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

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 8^th 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

Subscribe  /  Unsubscribe  /  Membership                                                        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: 5.00 2.00 10.00 20.00 50.00 100.00 200.00 500.00 1000.00 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.

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 16^th 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

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.

17th 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 20^th, 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 21^st 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 19^th 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 31^st 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

14th March 2019

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

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

Subscribe  /  Unsubscribe  /  Membership                                                        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    Your support Why? Amount in Euro: 5.00 2.00 10.00 20.00 50.00 100.00 200.00 500.00 1000.00 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.

14th March 2019

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

14th March 2019

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

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 1^st September, 2019

Papers finalised and sent to the publisher 1^st 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: 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 1^st September, 2019

Papers finalised and sent to the publisher 1^st 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.

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

8th March 2019

Public Sector Pay and Employment

8th March 2019

ILERA announcement – 5 March 2019

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 20^th 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 7^th 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

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

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 11^th 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

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**

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 16^th 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 6^th 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 13^th 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 8^th 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

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, 14^th 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 12^th 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 4^th 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 21^st 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 21^st 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 12^th 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

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.

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

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

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

1st October 2018

Walter Citrine and the Changing International Environment, 1920-1945

BUIRA History of Industrial Relations Study Group

TUC: 150^th 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 6^th 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

24th September 2018

BUIRA PhD Network Symposium 2018 Philosophy, Paradigms, and Programmes of enquiry in Management and Work Related Doctoral Research

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.

10th September 2018

AIRAANZ 2019: ''Global Work, Quality Work" 12-14 February 2019, RMIT University, Melbourne

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, 1^st 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

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: 150^th 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

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!

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 150^th 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 27^th 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?

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.

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:

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.

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

 PD - Professor and Director, Centre for Global Business

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 30^th 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

2. 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

3. Political Funds 129

The Nature of Trade Union Political Funds 129 | Reform of Political Funds 131

4. Facilities Time and Check-Off 134 Facilities Time 134 | Check-Off 138
5. 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 24^th 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 30^th 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 30^th 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 environments, healthcare, research, and industry(covering employment and future technical progress).

Full Policy report and debate “On AI and Robotics” (Industry, Work, Employment ...).   Available at:

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: 

14.00-15.30. Diverse 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 uses: Chair: 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

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 27^thJune

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 28^thJune

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 30^thJune

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-Hodess, Worker 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

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 150^th 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:

10^th May 2018, 2-5pm, Symposium on Exploitative Work, Cardiff Business School

10^th May 2018, 7-10pm, Conference dinner, Cardiff Bay

11^th 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, 14^th 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 8^th 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 150^th 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

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, 14^th 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 21^th 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, 21^st 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 information: our 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 6^th 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 150^th 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

11^th 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 15^th 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 150^th 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 31^st  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: 22^nd of March 2018, 13.15-15.00

Location: C205, College Building, Middlesex 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

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 21^th 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

9th February 2018

Fully Funded Research Studentships Available

Middlesex University Business School is offering 4 fully funded research studentships for 2018. Among 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 16^th 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 questions, Greg J. Bamber, Timothy Bartram, Pauline Stanton (pp. 1216 - 1227)

HRM and innovative work behaviour: a systematic literature review, Anna Bos-Nehles, Maarten Renkema, Maike Janssen (pp. 1228 - 1253)

Disentangling workplace innovation: a systematic literature review, Iryna Prus,Raoul C.D. Nacamulli, Alessandra Lazazzara (pp. 1254 - 1279)

Employee share ownership and organisational performance: a tentative opening of the black box, Keith Whitfield, Andrew Pendleton, Sukanya Sengupta, Katy Huxley (pp. 1280 - 1296)

Why sharing is synergy: The role of decentralized control mechanisms and centralized HR capabilities in creating HR shared service value, Marco Maatman, Jeroen Meijerink (pp. 1297 - 1317)

High-performance work system and employee creativity: The roles of perceived organisational support and devolved management, Guiyao Tang,Bingjie Yu, Fang Lee Cooke, Yang Chen(pp. 1318 - 1334)

Strategic flexibility, innovative HR practices, and firm performance: A moderated mediation model, Lin Xiu,Xin Liang, Zhao Chen, Wei Xu (pp. 1335 - 1357)

Contextual ambidexterity and innovation in healthcare in India: the role of HRM, Ashish Malik, Brendan Boyle,Rebecca Mitchell (pp. 1358 - 1380)

Innovation programs at the workplace for workers with an intellectual disability: Two case studies in large Australian organisations, Hannah Meacham, Jillian Cavanagh, Amie Shaw,Timothy Bartram (pp. 1381 - 1396)

Are new organisations at the cutting edge of employment relations innovation?David Peetz, Olav Muurlink, Keith Townsend, Adrian Wilkinson, Madeleine Brabant (pp. 1397 - 1413)

Independent professionals and the potential for HRM innovation, Tui McKeown, Robyn Cochrane (pp. 1414 - 1433)

Opening the black box: The mediating roles of organisational systems and ambidexterity in the HRM-performance link in public sector organisations, Geoff Plimmer, Jane Bryson, Stephen 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 21^st 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 21^st 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 18^th April 2018

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

Alliance Manchester Business School East, Room B4

2nd February 2018

BUIRA 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 16^th 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 70^th 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 & 11^th 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 150^th 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.