Following the success of last year’s inaugural workshop in Dublin, the 2nd EIASM Workshop on People Analytics and Algorithmic Management (PAAM) will be held at the University of Leeds on 21st & 22nd June 2023. The workshop is designed to bring together leading and emerging scholars working in the area of PAAM across disciplines. We therefore would like to emphasise the multidisciplinary nature of this forum and hence, we welcome contributions from a diverse array of management subject areas such as human resource management and employment relations, work and organisational psychology, business analytics, information systems, organization studies and business ethics as well as from other disciples such as sociology, economics, law, philosophy and computer science. The workshop has a strong developmental focus and as such encourages research which may be in progress as well as completed research. Given your interest and expertise in this field we hope you migh consider submitting a paper and joining us in Leeds.
Topics of interest include (but are not limited to) the following:
• Institutional and contextual factors in the adoption and use of analytics in HR in organisations;
• The specific use of analytics and insights in different HR domains (e.g. performance management, recruitment and selection, learning and development, etc.);
• Use of analytics in people management outside HR;
• A theory-led understanding of HR analytics legitimacy, maturity and impact;
• The role of Analytics for the HR’s legitimacy in organisations;
• Growth and development of HR Analytics functions;
• Analytics in HR and People Management in SMEs;
• Roles, capabilities and career paths of HR Analytics professionals;
• The role of AI-driven HR technologies and solutions in HR and People Management;
• The use Analytics insights informing decision-making by non-HR users;
• Users of Analytics in HR and People Management (e.g. HRBPs versus CHRO versus employees vs customers).
• Analytics and employee voice;
• Analytics and employee well-being;
• Algorithmic management in HR and People Management;
• Algorithmic management and precarious work;
• Processes and compliance in Analytics in HR and People Management;
• Continuous improvement and project management methodologies in HR Analytics;
• Social and ethical challenges for Analytics in HR and People Management.
Full details of the workshop and call for papers can be found here. Note the deadline for abstract submission is Friday 3rd March 2023.
Thanks to the sponsorship of the University of Leeds, a limited number of bursaries are available to help cover the travel and participation costs of PhD students and early career scholars (typically 3 years or less since completing a PhD) who do not have access to institutional support to meet these costs. These will be awarded competitively.
We hope to see you in Leeds in June!
Andy Charlwood, Maria Belizón and Jeroen Mejerink (workshop co-chairs)
To hear more from the TUF: http://eepurl.com/h7nhIz
11am New Labour at work: framing the debate
- Peter Ackers (Industrial Relations historian)
11.30am Witness Panel: New Labour’s contested legacy
- Jon Cruddas (Labour MP), Ian McCartney (former Labour Minister)
- John Monks (former Gen Sec TUC & ETUC), Chair: Helen Hague (journalist)
2pm New Labour in History
- Patrick Diamond (Historian of New Labour)
3pm Coffee break
3.30pm After New Labour: wider policy lessons
- Anne-Marie Greene (Industrial Relations academic)
- Sarah Veale (former TUC head Equality and Employment Rights)
Close at 4.30pm
Ticket cost: £20 (includes lunch & refreshments)
GLI is advertising for a 6-month researcher/educator post up in Manchester. The post will involve working with the UK and international trade union movement, and will no doubt be very interesting. Please share it with your students or anyone else who you think might be interested.
Manchester Industrial Relations Society-CIPD Arthur Priest Memorial Lecture – Thursday 9 February 6-7.30pm
Madeleine Wyatt, Reader in Diversity and Inclusion, King’s College London
Learning your Lines: Promotion Scripts and the Career Progression of Minoritized Employees
How employees make it to the top is a central question in organizational research and practice. It’s often assumed that it’s up to individuals to strategize how to navigate promotions but to do this they need to know the ‘script’, which includes what to do and how to do it. In this talk I’ll be presenting a qualitative study that investigated how promotion scripts to Partner are shared in a global professional services firm. I explore how women and ethnic minorities decode ‘what it takes’ to get to Partner and how promotion gatekeepers transmit these scripts. I also discuss the implications for organisations looking to foster diversity in their talent pipelines.
Madeleine Wyatt is a Reader in Diversity and Inclusion at King’s Business School and a Leverhulme Research Fellow. Her research examines equality, diversity and inclusion at work, organisational politics, and political leadership. By working with practitioners, politicians and policy makers her work provides tools for organisations and political parties to advance diversity and inclusion. She has published her work in internationally recognised peer-reviewed outlets, such as The Leadership Quarterly, Human Relations and Harvard Business Review.
This is a joint meeting with the CIPD and will be introduced by Samantha Lubanzu, Chair of the CIPD Manchester Branch.
Those wishing to attend can register at the following link
BUIRA members will be aware of the pressing threat of the Strikes (Minimum Service Levels) Bill 2022-23. https://commonslibrary.parliament.uk/research-briefings/cbp-9703/
There have been a number of insightful blogs from a number of academic commentators which may be of interest:
Professors Gregor Gall and Jim Phillips, co-editors, SLH
Acas Research Partnership: Call for proposals to undertake research to develop a taxonomy of collective workplace conflict
Deadline: please send your proposal and costs to Acas by 30 Jan 2023
Acas is seeking expressions of interest to undertake a partnership research project, to develop a taxonomy of contemporary collective workplace conflict in Britain. In addition to building an up-to-date picture of today’s differing forms of collectivism, collective issues, channels and impacts, we also seek to use this taxonomy as a reference, against which to review the suitability and fit of Acas’ own collective dispute resolution services.
Notwithstanding the current high-profile surge of stoppages across many parts of the public sector, it remains the case that for many decades the UK has experienced a reduced incidence of strike action and a dramatic contraction of collective bargaining. In 2018, only 26% of employees were covered by collective agreements (ONS, 2019). In 2011, more than three-quarters of workplaces in Britain had no union members at all (van Wanrooy et al., 2013) and by 2018 only 15% of employees in the private sector were covered by collective agreements (BEIS, 2019). The volume and type of requests for Acas intervention in relation to collective conflict reflect these patterns, with requests for collective conciliation roughly one-third of the level two decades ago (although volumes vary considerably year-on-year, with 2022/23 having seen an uptick in the collective conciliation caseload).
Conflict arising from collective relationships is not easy to measure in the round. Public accounts in the UK tend to focus most on counting incidents of industrial action, most notably via the ONS days lost and stoppages series (See for instance analysis by Dix, Sisson, Forth in The Evolution of the Modern Workplace, 2009). Yet we know that conflict involving trade unions and employers manifests in other ways: from general unease inside workplaces through to action short of a strike. Similarly, Acas collective conciliation takes place in a mix of dispute contexts, not only in relation to strike action, the threat of which as a strategy employed prior to Acas involvement was reported by only two-fifths of participants when the service was last evaluated, in 2016.
We also know that other forms of collective action having emerged. These have included ‘hashtag activism’; go-fund-me campaigns; direct action; multiple cases brought in the Employment Tribunal system and increasing use of legal challenge. We believe that in some instances the issues that escalate through these channels are sometimes similar to those tackled through traditional strike action, but in some instances, new issues are also being raised through newer channels. We wish to understand more about both the channels, and issues currently emerging as collective issues. The extent to which Acas’s existing dispute resolution services have been able to respond to these new articulations of collective conflict is variable and lies at the heart of our desire to take forward the current study.
We are therefore seeking to develop a taxonomy of contemporary collective workplace conflict in Britain: the forms of actions, the channels used, and the range of issues addressed – and how these align with union-instigated industrial action.
Initial scoping work for Acas to develop this taxonomy has already resulted in a short (unpublished) paper that serves as a useful start point for this enquiry by identifying several distinct channels of collective conflict:
- ‘traditional’ collective conflict involving issues of workplace operation channelled through collective bargaining (viz. strike action and action short of a strike)
- use of legal process to address e.g. utilising multiple claims as part of the Employment Tribunal (ET) process
- hashtag activism by employees who tackle collective workplace issues using social media channels
- Alternative channels including direct action and challenge to legal precedent
- New types of unions, engaging with workers who have, traditionally, not been covered by conventional approaches to collective organization; and high-profile legal challenges accompanied by direct action that aims to affect company reputation
- Other forms of action.
We seek to build on this initial work with a comprehensive review of current academic and relevant grey literatures, in order to arrive at a robust taxonomy. We would be interested to hear if particular sectoral or industrial patterns are associated with different types of action, and case-study examples that illustrate the different aspect of the taxonomy (issues, channels and impacts) will be of interest. We are additionally keen to enumerate the different types of action to the extent that this is possible: to build an understanding of historic patterns and to understand what potential future incidence might look like.
An important related area of enquiry for Acas is to understand how its existing collective dispute resolution offer sits within the framework of conflict that is established. For instance, for each category of conflict, what are the relevant markers that will allow Acas to identify cases, and ultimately how suitable is our current service for resolving them – where and how might we need to engage parties differently, or intervene more effectively?
To answers such questions, we wish to undertake a small round of primary research with Acas senior advisers who deliver collective conciliation work and associated advisory projects (i.e. interventions linked to disputes and often agreed as part of the settlement to a prior collective conciliation case, delivered inside workplaces involving management and employee representatives with the aim of improving employment relations). Through interviews or focus groups with these staff, the taxonomy of conflict that is developed can be refined and the suitability of Acas’s existing collective dispute resolution offer can be explored.
That said, we welcome proposals from respondents to this call, on both the scope of the enquiry and methodologies used (e.g. we would be interested to develop the primary research to also include interviews with other actors outside Acas staff).
This research will be used in two main ways by Acas:
- To widen Acas’ understanding of the topic, in order to support future policy activity in this area, as we seek to ‘forge consensus on the future of work’ (one of Acas’ strategic ambitions)
- To inform design of our collective dispute resolution services
We therefore expect to use the outputs arising from this work to make an impact on raising Acas’ profile in this subject area, as well as to add to our evidence base.
We anticipate that the main taxonomy element of the research will be reported as a document suitable for publication in our Research Papers series (https://www.acas.org.uk/research-and-commentary), although we would also be supportive of parallel publication within academic literature.
We would also like a short internal briefing paper to be produced that presents the taxonomy with a focus on how existing Acas collective dispute resolution sits within the framework of conflict that is established. This would be for internal use only, by senior operational stakeholders in Acas.
The timing for this work is tight: we need the literature review to be substantively completed and the research with staff to be undertaken by end-March 2023. There is however some flexibility around the finalisation of the written outputs arising from the research (our expectation being that reports would follow later in Spring 2023).
This partnership project will be managed by social researchers in the Research, Analysis and Insight team in Acas. Acas’ approach to developing research partnerships is not limited to work with academics and we regularly work with other organisations to sponsor and conduct research.
We anticipate close working on the design of projects and outputs. Our funding contribution will capped at a maximum of £12,000 (exc. VAT).
Applications (in the form of short, written proposals) will be considered and scored on the basis of the merits and credentials of proposals received. Additionally, all bids should signal their agreement to Acas’ standard terms and conditions. We welcome more than one proposal if you have more than one suggestion for research.
If you are interested in working with Acas and carrying out research in this area, please email email@example.com stating your interests. We will then provide details of how to apply (including scoring criteria for bids and a copy of Acas’ standard short form terms and conditions of contract).
The deadline for receipt of proposals is 10.00am on Monday 30 January 2023.
Call for Papers for a special themed section of the next issue of Workers of the World journal of the International Association of Strikes and Social Conflicts https://workersoftheworldjournal.wordpress.com
Deadline for articles is 30 March 2023
One of the most notable features of the significant revival of workers’ strikes that has been occurring recently in different countries, albeit often ignored by commentators, has been the participation, activism and driving energy demonstrated by women workers. Of course, a similar manifestation has been discernible over a number of years with diverse forms of street-based social movements across the globe, not only the #MeToo demonstrations, but also those around Black Lives Matter, climate crisis, anti-austerity, authoritarianism and war, and solidarity with Palestine, to mention just a few. Sometimes women involved in such social movement protests have carried over their activism into workplace-based forms of collective action, including strikes and demonstrations, and with increased levels of trade union membership, participation and representation.
In the light of such developments, it becomes important to revisit the nature of women’s position in the capitalist labour market, the complex relationship between women’s oppression and class exploitation, and the limits and potential of women’s role in workers’ struggles and social protests across the world.
We invite contributions to a special themed section of the next issue of Workers of the World journal that explore such issues. As well as both empirical studies and analytical interpretations, we would also invite papers not merely on contemporary developments, but also historical studies and reflections on women workers’ struggles over the past 150 years. Comparative studies of different struggles, countries and/or time periods would also be welcome.
Potential (but not exclusive) related topics are:
- The Marxist analysis of women’s oppression and its strategy for liberation based on the working-class movement for socialism
- The contribution of intersectionality analysis in the field of work and employment, and explorations of the interaction between gender and ethnicity with class
- The growth of female labour and changing composition of the labour force (including industrial variation, concentration of women’s labour force participation, and spread of precarious forms of employment) and its broader implications
- Features of gender discrimination in work and its implications, including sexual harassment
- Nature of female migrant labour and attendant issues of racism and discrimination
- The attitude of trade unions to women workers
- Women workers’ relationship to often male-dominated and male-led trade union organisations
- New specific initiatives taken to attempt to recruit women workers into trade unions, including union organising approaches
- Trade union attempts to retain and integrate women workers, including propaganda and organisational machinery and practices
- The experience of gender equality policies in trade unions
- Nature of female workers involvement, participation and activism in trade unions, including the difficulties for women trade union activism in the light of the dual burden of combining domestic work in the home and paid work outside it
- Specific challenges for black and ethnic minority workers and their representation in trade unions
- The energy, initiative and power of women workers involved in strike activity
- Solidarity for workers’ strikes and social protests expressed across gender lines
- Limits of female union representation
- Nature and dynamics of female trade union leadership, including workplace and local branch reps as well as paid union officers
- Experiences of trans women workers and the battle for rights in work
- Experience of sex worker collectives, such as the UK-based Sex Workers United branch of the United Voices of the World
- The limits and potential of legislative measures related to equal pay and other features of gender discrimination in employment
- Role of women in social protest movements
- Role of women in revolutionary social protest movements
- Attempts to fuse the struggles against women’s oppression and class exploitation
Articles on other topics unrelated to this special themed section of the journal are also welcome.
For editorial and publishing rules for Workers of the World articles see: