with the cornerstone principle of laissez-faire market individualism that has underpinned government policy since Thatcher in 1979.

Such re-politicisation of work and employment has not just been a UK phenomenon.  The Trump phenomenon in the US, with its rhetoric of protectionism and anti-immigration, has also arguably been based on a populist challenge to the prevailing neoliberal orthodoxy of open markets. .  In France the direction seems to be equal and opposite: the reforming Macron government seems intent on market-based reforms to labour laws more in line with the neoliberal agenda falling out of favour elsewhere.

Although we welcome papers that concern any area of industrial relations, theoretical contributions in relation to the changes we’re observing in the relationship between politics and employment are particularly welcome, as well as papers concerning topics under the following headings:

  • State regulation and unions
  • Individual employment rights and juridification
  • Migration and freedom of movement
  • Work and inequality
  • Corporate governance and worker voice
  • Regulating the gig economy

 

 

27th November 2017

Sir Peter Carr 1930-2017 Obituary

Former member of BUIRA, Peter Carr, who has died aged 87, had a remarkable and varied career, including in industrial relations and as a leader of health service improvement. His focus was always on promoting productivity through constructive bargaining as a partnership between employers and workers, represented by unions.

 

Peter grew up in Mexborough, Yorkshire, the son of George Carr, a printer on the South Yorkshire Times, and his wife, Marjorie (nee Tailby), who engaged in entrepreneurial endeavours such as making sandwiches for working men’s clubs. Peter’s first job after leaving school, aged 13, was as a building-site joiner. His leadership skills were already apparent and he was soon working as site manager. This was interrupted by national service with the Royal Air Force mountain rescue team between 1951 and 1953.

 

Sponsored by the woodworkers’ union, he then studied politics and economics at Ruskin College, Oxford. He went on to lecture in Yorkshire and Essex colleges on management, labour history and economics, his students mostly shop stewards and managers. In the 1960s he led pioneering exchange courses between UK, Swedish and French trade unions.

 

Peter took increasingly senior roles in governmental agencies: the Prices and Incomes Board; the Commission on Industrial Relations (CIR); the Advisory, Conciliation and Arbitration Service (Acas); and the Department of Employment. At the CIR and Acas, he helped to investigate, prevent and settle industrial disputes. Although as a young man he was active in the Labour party and the Fabians, Conservative as well as Labour governments repeatedly re-appointed him to key leadership roles.

 

He led international missions and was labour attaché for the UK government in Washington DC for five years from 1978. He organised study exchanges between US and UK union leaders and employers.

 

When Peter returned to the UK, he applied industrial relations skills as regional director of North East City Action, encouraging economic development. In 1990, he became chair of the Northern (English) Regional Health Authority and in this role, and subsequent ones, he led a transformation of health services. ‘His’ region became the best performing region in the UK National Health Service (NHS). He was knighted in 2007.

 

He went on to chair the English NHS Trust Development Authority, when it was established in 2011. He served diligently in various roles until he was in his mid-80s.

 

His recreations included cinema, photography, cabinetmaking, cycling, cooking and US history. He founded the Northern Screen Commission, which found settings in the north for many films, including from the Harry Potter series. His memoir, It Occurred to Me (2016), humorously charted major moments of political history in which he participated. As a Europhile, he was appalled about Brexit.

 

He is survived by his wife, Geraldine (nee Ward), whom he married in 1958, son, Steve, daughter, Alyce, and four grandchildren. (Condolence Cards to: Lady Geraldine Carr, 4 Corchester Towers, Northumberland NE45 5NP, England. Donations would be welcome to www.parkinsons.org.uk ref. ‘Sir Peter Carr No. 1000420’.)

 

Both the NHS and the US Labor and Employment Relations Association (LERA) recently honoured his many achievements. (Peter’s son Steve said that the lifetime achievement award that LERA awarded to Peter meant more to him than his Knighthood!) Three UK universities conferred hon. doctorates on him. He served in many voluntary roles, including with all of the universities in north east England. For example, he was formerly a member of the Court, Newcastle University and of the Advisory Board, Newcastle University Business School.

 

To celebrate Peter’s life, there will be a memorial event in the Kings Hall at Newcastle University, at 3.30pm on 18 December 2017.  For details contact Melanie Reed, Events Manager, Newcastle University: melanie.reed@newcastle.ac.uk

Those wishing to contribute to the memorial event, please contact Steve:  stevecarr4@me.com

 

This obituary draws on a published obituary that also includes a photo of Sir Peter Carr: https://www.theguardian.com/society/2017/nov/15/sir-peter-carr-obituary

 

Greg J. Bamber
Professor/Co-Director, Australian Consortium for Research in Employment & Work

Monash University, Melbourne, Australia

Visiting Professor, Newcastle University, UK

 

www.linkedin.com/in/gregjbamber

22nd November 2017

CALL FOR PAPERS: Fourth Bi-Annual Fairness at Work Conference: 'Justice at Work: Challenges and Possibilities’, University of Manchester's Work & Equalities Institute (WEI).

The University of Manchester

Work & Equalities Institute (WEI)

 

Fourth Bi-Annual Fairness at Work Conference

'Justice at Work: Challenges and Possibilities’

 

Date: 10th & 11th September 2018

Venue: The University of Manchester

CALL FOR PAPERS

 

Building on the three previous Fairness at Work Conferences at the University of Manchester (in 2012, 2014, and 2016), the 2018 conference aims to bring together academics and practitioners to discuss strategic issues on the subject of justice and fairness at work. The last two years have seen a major shift in the political environment and an emergence of a politics of national insularity. Yet at the same time major strides have been made in raising awareness and support for living wage campaigns and improving workplace justice.  The conference aims to discuss developments in our understandings of the impact of technological changes (e.g. the gig economy), the changing experiences of work amongst groups of vulnerable workers (e.g. younger workers), the impact of an increasingly hostile context on notions of justice and fairness at the workplace (e.g. a greater challenge to minority rights) and the responses and roles of trade unions and other civil society organisations in dealing with such challenges.

 

The conference is being held in Manchester at the same time as the 150th Annual Conference of the UK’s Trade Unions Congress and will organise sessions linked to the TUC conference themes, with invited speakers and activities focused on the future of trade unions and worker regulation and rights.  The TUC was founded in Manchester in 1868 and the WEI Fairness at Work conference will include social and cultural activities linked to the labour history and struggles for equality of the city. 

    

Papers are invited on these developments in the areas of fair treatment at work, diversity and equality, stress and well-being, dignity at work, employment regulation, worker participation, trade unionism, technology and work, and key elements of employment relations such as pay, pensions and working time.

 

Cost: £200 Waged (£50 unwaged): includes all food and drink plus the conference dinner

Abstract submission: Please email 500-word abstracts or 1000-word for sessions by 1st  March 2018 tofairwrcconferences@mbs.ac.uk 

 

About the Work & Equalities Institute: The Work & Equalities Institute brings together the European Work and Employment Research Centre and Fairness at Work Research Centre with expertise across human resource management, industrial relations, labour economics, organisational psychology, and employment law. The team has a track record, built over more than twenty five years, of informing the evidence-base and policy agenda of the European Commission, the European Parliament, and the United Nations’ International Labour Organisation, as well as national organisations such as the Equality and Human Rights Commission, and others. WEI’s research is being used in knowledge exchange, dialogue and debate with key stakeholders and policy makers, and makes informed contributions to policy formation and practice.https://www.mbs.ac.uk/research/centres-and-institutes/work-and-equalities-institute/

21st November 2017

VACANCY - POST OF REGIONAL ORGANISER FOR THE NORTH EAST AREA (BASED IN MANCHESTER), EQUITY

If anyone is interested in the below job, please contact Ian for further information and relevant job advert and attachments.

Ian Manborde

Equalities

Diversity Organiser, Equity

T: 020 7670 0273

M: 07595 201 640

Email: imanborde@EQUITY.ORG.UK

JOB CONTEXT FOR THE POST OF REGIONAL ORGANISER FOR THE NORTH EAST AREA (BASED IN MANCHESTER), EQUITY

 Equity

 

Equity is the UK trade union for professional performers and creative practitioners. As a leading industry organisation, Equity is known and respected nationally and internationally for the work we do with, and on behalf of, our members working across all areas of the entertainment industry.

 

We are a campaigning and organising union and proud of our strong record of taking the things that matter to our members to parliament and other centres of influence. Members are at the heart of all the union’s activities and by getting involved they drive forward the work of the union.

 

Equity works to support its 42,000+ members by negotiating their terms and conditions including fee structures with all kinds of employers and employer’s groups.

 

Background

 

The union has a team of staff in offices across the UK who have a wealth of experience and expertise when it comes to advice and representation. They are able to deal with the issues raised by members working in all areas of the industry whether it be a major feature film, a theatre in education show, radio voice overs, a circus act or any other live or recorded work.

 

The post of Regional Organiser for the North East Area works within a small team of highly skilled organisers dedicated to representing, protecting and promoting the interests of our members and plays a key role in organising, representing and supporting Equity members working in both live entertainment and recorded media in Yorkshire and the North East of England. As the current contract expires at the end of 2017, we are seeking to appoint from 2018 onwards.

 

We have Regional Organisers for the North East, North West, Midlands and South East Areas of the UK and National Organisers for Scotland & Northern Ireland, and Wales and the South West of England.  They are responsible for the monitoring and enforcing of collective agreements, leading negotiations with employers for revision of agreements and establishing new agreements. They manage a regional casework load and represent members in dispute with employers. Their day-to-day work includes responding to queries from members and giving advice on interpretation of agreements and enquiries arising from individual engagements. 

Equity, Guild House, Upper St Martin's Lane, London WC2H 9EG

www.equity.org.uk   

 

Find Equity on Facebook at www.facebook.com/pages/Equity/29887547393 & Twitter at twitter.com/EquityUK

 

20th November 2017

Reminder - CIPD Applied Research Conference 2017

There's still time to register for the CIPD Applied Research Conference, taking place this year in Glasgow, on 30 November and 1 December, 2017. 

The Applied Research Conference (ARC) is an annual meeting place for researchers and practitioners working in people management, employment policy and related fields. It is an interdisciplinary conference that covers a wide range of aspects of people management, employment, learning and development and organisational development.

Register now »

The conference starts on the evening of Thursday 30 November with practical workshops. The main programme on Friday 1 December centers on 35 research papers grouped into 15 thematic streams.


Don't miss out on hearing informative keynote presentations from:

  • Professor Kim Hoque and Dr Lisa Cameron MP on disability at work
  • Professor Eva Demerouti on work engagement and job crafting

Take a look at the full programme and booking information here.

ARC holds a unique place in strengthening links between academic research and HR practice. Join us to hear about cutting edge research, discuss how it can be applied in policy and practice, and network with like-minded researchers and practitioners.

We look forward to welcoming you to the event. Please feel free to forward this email on to any collaegues who you think may be interested in attending.

8th November 2017

Central London BUIRA Seminar: European Social Dialogue

Philippe Pochet (General Director, European Trade Union Institute) on What is the Role of Employers and what are the Hopes for the Future?

Werner Buelen (European Federation of Building and Woodworkers) on The Difficulties and Reality of the European Social Dialogue for Trade Unions

Discussant: Professor Richard Hyman (LSE)

 

Friday 24 November 201710.30am – 12.30pm, followed by buffet lunch

University of Westminster, 35 Marylebone Road, London NW1 5LS

(opposite Madame Tussauds and nearly opposite Baker Street tube)
Room 
C385 (lunch C287)

 

For further details and to reserve a place, contact Linda Clarke (clarkel@wmin.ac.uk)

 

This regular monthly seminar is focused on European Social Dialogue (ESD), which celebrated its 30thanniversary in 2015, and we are extremely lucky that Philippe Pochet, has agreed to speak on this. Philippe is General Director of the ETUI and visiting lecturer at the Université catholique de Louvain (UCL) and the College of Europe, having previously been Director of the Observatoire social européen (OSE). The ESD remains one of the pillars of social Europe and an important element of European integration, though since the beginning of the millennium it has lost much of its momentum. His aim is to speak about the strategy of the different EU actors, in particular the employers’ organisations and European multinationals in the ESD, and to consider the ESD’s possible revival following the crises of European integration and threats to the internal market. Werner Buelen, Political Secretary Construction, from the European Federation of Building and Woodworkers will then follow with a critical account of the reality and results of the ESD.Richard Hyman, author with Rebecca Gumbrell McCormick of Trade Unions in Western Europe, has agreed to act as discussant.

 

The subject is highly topical in the light of the Brexit debate and the seminar provides an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke,  clarkel@wmin.ac.uk or020350 66528

7th November 2017

VACANCY – Senior Lecturer in International Human Resource Management

Newcastle University Business School – Senior Lecturer in International Human Resource Management

The vacancy closes on 29th November and is listed also on jobs.ac.uk: http://www.jobs.ac.uk/job/BFJ051/senior-lecturer-in-international-human-resource-management-b94857a/

Applications are via the HR job vacancies website: https://vacancies.ncl.ac.uk/LoginV2.aspx

6th November 2017

A Symposium On Public Sector Pay And Workforce Issues: The End Of Austerity?

 

The University Of Greenwich Work And Employment Research Unit And Public Services International Research Unit Present

 

A Symposium On Public Sector Pay And Workforce Issues: The End Of Austerity?

 

Wednesday 29 november 2017. 13.00 – 18.00

 

Venue: Room HH102, Hamilton House, Park Vista, Greenwich, SE10 9LZ

 

This symposium brings together a range of speakers to discuss the current state of public sector pay and workforce issues.  We will look at what has happened to pay and the workforce in the public sector over the years of the Government pay policy, with up-to-date assessments from key participants in the debate. We have several speakers with different perspectives to help build the bigger picture. In recent months, the question of lifting the 1% cap on public sector pay has risen to the top of the political agenda. There are claims and counter claims about whether public or private sector workers are paid more and these claims will be tested.

 

Chair: Professor Sian Moore, University of Greenwich

 

Keynote speakers:

 

Ken Mulkearn, (Editor/author of Pay in the Public Services 2017, published by Incomes Data Research). Ken will cover recent pay outcomes and what they indicate for policy, where policy might be headed and the influences on this (labour markets, Government stance, unions, LP policy). He will also cover the key issues for policy-makers – comparability, pay progression, pay setting machinery, supply and inflation/catch-up.

 

Joshua Rawlings, (Economic Researcher, Office for National Statistics). Joshua’s presentation will cover information around the factors affecting earnings using ASHE. The presentation focuses in particular on the differences in public and private sector pay. It presents two statistical models which explore the relationship between mean hourly earnings excluding overtime and a range of independent variables, the estimates of which are based on the 2016 ASHE data and includes a control for the size of the organisation.

 

Other Speakers

 

David Powell, (Senior salary officer NEU (NUT section, following the merger with ATL)) will cover pay developments in schools, Academies and the STRB. The talk will set out the impact of public sector pay policy since 2010 on teachers in schools and academies.  The following issues will be covered: pay restraint; the breakup of the national teacher pay structure; the imposition of performance-related pay; and the consequences of these policy developments for teacher recruitment and retention.

 

Peter Gordon, (Head of terms and conditions of service, British Medical Association) will cover the junior doctors’ dispute and the role of the DDPRB. He will outline the BMA’s interactions with the DDRB (doctors’ pay review body), talk about the junior doctor contract dispute before finishing with a short section on negotiating during austerity.

 

Gerry O’Dwyer, (National Officer Royal College of Nursing). Pay developments for NHS staff. Gerry will highlight the issues in respect of the 2017/18 NHS pay round and the ‘claim’ made by unions to the Chancellor in advance of the submission of evidence to the NHS Pay Review Body. This will cover in particular the position of nurses and health care assistants and will highlight the issues that have caused them most concern during the period of austerity. He will also discuss the RCN’s successful  ‘Scrap the Cap campaign’, as well as the challenges that the RCN can face in considering industrial action.

 

Dave Penman, (General Secretary, First Division Association): Dave will consider the impact of pay policy on senior civil servants and the issues of recruitment and retention of skilled employees in the senior civil service.

 

A panel of experts will then discuss the issues raised

 

Nicola Allison, Remuneration Advisor, Office of Manpower Economics

Heather Wakefield, National Negotiations Officer for Local Government, Unison and Visiting Fellow, University of Greenwich

Professor Ian Kessler, Kings College London.

 

This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:

 

 https://www.eventbrite.co.uk/e/a-symposium-on-public-sector-pay-and-workforce-the-end-of-austerity-tickets-39015529499?aff=es2 

 

How To Find Us

 

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ

Telephone: +44 20 8331 9083 E-mail:i3centre@gre.ac.uk

3rd November 2017

Call for the next BUIRA stewardship 2019-2022

Since it was first established, BUIRA has been overseen by a team of stewards and an Executive Board. Currently the stewardship structure includes officers with responsibility for communications, membership, conference/events and financing. The tenure of each stewardship team is 3 years and the team is expected to host the BUIRA annual conference in the last year of tenure.

We are now open to proposals for a takeover of the stewardship after the 2019 annual conference held at Newcastle.  The tenure will be from 2019 – 2022 during which time will include the celebration the 70th anniversary of the establishment of BUIRA.  

Ideally, the stewards team will be co-located within the same institution, but proposals for teams made of individuals at different institutions will also be considered.

Proposals should include names of stewards for the following roles:

  • President
  • Treasurer
  • Membership officer
  • Communications officer
  • Conference and Events officer

Informal enquiries may be made to jo.mcbride@newcastle.ac.uk and ana.lopes@ncl.ac.uk

2nd November 2017

Call For Papers - BUIRA Conference 2018

Call for Papers

BUIRA Conference 2018

The return of politics to employment relations

Middlesex University, London Wednesday 27 to Friday 29 June 2018

 

Howell (2005) observes that the emergence of the “third system of industrial relations” in the UK – from 1979 - is one that, among the institutional issues, removed employment relations as a high profile political issue in public life.  While the Winter of Discontent made industrial relations the primary political national issue in the 1979 general election, by the time the Employment Relations Bill was being debated in 1998-9 it attracted low key media or even parliamentary attention.  If the neoliberal age has been one which has institutionally sidelined the notion of collective worker representation, it has also been one that has attempted to ideologically individualise the employment relationship into a market transactional one.

In 2017, the situation seems to have changed.  The underlying ideological predisposition that the employment relationship is a consensual voluntary market transaction is a lot less certain among a significant proportion of working people who instead see unfairness and futility.  In the UK, while unemployment is relatively low, ‘underemployment’ and the perceptions of insecurity, precarity, ‘bad jobs’ and inequality are high.  Similar tensions are reported across the developed world.  These changes could be partly the longer-term consequence of the global financial crisis of 2007/8, of global and national austerity or of the way in which globalisation has affected jobs in adjusting the global north to the global south. The politics surrounding the (un)fairness of the system governing work and employment are now acute and are beginning to challenge the assumptions underpinning key institutions governing the system as a whole. 

It is difficult to pin an exact location for this ‘disruption’ but its manifestations are evident.  While workplace collective bargaining remains dormant outside the shrunken domains of public sector and established large employers, the levels of discontent among the ‘unorganised’ are growing. This includes legal and small scale collective challenges to practices associated with the ‘gig economy’ (a prominent theme discussed at BUIRA 2017); and the return of industrial relations policy as a contested ideological agenda at national level politics (with Labour now championing trade union rights and the Conservative government seeming to need to address perceptions of unfairness with a more paternalist reform agenda on issues such as corporate governance and pay inequality.  The Conservatives’ apparent change of direction is of particular interest as it seems to mark an important symbolic break with the cornerstone principle of laissez-faire market individualism that has underpinned government policy since Thatcher in 1979.

Such re-politicisation of work and employment has not just been a UK phenomenon.  The Trump phenomenon in the US, with its rhetoric of protectionism and anti-immigration, has also arguably been based on a populist challenge to the prevailing neoliberal orthodoxy of open markets. .  In France the direction seems to be equal and opposite: the reforming Macron government seems intent on market-based reforms to labour laws more in line with the neoliberal agenda falling out of favour elsewhere.

Although we welcome papers that concern any area of industrial relations, theoretical contributions in relation to the changes we’re observing in the relationship between politics and employment are particularly welcome, as well as papers concerning topics under the following headings:

  • State regulation and unions
  • Individual employment rights and juridification
  • Migration and freedom of movement
  • Work and inequality
  • Corporate governance and worker voice
  • Regulating the gig economy

 

The call for papers is open until 30th January 2018.

Please use template provided below and submit abstract through the BUIRA website: https://www.buira.org/

If you would like to propose a stream or special session, please send a proposal to admin@buira.org by 20th December 2017.

 

BUIRA conference abstract template

Title:

Brief outline (100 words):

Methodology (150 words):

Key findings (250 words):

References:

2nd November 2017

Academy of Social Sciences | eBulletin October/November 2017

ACADEMY E-BULLETIN OCTOBER/NOVEMBER 2017

 

For all news about the Academy and its Campaign visit www.acss.org.uk and campaignforsocialscience.org.uk

 ACADEMY NEWS

 

NEW FELLOWS

Earlier this month the Academy has conferred the award of Fellow on 69 leading social scientists. The new Fellows are drawn from academics, practitioners and policymakers across the social sciences. They have been recognised after an extensive peer review process for the excellence and impact of their work through the use of social science for public benefit. This includes substantial contributions and leadership in various fields, including higher education, social, economic and environmental policy, government, law, charitable foundations and think tanks.

Announcing the conferment, Professor Roger Goodman FAcSS, Chair of the Academy said, “Each new distinguished Fellow has been recognised for their outstanding and impactful contributions in their respective fields, and will prove invaluable additions to the range of expertise within the Academy. This speaks not only to the power and scope of the social sciences to address the big issues of our time, but also to the growing depth and breadth of representation within the Academy as the voice of the social science community as a whole.” More (including full list)

 

REF SUB-PANEL MEMBERSHIP APPLICATIONS

HEFCE has begun the work of recruiting people to serve as members of the Sub-Panels for the next REF exercise. The information is here and here.

Nomination is via subject associations. We are ready, as with the recruitment of chairs, to confirm Fellowship for individuals, giving the date of conferment and confirming that they remain in good standing with the Academy (which means that the individual has not resigned or lapsed their Fellowship and their subscription is up to date). Once you know you are being nominated, please write to Jordene Sewell to request this, noting which learned society is nominating you and for which Sub-Panel.

 

NEW ESRC HEAD

The Academy of Social Sciences congratulates Professor Jennifer Rubin of King’s College London on her appointment as Executive Chair of the Economic and Social Research Council.  The ESRC needs to be a strong voice for using a wide range of types of rigorous social science research and evidence in the new problem-driven funds of UKRI – for example in addressing industrial strategy and global challenges. It also needs to support a strong social science base of many different types of social science, including basic, descriptive and causal research across all disciplines. We are sure that under Professor Rubin’s leadership the ESRC will continue to recognise the importance of maintaining and extending the excellence of the strong social science base in the UK. We look forward to working with Professor Rubin both to promote the best use of social science evidence and to ensure support for existing strengths in UK social sciences, as well as their further development.

 

NOMINATIONS

The closing date for receipt of Fellowship nominations for the winter round is Friday 24th November. Guidelines and Forms are available from the Academy website.

 NEW WEBSITE

We are delighted to launch our new-look website, with improved functionality and stability. Do please take a look.

 

ACADEMY EVENTS

 

PRESIDENT’S LUNCH 2017 – Edinburgh, 14th December – NOW BOOKING

This year the lunch returns to the Royal Society of Edinburgh and will be held on Thursday 14th December 2017. We are delighted that John Swinney MSP, Deputy First Minister, will speak at the event. This is the annual highlight of the Academy’s calendar; an opportunity for Fellows, member learned societies and their guests to enjoy high level networking in elegant and congenial surroundings. Newly conferred Fellows may also be presented with their certificate by the President at the event. Learned Societies may take whole or part tables (tables will seat 8 people). Tickets are available here.

 

CfSS 5th ANNUAL SAGE PUBLISHING LECTURE 2017 – ‘EDUCATIONAL INEQUALITY IN A POPULIST ERA’ – 21st November

The Rt Hon Lord (David) Willetts FAcSS, former Minister of State (Department for Business, Innovation and Skills) (Universities and Science), is confirmed as respondent for the lecture to be given on ‘Educational Inequality in a Populist Era’ by Professor Louise Richardson FAcSS, Vice-Chancellor of the University of Oxford. The event will take place at 61 Whitehall, London SW1A 2ET, on the evening of Tuesday 21st November 2017. Fellows and Learned Societies should have received an email invitation with a link for booking places, which are free.

 

INTERNATIONAL AND MULTI-DISCIPLINARY PERSPECTIVES ON EVIDENCE-BASED POLICY (London 4th December)

Part of the seminar series organised by the Academy’s International Advisory Group. Seminar 4: ‘Historical and International Perspectives on Health’ will take place at 33 Finsbury Square, London EC2A 1AG on 4th December 2017. More

CAMPAIGN FOR SOCIAL SCIENCE NEWS

 

STRATEGIC LEADERSHIP FORUM (SLF) EXAMINES ROLE OF SOCIAL SCIENCE IN INDUSTRIAL STRATEGY

The first meeting of the Campaign for Social Science’s newly convened Strategic Leadership Forum on 10 October considered how the social sciences could most effectively contribute to the emerging priorities of the government’s industrial strategy. Bringing together leaders from across academia, the public sector and industry, the SLF addressed two major themes: the role of the social sciences in solving the ‘productivity puzzle’, and how to make more effective use of social science expertise by forging new links across business and social enterprise.  The meeting included an excellent talk from Andy Haldane FAcSS, Chief Economist at the Bank of England, on the productivity challenges facing the UK. Participants agreed various means by which members of the Forum can help showcase the ways in which they are deeply engaged with the challenges of regional development and industrial strategy, and the global challenges set by UKRI.

The SLF is one of the benefits available to Silver and Gold level members of the CfSS Supporter Scheme. It brings together social science leaders to discuss key topics, foster learning and strengthen strategic relationships across the sector. It offers social science leaders a unique opportunity to engage with current and forthcoming policy issues and hear from colleagues in the sector, external decision makers, influencers and thought leaders. Its goal is to examine what the Campaign for Social Science can do to promote the prospects of social science, including research funding, and to work more closely with HEIs and Learned Societies to do so.

More information about joining the scheme is available by emailing the Campaign team.

 

“PATHWAYS TO IMPACT IN THE WELSH GOVERNMENT AND NATIONAL ASSEMBLY OF WALES” TOOLKIT

The Campaign for Social Science launched a new online tool-kit Pathways to impact: a practical guide for researchers, in collaboration with Cardiff University. The online tool-kit is designed to help new researchers improve their political impact by providing guidance to link social science evidence more closely to the policy making process, with a focus on the Welsh Government and National Assembly for Wales.

A series of straightforward recommendations outlines how to make sure research stands out and is most effectively put into action by civil servants, parliamentarians, and Ministers. There are four broad themes: understanding the political context and landscape; engagement and maximising impact; credibility and independence; overcoming obstacles. More

 

Policy Monitor for October– our monthly compendium of official consultations relevant to our community, is also available in an online searchable form on the Campaign website

 POLICY WORK

From our Head of Policy: Sharon Witherspoon MBE FAcSS

During October we have continued our engagement with the ESRC and UKRI over the longitudinal studies review, data access and industrial strategy.  We remain concerned that the Industrial Strategy Challenge Fund needs to consider not only the social science elements of the current challenges identified so far under the industrial strategy, but also the ‘horizontal’ elements that might lead to strategic consideration of productivity and regional differences, including experiments that might explore how to improve productivity.

We held fruitful meetings with our Learned Society members at the end of September and again at the British Academy in early October about the work that they are already doing to engage with practitioners and professionals outside academic that might inform our engagement with the ESRC and UKRI.  We are preparing a template and plan to circula