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The latest news from BUIRA

Engaging with employers to reduce workplace inequalities for parents and carers: the case of the flexible working toolkit

WEI webinar on Wednesday 15th July at 3pm

Engaging with employers to reduce workplace inequalities for parents and carers: the case of the flexible working toolkit

 

Liz Atkinson, Senior project officer

Rebecca Harris, Employer engagement officer

Greater Manchester Centre for Voluntary Organisations 

Hosted by the Work and Equalities Institute, in this webinar Liz Atkinson and Rebecca Harris from the Greater Manchester Centre for Voluntary Organisation will discuss the approach of the GMCVO to promoting flexible working for parents and carers who are returning to the workforce in Greater Manchester. The session will introduce the flexible working toolkit that GMCVO have co-produced with a range of employers and Returners in the Greater Manchester region. Issues of how the content and design of the toolkit were developed as well as future issues of how to measure its impact, and its increased relevance in the post-lockdown workplace, will all be discussed. This will be an interactive session and will be of interest to anyone interested in gender inequality, flexible working and how to increase the impact of their research using co-production methods with employers.

You can learn more about the toolkit here.

Please register on Eventbrite. You will receive a Zoom invitation closer to the webinar.

 

6th July 2020

The CIPD Applied Research Conference is going digital and the call for papers has been extended to 31 July 2020!

We're delighted to announce that the CIPD Applied Research Conference (ARC) is going digital, and the call for papers has been extended to 31 July 2020.

The digital conference will take place on 20-21 January 2021. The conference is an annual meeting place for academic researchers and practitioners working in people management, employment policy and related fields.


Benefits of taking part

By submitting a paper, you can help shape the content of the conference. You'll be able to share your research with peers and HR practitioners, publish your research following the conference, and be eligible for the Professor Ian Beardwell Prize with £1,000 for best applied research paper.

Submission and selection
 

We welcome papers on a wide range of subjects around the themes of work, employment and people management, including:

  • COVID-19 - impact on work and employment
  • Equality, diversity and inclusion 
  • Employee voice and empowerment
  • Health and well-being
  • New technologies at work
  • and more!

We invite two types of submissions:

  • Research paper:original empirical research
  • Evidence review:systematic review or rapid evidence assessment

Papers will be selected for:

  • relevance to the contemporary world of work, employment and people management;
  • appropriate and robust methods;
  • contribution to knowledge and understanding of the field;
  • and drawing out practical implications of the research.


Details of the submission process are available here.

6th July 2020

Ending Despotism at Work after the Coronavirus: How Power Operates in Flexible Workplaces

You and your network are invited to the above webinar by Dr  Alex J. Wood , University of Birmingham & University of Oxford, Tuesday 21 July 2020 at 16:00 - 17:00 PM Melbourne time (GMT+10) i.e. 07.00-08.00 BST. 

If you wish to attend by Zoom, please register ASAP via this  LINK  or paste into your browser:  https://www.monash.edu/business/events/webinar-how-power-and-despotism-works-in-flexible-workplaces# .

Organisers:  International Consortium for Research in Employment & Work  and  Monash Business Digitalisation Research Network , Monash Business School, Monash University, Melbourne, Australia.  

Co-hosts: Professors Greg Bamber & Fang Lee Cooke

This Webinar considers the impact of flexible scheduling on managerial power and workplace control. When we understand paid work as a power relationship, Alex argues, we see how precarious scheduling constitutes flexible despotism. He has published a book, Despotism on Demand: How Power Operates in the Flexible Workplace. The Webinar and the book are in memory of University of Cambridge Faculty of Economics Montague Burton Emeritus Professor of Industrial Relations William Brown CBE (1945–2019); a former BUIRA President; a former visitor to Monash University.

 

6th July 2020

Call for proposals to host the next ILERA European Regional Congress in 2022

Dear ILERA Executive Committee members, representatives of European ILERA National Associations, and colleagues,

I hope that this e-mail finds you all well.  In this difficult time of the Covid-19 pandemic, research and dialogue on labour and employment relations and current challenges in the labour market is more important than ever. ILERA strives to maintain its activities, and only last week the ILERA Regional Congress for the Americas was held, after an impressive transition from a regular congress to be held in Toronto to a stimulating and active online conference.

I contact you know with a call for proposals to host the next ILERA European Regional Congress in 2022. The last, 12th, European Regional Congress was successfully organized in Düsseldorf, Germany, in September 2019 on the theme of 'Perspectives of Employment Relations in Europe'.

Previous European Congresses have taken place as follows:

·        11th ILERA European Regional Congress, Milan, Italy, 8-10 September 2016

·        10th ILERA European Regional Congress, Amsterdam, Netherlands, 20-22 June 2013

·         9th IIRA European Regional Congress, Copenhagen, Denmark, 28 June - 1 July 2010

·         8th IIRA European Regional Congress, Manchester, UK, 3-6 September 2007

·         7th IIRA European Regional Congress, Lisbon, Portugal, 7-11 September 2004

·         6th IIRA European Regional Congress, Oslo, Norway, 25-29 June 2001

·         5th IIRA European Regional Congress, Dublin, Ireland, 26-29 August 1997

·         4th IIRA European Regional Congress, Helsinki, Finland, 24-26 August 1994

·         3rd IIRA European Regional Congress, Bari, Italy, 23-26 September 1991

·         2nd IIRA European Regional Congress, Herzlia, Israel, 13-17 December 1987

·         1st IIRA European Regional Congress, Vienna, Austria, 25-27 September 1984

The proposal should contain a maximum of 10 000 characters including spaces, and cover at least the following:

- tentative congress theme, programme and structure
- organization (organizers/organizing team and related associations, and organizational experience and capacity)
- location, possible venue, size/number of participants, and other logistics
- tentative timing of the congress

If you have any questions you are welcome to contact the ILERA Secretariat at ilera@ilo.org.

The proposal should be sent to ilera@ilo.org by August 26 at the latest.

The ILERA Executive Committee will assess the proposals, and make a decision on the host and location of the next European Regional Congress in September.
 
With thanks in advance and very best wishes,

Mia Rönnmar,
President of ILERA

6th July 2020

Women in Industrial Relations: Wine and Webinar

 

6th July 2020

Covid-19 : Contact/Call Centre Workers in Scotland

This report analyses the responses of 510 contact centre workers in Scotland and the hazards they face from exposure to SARS-CoV-2 and the disease Covid19. Extensive evidence of serious dangers, including no or inadequate social distancing, face-to-face contact, hotdesking, problems with HVAC (Heating Ventilation and Air Conditioning) systems. The report combines primary evidence with a critical review of including an extensive literature consisting of reports, academic articles, practitioner and government guidance. It concludes with an extended discussion section exploring the implications, Finally, a recommendations' chapter identifies important steps that should be taken to ensure contact workers' safety.

Read the report by Phil Taylor here: https://strathprints.strath.ac.uk/72600/

25th June 2020

CfP 'Climate Change and Industrial Relations’ Special Issue: Journal of Industrial Relations, Vol.64(4), September 2022

Journal of Industrial Relations (JIR)

CALL FOR PAPERS

‘Climate Change and Industrial Relations’

Special Issue: Journal of Industrial Relations, Vol.64(4), September 2022

Organisers and Special Issue Guest-Editors:

Dr Frances Flanagan, University of Sydney Business School, Australia

Dr Caleb Goods, University of Western Australia, Australia

The objective and aim of the special issue

Industrial relations and anthropogenic climate change are deeply entwined phenomena. Climate change is the product of work. Human labour is necessary at the point of fossil fuel extraction and is crucial in its manufacture into the products and infrastructures that underpin modern, emissions-intensive societies. Future shifts to low-carbon societies are similarly dependent on human labour, without which the vast programs of reconfigured transportation, housing, energy, cities, health and agricultural systems that are necessary to return humanity into a ‘safe operating space’ cannot be realised. Questions of how different forms of work are valued, organised, and regulated are thus inseverable from environmental policy: we can neither understand the environmental and social contexts for the continued promulgation of emissions-intensive practices, nor imagine and promote their alternatives, without grappling with industrial relations.

Industrial relations, in turn, have been profoundly shaped by fossil extraction processes, and the vast global production networks such fuels underpin, in the past and the present. Modern trade unions were born with the industrial revolution, and with them practices for the exercise of collective power and paradigms of rights, law, value and regulation that continue to inform the organisation of work today. More than two centuries of emissions are also shaping the nature of work in a direct physical sense, by destabilising the ecological conditions for its safe performance, changing the places that are available for human habitation and labour, and rendering the myriad systems that are crucial to work – from food supply to stable geopolitics – more precarious and crisis-prone. 2/

 

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

For this special issue, ‘Climate Change and Industrial Relations’, we invite papers that aim to advance scholarship on the mutuality of climate change and industrial relations, and add to our understanding of the ways in which climate changes shapes industrial relations, and the ways in which industrial relations shapes climate change.

We encourage authors to develop their own interpretations of this mutuality, but they may consider the following:

Labour, capital and states in the making and maintenance of fossil fuel hegemonies

  • • How have unions, employers and states participated in the making and sustaining of fossil fuel hegemonies?
  • • In what ways do fossil fuel identities, gender, worker solidarities and class interrelate?
  • • What role have ‘crises’ played (including environmental, industrial, health, financial and their inter-relation) in enabling actors to create and sustain fossil fuel hegemony?
  • • How has control over the labour process, and IR laws around issues such as bargaining, industrial action, health and safety been used to potentially sustain fossil fuel hegemonies?
  • • What are the main drivers of the fossil economy?

 

Labour, capital and states in contesting fossil fuel hegemonies

  • • What challenges and opportunities do unions face in forging solidarities with environmental organisations in contesting fossil fuel hegemonies?
  • • How do environmental, gender, industrial and class identities interrelate?
  • • What role can international labour movements and institutions play around climate issues?
  • • What are the strengths and limitations of concepts which attempt to bridge labour and environmental issues, such as ‘just transitions’; ‘energy democracy’, ‘climate justice’, the Green New Deal and the UN Sustainable Development Goals?
  • • What solidarities and strategies have been most effective in engendering change for the benefit of workers and the environment?

 

Rethinking labour regulation for climate-changed workplaces: rights, responsibilities and institutions

  • • What does attentiveness to climate change mean for the way states can and should regulate the employment relationship?
  • • Where and how can workers be empowered to act collectively in response to environmental issues at work? (e.g. workplace health and safety, bargaining, ‘emergency leave’, relative work value, ability to bargain for environmental issues, heat stress).
  • • How is ‘green’ labour (including the work involved in ecological repair and maintenance) valued, organised and regulated?
  • • Has the climate emergency triggered changed perspectives on work value and ‘skill’?

3/5

 

Varieties of (fossil) capitalism? States and regulation of labour and environment in comparative perspective

  • • How does fossil extraction and emissions complicate our view of comparative political economy?
  • • Are there emerging political economic patterns as to how climate change and labour are embedded in fossil fuel capitalism?
  • • How do regimes of migration, gender, labour and environmental regulation interact?
  • • What is happening to industrial relations in the peripheries and borderlands that are made by capital and climate?
  • • How are global production networks changing in the face of climate and other crises?

 

Submission to the special issue process:

Abstracts of between 500-1,000 words should be submitted to the Guest Editors (see contact details below) by 30 September 2020. The full paper to be submitted online to the JIR for peer review by 14 May 2021. All submitted abstracts will be examined by the Guest Editors for suitability for the special issue.

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

Symposium:

Questions related to the content and logistics of the symposium should be directed to the Guest Editors (see contact details below). While participation in the symposium is not a mandatory condition for submissions to this special issue, we strongly encourage it. The guest editors aim to host a digital symposium on 17 February 2021 (exact format to be determined).

Those who are successful will be expected to submit their full paper (formatted to JIR standards) for discussion by 3 February 2021 so that papers can be distributed (in pdf format) to other participants to read prior to the symposium. 4/5

 

Special issue – Timeline:

  • • 30 September 2020 – Submission of abstracts to the guest editors
  • • 16 October 2020 – Confirmation/acceptance of abstract and invitation to submit full paper
  • • 3 February 2021 – Full paper submission for presentation at Symposium
  • • 17 February 2021 – Symposium
  • • 14 May 2021 – Full original papers to be submitted online to the JIR for peer review
  • • 31 March 2022 – Accepted papers to be finalised/submitted online to the JIR

 

 Publication of the special issue, JIR Vol. 64(4), September 2022

 

Guidelines for contributors – Summary:

− The length of the full manuscript (including references, tables etc.) should be around 10,000 words (max). Please note that it would not be possible for us to consider papers for publication unless they are within the standard length (so longer papers are not possible to publish nor is a large number of tables/figures possible to include).

− The anonymised manuscript should include a separate title page: with the author(s) affiliation and full contact details: full name of author(s), institutional affiliation, postal and email addresses (noting the corresponding author). Authors to also provide a brief biographical note (100 word limit/author) to the title page.

− The manuscript should include a brief abstract (150-200 words) and keywords (4-5 words).

− The manuscript should follow the Harvard (author, date) system of referencing, with ‘endnotes’ (if necessary and kept brief) rather than ‘footnotes’.

− For the full JIR submission guidelines and style guide, please consult the JIR website at http://jir.sagepub.com

5/5

 

JIR online submission process:

The Journal of Industrial Relations (JIR) is hosted on SAGE Track, a web based online submission and peer review system powered by ScholarOne Manuscripts. Simply visit http://mc.manuscriptcentral.com/jir to login and submit your article online.

How to submit a manuscript to the JIR online?

1. Navigate to the JIR’s ScholarOne Manuscripts site at http://mc.manuscriptcentral.com/JIR

2. If you are not already registered, you will need to register with the system first to submit a manuscript.

3. To register, click the Create Account tab for new users.

4. Supply the requested information.

5. You will need to enter information in fields marked with a "req."

6. Please take note of the user ID and password you create, for future use to log into the system.

7. Once your account is created, click the link to log in.

8. To submit a manuscript, click the Author Center link, and then select Click here to submit a manuscript.

 

IMPORTANT: Please check whether you already have an account in the system before trying to create a new one. If you have reviewed or authored for the journal in the past year it is likely that you will have had an account created.

Contact details:

Organisers and Special Issue Guest-Editors:

Dr Frances Flanagan

University of Sydney Business School, Australia

Email: frances.flanagan@sydney.edu.au

Dr Caleb Goods

UWA, Australia

Email: caleb.goods@uwa.edu.au

Journal of Industrial Relations (JIR):

JIR Editorial Office

Email: business.jir@sydney.edu.au

***

25th June 2020

Virtual symposium honouring Bruce Kaufman

A virtual symposium was held on June 17, 2020 honouring the contributions of Bruce Kaufman (Georgia State University), and featured presentations by John Kelly, Dionne Pohler, Mark Bray, David Lewin, and Daphne Taras. An edited video has been made available for anyone to watch: https://youtu.be/rgFx74QXEfo . This symposium was organized by John Budd, Rafael Gomez, and Daphne Taras as part of the  the 10th International Labour and Employment Relations Association Regional Congress of the Americas.

25th June 2020

Work on Demand workshop, 2nd July 2020

The Work on Demand team is delighted to announce an upcoming online workshop on the 2nd of July 2020. The workshop features papers on two main themes: The Legal Characterisation of Working Relations and Law, Legal Consciousness and Precarious Work. The participants at the event will include Diamond Ashiagbor (University of Kent), Emily Rose (University of Strathclyde), Ruth Dukes (University of Glasgow), Gregoris Ioannou (University of Glasgow), Alessio Bertolini (University of Oxford) and Eleanor Kirk (University of Glasgow).
 
For the presentations’ abstracts, the programme and to register: https://workondemand.co.uk/events/

15th June 2020

Making Britain the best place in the world to work; how to protect and enhance workers' rights after Brexit ... and coronavirus

The final version of this policy discussion paper by Keith Sisson has now been published and is available at:

https://warwick.ac.uk/fac/soc/wbs/research/irru/wpir/

15th June 2020

Survey: People’s Experiences of the Lockdown in the UK and Belgium During the COVID-19 Pandemic

 
Please distribute the survey https://uhasselt.eu.qualtrics.com/jfe/form/SV_6fDFNZev5kZeBMh as widely as you can. We want to hear as many experiences as possible. 

9th June 2020

LERA Seminar “Implications of COVID-19 for Workers: International Comparisons of Government, Employer and Union Policies and Practices" 4 June 2020: 3pm

BUIRA’s US sister, Labor & Employment Relations Association (LERA) is hosting a series of free webinars Employment Relations During the COVID-19 Pandemic. These will all be on Thursdays as one-hour sessions that begin with comments by leading experts (5 minutes each), followed by open dialogue. The aim is to deepen understanding of employment relations matters during the pandemic. The one below might be of particular interest to members:

4 June 2020: 3pm British Summer Time: LERA International and Comparative Interest Section

“Implications of COVID-19 for Workers: International Comparisons of Government, Employer and Union Policies and Practices”

Speakers: · Fang Lee Cooke (Monash University, Australia) · Greg J. Bamber (Monash University, Australia and Newcastle University, UK) · Martin Behrens (Institute of Economic and Social Research (WSI) of the Hans-Böckler-Foundation, Germany) · Harry Katz (Cornell University)

Fang will cover China; Greg will cover Australia; Martin will cover Germany; Harry will cover USA. Moderator: Janice Bellace (University of Pennsylvania)

If you wish to participate, it is essential to register; click on this link or paste the link into your browser: https://lera.memberclicks.net/lera-webinar-series--ler-during-covid-19

1st June 2020

CERIC 15th Anniversary Webinar Series June-July 2020

The Centre for Employment Relations, Innovation and Change (CERIC), based at the University of Leeds, is a focal point for research and knowledge transfer around the changing dynamics and future of work, employment and labour markets. It is the largest interdisciplinary group of social scientists working in this field in the UK. CERIC was founded in 2005, and this webinar series forms part of our 15th year anniversary activities and celebrations ahead of the anniversary report, due for publication later in the Summer. The seminar series showcases a diverse range of research interests within the Centre while also reflecting our sustained record of research on themes of social inequalities, voice and representation and digital futures of work. We hope you will be able to join us for these webinars and look forward to lively and stimulating debate.

  1. 3 June, 4 - 5.30pm: Charles Umney ‘Creative placemaking and the cultural projectariat: Artistic work in the wake of Hull City of Culture 2017’. Link to a meeting. Password: 185897

 

  1. 10 June, 1 - 2.30pm: Helen Norman ‘Does paternal involvement in childcare influence mothers’ employment trajectories during the early stages of parenthood in the UK?’ Link to a meeting. Password: 659420

 

  1. 17 June, 4 - 5.30pm: James Brooks, Irena Grugulis and Hugh Cook ‘Remembering to remember and learning to forget: unlearning in the UK fire and rescue service’. Chair – Dr Charles Umney. Link to a meeting. Password: 940123

 

  1. 24 June, 4 - 5.30pm: Andy Charlwood ‘Do Unions Cause Job Dissatisfaction? Evidence from a Quasi-Experiment in the United Kingdom’. Link to a meeting. Password: 992011

 

  1. 1 July, 4 - 5.30pm: Gabriella Alberti ‘The value of work in the pandemic: new insight into the post-Brexit regulation of migration’ Link to a meeting. Password: 903756

 

  1. 8 July, 4 - 5.30pm: Danat Valizade and Jennifer Tomlinson: ‘Gender, ethnicity and the stratification of career pathways in the legal profession of England and Wales‘ Link to a meeting. Password: 510250

 

  1. 15 July, 4 - 5.30pm: Presenter to be confirmed ‘Title TBC’ Link to a meeting. Password: 833040

 

  1. 22 July, 4 - 5.30pm: Xanthe Whittaker ‘Title TBC’ Link to a meeting. Password: 477914

 

  1. 29 July, 4 - 5.30pm: Meenakshi Sarkar ‘The Sociology of Human capital and the Economics of Cultural capital’ Link to a meeting. Password: 531197

1st June 2020

Nominations for Academy of Social Sciences Fellows

The BUIRA Executive welcomes suggested nominations of senior IR/ER academics for new Academy of Social Sciences (AcSS) Fellows.
Details of nominating AcSS fellows are provided in the link: https://www.acss.org.uk/membership/making-nomination-fellow/
Please email your nominations to: admin@buira.org  Deadline is Friday 5th June.

26th May 2020

Futures of Work COVID-19 SPECIAL ISSUE

The Futures of Work provides a space for radical critiques of the changing world or work.
For example, please see their new MAY 2020 // ISSUE 13 - COVID-19 SPECIAL
https://futuresofwork.co.uk/

26th May 2020

Online conference 50th anniversary of the Equal Pay Act 1970

Join The Equality Trust for this interactive online conference, bringing together a range of speakers to share their insights and explore how we can get organised to finally win equal pay during this challenging period.

About this event

Women, particularly those in low-paid work and the gig economy, are already some of the hardest hit economically by the COVID-19 crisis. Winning equal pay is more important now than ever before.

Join us on Friday 29th May to mark the 50th anniversary of the Equal Pay Act 1970, the landmark legislation which made equal pay for equal work a legal right for all. This conference will give participants the opportunity to explore the challenges of winning equal pay from a range of perspectives and begin taking action wherever they are.

https://www.eventbrite.co.uk/e/50-years-is-long-enough-gender-inequality-and-the-fight-for-equal-pay-tickets-103910140026?fbclid=IwAR1h1y92Xfya6Z0Tnem4Z9J3MIH9TSU1x_j_5a37vJBeFREOPsbQAnd-XxA

Guest speakers

  • Diana Holland - Assistant General Secretary, Unite the Union

  • Hilary Wainwright - Editor, Red Pepper

  • Dr Jo Grady - General Secretary, University and College Union (UCU)

  • Sam Smethers - Chief Executive, Fawcett Society

  • Alexia Hendrickson - Senior Campaign Manager, Pay Justice

  • Dame Moya Greene - Founder, #MeTooPay

  • Rachael McIlroy - Senior Research Lead, Royal College of Nursing

  • Professor Geraldine Healy - Queen Mary University

  • Dr Anne Laure Humbert - Director, Centre for Diversity Policy Research and Practice at Oxford Brookes University

  • Dr Wanda Wyporska - Executive Director, The Equality Trust

  • More speakers to be announced shortly

Guest facilitators

  • Sian Elliott - Women’s Equality Policy Officer, Trades Union Congress (TUC)

  • Jane Holgate, Professor of Work and Employment Relations, University of Leeds
  • Kym Oliver & Jumoke Abdullahi - Co-Founders, The Triple Cripples

  • Tom Schuller - Author, The Paula Principle: Why Women Lose Out at Work

  • Imogen Richmond-Bishop - Research, Advocacy, and Communications Manager, Just Fair

  • Victoria Jones - National Officer, FDA

  • Paul Day - Director, Pharmacists' Defence Association (PDA)

  • Dr Fenella Porter - Co-Director of Women's Rights and Gender Justice, Oxfam GB; Co-Founder, RED Learning Cooperative

  • Ian Manborde - Equality and Diversity Organiser, Equity

Event details

This online conference will take place on Friday 29th May from 10:00 to 13:00, and will feature a mix of plenary speakers and small group breakout discussions.

Please let us know if you have any accessibility needs so we can work on making this space as inclusive as possible. If you have any questions, please contact Rianna Gargiulo, Campaigns Officer, at rianna.gargiulo@equalitytrust.org.uk.

Once you have completed the sign-up form, you will receive an email confirmation. The day before the event you will receive an email with sign-in details. This is a free, open event and we encourage people from different communities, political backgrounds, and walks of life to attend.

https://www.eventbrite.co.uk/e/50-years-is-long-enough-gender-inequality-and-the-fight-for-equal-pay-tickets-103910140026?fbclid=IwAR1h1y92Xfya6Z0Tnem4Z9J3MIH9TSU1x_j_5a37vJBeFREOPsbQAnd-XxA

26th May 2020

Support schemes under microscope

Jill Rubery looks at whether UK government support for workers in the wake of the crisis is as generous as it sounds. Professor Jill Rubery is Director of the Work & Equalities Institute at Alliance Manchester Business School.

https://www.alliancembs.manchester.ac.uk/news/support-schemes-under-microscope/

26th May 2020

New Book: 'Despotism On Demand: How Power Operates in the Flexible Workplace'

Despotism on Demand draws attention to the impact of flexible scheduling on managerial power and workplace control. When we understand paid work as a power relationship, argues Alex J. Wood, we see how the spread of precarious scheduling constitutes flexible despotism; a novel regime of control within the workplace.

Wood believes that flexible despotism represents a new domain of inequality, in which the postindustrial working class increasingly suffers a scheduling nightmare. By investigating two of the largest retailers in the world he uncovers how control in the contemporary "flexible firm" is achieved through the insidious combination of "flexible discipline" and "schedule gifts." Flexible discipline provides managers with an arbitrary means by which to punish workers, but flexible scheduling also requires workers to actively win favor with managers in order to receive "schedule gifts": more or better hours. Wood concludes that the centrality of precarious scheduling to control means that for those at the bottom of the postindustrial labor market the future of work will increasingly be one of flexible despotism.

Video Abstract: https://www.youtube.com/watch?v=_rdGQwPSRis&t=1s

Blog: https://www.cornellpress.cornell.edu/ending-despotism-at-work-after-coronavirus/

Praise: 

"Despotism on Demand is brimming with ambition and imagination. Based on outstanding fieldwork, it rises above many such ethnographies in its theoretical sophistication."

Michael Burawoy, University of California, Berkeley

"This impressive book on working conditions in the on-demand economy deserves to be widely read. Alex J. Wood provides a lucid and nuanced account of how precarious scheduling has become central to managerial control in this growing sector."

Judy Wajcman, London School of Economics and Political Science

Paperback UK £20.99: https://www.combinedacademic.co.uk/9781501748882/despotism-on-demand/

Paperback US $26.95; ebook $12.99 https://www.cornellpress.cornell.edu/book/9781501748882/despotism-on-demand/#bookTabs=1

26th May 2020

New article: Does modernizing union administrative practices promote or hinder union revitalization? A comparative study of US, UK and Australian unions

 

New early view open access article: ‘Does modernizing union administrative practices promote or hinder union revitalization? A comparative study of US, UK and Australian unions’, Clark, P. F., Bamber, G.J., Whitehead, P. V., Gray, L. S., Cockfield, S. & Gilbert, K., British Journal of Industrial Relations, doi.org/10.1111/bjir.12526

https://doi.org/10.1111/bjir.12526

 

11th May 2020

Implications of COVID-19 for Workers: International Comparisons of Government, Employer and Union Policies and Practices

BUIRA’s US sister, Labor & Employment Relations Association (LERA) is hosting a series of free webinars Employment Relations During the COVID-19 Pandemic. These will all be on Thursdays as one-hour sessions that begin with comments by leading experts (5 minutes each), followed by open dialogue.  The aim is to deepen understanding of employment relations matters during the pandemic. The one below might be of particular interest to members:

4 June 2020: 3pm British Summer Time: LERA International and Comparative Interest Section

“Implications of COVID-19 for Workers: International Comparisons of Government, Employer and Union Policies and Practices”

Speakers:

Fang will cover China; Greg will cover Australia; Martin will cover Germany; Harry will cover USA.

Moderator: Janice Bellace (University of Pennsylvania)

If you wish to participate, it is essential to register; click on this link or paste the link into your browser:

https://lera.memberclicks.net/lera-webinar-series--ler-during-covid-19

11th May 2020

Covid-19 and Call/Contact Centre Workers: Intermediate Report

Covid-19 and Call/Contact Centre Workers: Intermediate Report: http://www.stuc.org.uk/files/campaigns/covid19/Intermediate_Report.pdf
 
Analysis (descriptive statistics) of the first 2,700 or so responses. These respondents delivered an incredible amount of qualitative evidence (200,000 words) in volunteered responses to an open question. The findings make for grim reading. The latest ‘intermediate’ report from the study which is beginning to get some traction, but more importantly targeted evidence-based reports are being used by unions to intervene in workplaces where risks are severe and workers are reporting high levels of illness and deaths.
 
Please distribute the survey link https://phil.onlinesurveys.ac.uk/covid19-call-centre-back-office-workers_savelives  through your networks and to students, to anyone who may now anyone who works in a call centre. We need more data as BTW and BAU (back to work) and (business as usual) murmurs grow louder when this will mean for contact centre and back office workers a return to workplaces replete with dangers. 

11th May 2020

WES Editors - call for application

The BSA and WES have opened up a call for applications to join the Editorial Team. This is the first time that individual rather than institutional applications are being considered, reflecting the realities of the current climate.  We have kept the number of people joining the team open so that as many good candidates as possible can be offered a place. Applicants should be in good scholarly standing in an appropriate academic discipline and ideally have some previous association with WES. 

 

WES has a tight Editorial Team of approximately 12 colleagues doing the day to day editorial work and working with our Editorial and Associate Boards developing the journal. The culture within WES is to offer a generous and developmental editorial process for the 600 submissions we receive each year. We work in a highly collegial way as a team and with our 65 Board members to maintain this culture, despite the challenges of a year of strike action and now the Coronavirus crisis. The Editorial team meets, now virtually, on a regular monthly/bimonthly basis and team members are also expected to attend our Board meetings and conference, however those will be organised in the future. We are embarking on a period of internationalisation and navigating the development of Open Access within academic publishing - presenting us with interesting challenges and formulating new ways of working.   

 

It might be hard to imagine taking on a substantial commitment to an editorial role at this time, but we have kept this application process flexible so you would start your tenure ideally from September but only when you are able and would be mentored by experienced team members during your first year. If you are interested in applying and would like to have an informal conversation with one of the Editors in Chief please contact us by email and we can arrange a call.

 

You are also welcome to contact Alison Danforth at the BSA for more information about the role and the BSA.

 

Elizabeth Cotton e.cotton2@herts.ac.uk

Eleonore Kofman e.kofman@mdx.ac.uk

Ian Roper i.roper@essex.ac.uk 

Alison Danforth alison.danforth@britsoc.org.uk

 

Call for Editors: https://www.britsoc.co.uk/opportunities/

 

Deadline for applications: 3 June 2020

1st May 2020

Policy Discussion Paper: Making Britain the best place in the world to work: how to protect and enhance workers' rights after Brexit ... and coronavirus

For a copy of the paper summarised below, please email 

keithsisson@hotmail.co.uk

 

Best wishes

Keith Sisson (Industrial Relations Research Unit, University of Warwick)

 

Making Britain the best place in the world to work: how to protect and enhance workers' rights after Brexit ... and coronavirus

 

Abstract

The UK government’s promise in the Queen’s Speech of 19 December 2019 to protect and enhance worker’s rights after Brexit has taken on new urgency in the light of the coronavirus pandemic, the inadequacy of the present framework being exposed for all to see. A Ministry for Employment and Social Affairs and a specialist social partnership body like the Low Pay Commission are needed to ensure that these rights are regularly reviewed and updated to reflect changing circumstances. Effective enforcement mechanisms are a must, which means a well-funded enforcement agency and requiring businesses to take responsibility for what happens in their supply chains, with provisions for social licensing as well as mandatory due diligence. The government also needs to improve the evidence base for decision making about workers’ rights including a regular survey of management policies and practices based on the internationally renowned Workplace Employment Relations Survey. Overall, the task will make sense to more people if the government uses the language of 'fairness’.

1st May 2020

COVID-19 Call Centre Research

Appeal from Prof. Phil Taylor (University of Stratyhclyde)
 
‘Reports are emerging of serious hazards in call/contact centres and related back offices including no or minimal social distancing, poor sanitisation and cleaning, hot desking, face-to-face meetings including 1-1s, no PPE, poor air conditioning circulating bugs and germs (perhaps Covid-19). More than anecdote, hard data is required urgently for evidence-based, targeted reports that can both stop bad practices and identify good practice (especially homeworking) that can raise the health and safety bar for everyone.
 
Of course it is understood that readers of this bulletin are highly unlikely to be moonlighting in a call centre. Joking apart though this is the most serious study I have ever been involved in because it aims to keep people safe and might even save lives. I am not engaging in hyperbole here. So, could you please forward the link here to friends, relatives, neighbours and encourage them to complete it if they might work in a centre https://phil.onlinesurveys.ac.uk/covid19-call-centre-back-office-workers_savelives
 
Also, please send and post through your networks, use social media – twitter, Whats App, email whatever to reach call centre or back office workers. Clicking the link takes you to the survey and when completed, clicking the finish button takes it through to an inbox that only I have access to. Confidentiality and anonymity guaranteed. The more completed surveys received the more powerful the evidence and the greater the impact we can have.
 
If anyone has any queries please do not hesitate to email me: philip.taylor@strath.ac.uk or phone or text: 07766 700724.
 
All the best and stay safe,,
 
Phil

20th April 2020

BJIR Books to Review

Dear colleagues

I am not able to physically send out book for review but I am negotiating e-copies of books for review in the British Journal of Industrial Relations.

If you are interested in reviewing these books then do please let me know j.holgate@leeds.ac.uk. Please also indicate when you might be able to complete the review.

Best wishes

Jane Holgate

 

Handbook of the Politics of Labour, Work and Employment. Edited by Gregor Gall, Visiting Professor of Industrial Relations, University of Leeds, UK https://www.e-elgar.com/shop/gbp/handbook-of-the-politics-of-labour-work-and-employment-9781784715687.html

 

Workers’ Self-Management in Argentina: Contesting Neo-Liberalism by Occupying Companies, Creating Cooperatives, and Recuperating Autogestión (Brill and Haymarket, 2020). Workers’ Self-Management in Argentina is Volume 199 of the Historical Materialism Book Series.


Neufeind, M., J. O’Reilly and F. Ranft (2018) (eds.) ‘Work in the Digital Age: Challenges of the Fourth Industrial Revolution’ (London: Rowman and Littlefield). https://policynetwork.org/wp-content/uploads/2018/06/Work-in-the-Digital-Age.pdf

 

Youth Employment Edited by Jacqueline O'Reilly, Clémentine Moyart, Tiziana Nazio and Mark Smith
https://policy.bristoluniversitypress.co.uk/youth-employment

O’Reilly, J., Leschke, J., Ortlieb, R., Seeleib-Kaiser, M. and Villa, P. (2019) (eds.) Youth Labor in Transition: Inequalities, Mobility and Policies in Europe (New York: Oxford University Press).   https://www.oxfordscholarship.com/view/10.1093/oso/9780190864798.001.0001/oso-9780190864798
 
Hvinden, B., J. O’Reilly, M. A. Schøyen & C. Hyggen (eds.) (2019) Negotiating Early Job Insecurity : Well-being, Scarring and Resilience of European Youth (Cheltenham: Edward Elgar). https://www.e-elgar.com/shop/negotiating-early-job-insecurity Also available open access https://www.elgaronline.com/view/edcoll/9781788118781/9781788118781.xml
 
Hvinden, B., C. Hyggen, M. A. Schøyen & T. Sirovatka (eds.) (2019) Youth Unemployment and Job Insecurity in Europe (Cheltenham: Edward Elgar).  https://www.elgaronline.com/view/edcoll/9781788118880/9781788118880.xml

20th April 2020

Ending Despotism at Work after the Coronavirus - Join Alex J. Wood for a Virtual Book Launch and Q&A

Ending Despotism at Work after the Coronavirus - Join Alex J. Wood for a Virtual Book Launch and Q&A

- Despotism on Demand: How Power Operates in the Flexible Workplace - 

May 15th, 2020 5:30pm BST (12:30pm EST, 9:30am PST)

Despotism on Demand is brimming with ambition and imagination. Based on outstanding fieldwork, it rises above many such ethnographies in its theoretical sophistication.”—Michael Burawoy, University of California, Berkeley

“This impressive book on working conditions in the on-demand economy deserves to be widely read. Wood provides a lucid and nuanced account of how precarious scheduling has become central to managerial control in this growing sector. As such ‘flexible despotism’ constitutes an important new source of inequality.”—Professor Judy Wajcman, London School of Economics

Despotism on Demand draws attention to the impact of flexible scheduling on managerial power and workplace control. When we understand paid work as a power relationship, argues Alex J. Wood, we see how the spread of precarious scheduling constitutes flexible despotism; a novel regime of control within the workplace.

Zoom details will be sent out once you book a free ticket.

https://www.eventbrite.co.uk/e/ending-despotism-at-work-after-the-coronavirus-join-alex-j-wood-for-a-virtual-book-launch-and-qa-tickets-102553129170

40-minute online talk followed by 20-minute Q&A session

Alex J. Wood is Lecturer in the Sociology of Work at the University of Birmingham and a Research Associate at the Oxford Internet Institute, University of Oxford. Follow him on Twitter @tom_swing.

ATTENDEES, SAVE 30% • USE CODE 09FLYER

In the United States order online at cornellpress.cornell.edu or call 800 848 6224

• In Canada email info@codasat.com

• In the UK, Europe, Asia, Middle East, Oceania & Africa save 30% on website orders at combinedacademic.co.uk

Use discount code CS09FLYER

17th April 2020

Book reviews for the BJIR: New Media Unions Organizing Digital Journalists

Dear colleagues

I hope you are doing fine in this difficult time.

I am not able to physically send out book for review but I am negotiating e-copies of books for review in the British Journal of Industrial Relations.

If you are interested in reviewing this boo then do please let me know. Please also indicate when you might be able to complete the review.

 New Media Unions Organizing Digital Journalists By Nicole S. Cohen, Greig de Peuter

https://www.routledge.com/New-Media-Unions-Organizing-Digital-Journalists/Cohen-Peuter/p/book/9781138327115

Best wishes

Jane Holgate

 

17th April 2020

BUIRA 70th Anniversary Conference 2020 Postponed Until Next Year.

Unfortuantly, we've had to postpone BUIRA 70th Anniversary Conference 2020 until next year. Manchester have kindly already offered to host us again in 2021 for what we're sure will be an amazing conference! 

We'd like to thank everyone for their great abstracts our all the speakers who agreed to give plenaries. This year's conference would've been the biggest since our records begin, and we hope that you'll attend next year.

We also hope that we might be able to do a smaller event in the autumn to celebrate BUIRA's 70th year. We'll keep you posted on these developments. 

Until then stay safe and soldiarity

 

19th March 2020

Capital and Class Symposium 'Emerging forms of worker collectivism among the precariat'

The Capital and Class Symposium on 'Emerging forms of worker collectivism among the precariat' is now Online First https://journals.sagepub.com/home/cnc# 
Articles include:
Gregor Gall 'Emerging forms of worker collectivism among the precariat: When will capital’s ‘gig’ be up?
Eleanor Kirk 'Contesting ‘bogus self-employment’ via legal mobilisation: The case of foster care workers'
Simon Joyce 'Rediscovering the cash nexus, again: Subsumption and the labour–capital relation in platform work.'
Callum Cant and Jamie Woodcock 'Fast Food Shutdown: From disorganisation to action in the service sector.'
Joe Kearsey 'Control, camaraderie and resistance: Precarious work and organisation in hospitality.'
Jamie Woodcock 'How to beat the boss: Game Workers Unite in Britain'
Alex J. Wood 'Beyond mobilisation at McDonald’s: Towards networked organising.'
 

16th March 2020

WES 2020 CALL FOR PAPERS

Have you submitted your abstract for the Work, Employment and Society Conference 2020?  If not, abstract submission will close on Friday, 27 March 2020.
https://www.britsoc.co.uk/events/key-bsa-events/bsa-work-employment-and-society-conference-2020/
Dramatic changes in the dynamics of work have fragmented the fabric of people’s lives, impacting on health, relationships and communities; for many, destroying the self-efficacy and social connections that extend dignity and a sense of citizenship.  

It is against this backdrop that the Work, Employment and Society Conference 2020 (WES 2020) takes place in Cardiff, Wales. As the birthplace of the NHS, and with a long history of political and worker activism, Wales provides the perfect setting to reconnect, reactivate and reimagine the sociality of work. 

WES 2020 invites discussion about the dignity of people at work; and how work and employment affects people’s lives, health, relationships and sense of citizenship.   

Alongside paper presentations, reflecting the venue, we call for short films, art-work, photographic displays, music and theatrical performances that ignite the senses and (maybe) show work in a different light. The stages, screens and walls of the venue are open to imagination, and the trying out of something new.

Also, new for WES 2020, we invite ‘On the Front Line’ presentations. The aim is to hear the ‘voice of the worker’ and their experiences of work and employmentThis might involve workers as co-authors or co-presenters, or workers might be embodied within the presentation; through audio, photograph, art, film or other creative means.

We also welcome suggestions for Special Sessions or events on any topic that matters for work and the lives of workers. The topic should relate to the Aims and Scope of the journal Work, Employment and Society and the conference theme: this might involve staging a debate on a controversial topic, challenging orthodoxy or highlighting a misunderstood concept or practice.

Abstract submission deadline:  Friday, 27 March 2020

Please note: In order to submit an abstract, you will be required to create an account on the BSA website first.  You do not have to hold BSA membership in order to submit an abstract.  If you already have an existing account on the BSA website, please use those credentials to login. Please contact the BSA Membership Team if you experience any difficulties.

16th March 2020

PhD Scholarship: Work & Employment Relations (broadly defined)

PhD Scholarship: Work & Employment Relations (broadly defined)

University of Limerick - Kemmy Business School

https://www.jobs.ac.uk/job/BZI514/phd-scholarship-work-and-employment-relations-broadly-defined

Applications are invited for a full-time 4 year PhD scholarship commencing Sep/Oct 2020 in the area of work and employment relations, to be supervised by Professor Tony Dundon. The candidate will develop their specific proposal and areas of interest include, but not limited to: new technology and skills; the role of trade unions and union organising in the gig-economy; employment and digital labour platformssocial dialogue and worker voice for freelance/digital platform workers; and/or questions of employment regulation under new modes of capitalism.

Literatures of interest to candidates may include those that question the many claims about the future of work destroying jobs (see Spencer, 2017); the re-shaping of skill and labour power (see Thompson, 2019); the role of the state in (de)regulating worker rights (see Bales et al, 2018; Taylor,  2019); digital labour platform types (see Howcroft and Bergvall-Kareborn, 2019); labour market precarity (Rubery et al, 2019); emerging questions of voice yet also how employees are coerced into ‘silence’ (see Hickland et al, 2020); and a re-evaluation of disciplinary boundaries to study and examine such developments in the field of employment and HRM (see Godard, 2014; Dundon and  Rafferty, 2018; Budd, 2020; Kaufman, 2020)References available here

Applications are invited from candidates with Degrees / Master’s degrees that have a knowledge base in industrial relations, labour process, sociology of work, labour law, heterodox economics, critical management, human resources, social psychology, and/or employment regulation.

The scholarship will cover EU level fees and a stipend of €1,000 per month for years one to four on a full time basis. Scholarship holders are expected to undertake a limited amount of formative academic duties in addition to pursuing their doctoral studies.

Application Procedure

Applicants should hold a minimum 2.1 first degree and preferably a Masters qualification in a relevant discipline area and have a strong interest in the areas of work and employment studies described above. Applicants should submit the following:

  • A completed application form (downloaded here)
  • A 2000 word research proposal (e.g. research questions/aims, literature review, methodology, potential research impacts)
  • a full CV, including the names and addresses of two referees

Applications should be sent by email to: Rebecca Gachet, Kemmy Business School, rebecca.gachet@ul.ie

Shortlisted candidates may be invited to interview.

Informal inquires may be made to Professor Tony Dundon (tony.dundon@ul.ie)

Closing date for receipt of applications is 5 pm on Friday, May 1st 2020.

16th March 2020

CANCELLATION: Work and Equalities Institute Third Annual Lecture

Restrictions on international travel have meant that our speaker, Professor Fang Lee Cooke, is no longer able to join us on Tuesday 24th March. With this in mind we have taken the decision to cancel the WEI annual lecture, with a view to rescheduling later in the year.

We apologise for any inconvenience caused and we will be in touch once we have confirmed a new date. 

If you have any questions please do not hesitate to contact us at WEI@manchester.ac.uk

16th March 2020

postponement of CENTRAL LONDON BUIRA SEMINAR: Higher education, marketisation, REF/TEF & employment relations

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

16th March 2020

Lectureships at Essex Business School

Two new lecturer posts a available at Essex Business School. Applications from BUIRA members with employment relations, employment law, equality and diversity backgrounds particularly welcome. Please find details including interview/presentation dates below. 
 
1) Lecturer in Leadership and Organisation (Fixed Term)
 
Interview date 14 May 2020
 
https://www.jobs.ac.uk/job/BYZ892/lecturer-in-leadership-and-organisation
 
https://vacancies.essex.ac.uk/tlive_webrecruitment/wrd/run/ETREC107GF.open?VACANCY_ID=158372LoiB&WVID=9918109NEm&LANG=USA
 
2) Lecturer/Senior Lecturer/Reader in HRM/Organisation Studies
 
Interview date 18 May 2020
 
https://www.jobs.ac.uk/job/BYZ148/lecturer-senior-lecturer-or-reader-in-hrm-organisation-studies
 
https://vacancies.essex.ac.uk/tlive_webrecruitment/wrd/run/ETREC107GF.open?VACANCY_ID=618135LoiB&WVID=9918109NEm&LANG=USA

 

16th March 2020

BUIRA endorsement of BSA statement on UCU industrial action

BUIRA endorses BSA statement on UCU industrial action. BUIRA would like to extend our support to and endorse the statement published by the British Sociological Association on 18th February 2020. Read the BSA statement here https://es.britsoc.co.uk/bsa-statement-on-strike-action-2/

BUIRA supports members who are affected by the forthcoming UCU strike action. Like the BSA, BUIRA will honour the digital picket line, and not tweet, retweet or send promotional emails during the strike period (20th February-20th March inclusive).

19th February 2020

DATE CHANGE BUIRA IR History Assessing the ILO Friday 6th March

PLEASE NOTE: CHANGE OF DATE AND TIME!

Due to the UCU strike, this seminar has been rescheduled to Friday 6th March

 

BUIRA History of Industrial Relations Study Group

 

Assessing the ILO and its history, with

Professor Marcel van der Linden (International Institute of Social History) and

Dr Rebecca Gumbrell-McCormick (Birkbeck College)

 

Friday 6 March 2020, 10.30am-12.30pm followed by buffet lunch

Room C279, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds, 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:

10.15-10.30: tea/coffee and biscuits

10.30: Welcome: Michael Gold and Linda Clarke (Chairs) followed by:

 

Marcel van der Linden:  The ILO: a critical appraisal after one hundred years

The question I want to raise is straightforward: How can we appraise the record of the ILO since its founding in 1919? What are the results and future prospects of its efforts? Is the organization truly inconsequential, a "90-pound weakling,” a "toothless tiger," as critics have argued?  These questions are difficult to answer. Not only because of the variegated history of the ILO, rife with ongoing controversies, but also because the literature on the subject is overwhelming.  I will argue that the first half century of the ILO consisted of “fat years”, in which regulating the global labour market achieved limited but clear progress, and that the second half century was a time of “lean years”, when the ILO accomplished less. I will illustrate this by showing how the relative attainments from the period until around 1970 were subsequently weakened. Unless it manages to reinvent itself in the near future, the organization is now in danger of further marginalization.

 

Rebecca Gumbrell-McCormick: The ILO and the International Labour Movement

The international labour movement has played a major role in working within the ILO structures, promoting the adoption of new international labour standards, and pushing for their full implementation. The international trade union bodies, which were instrumental in the founding of the ILO in 1919, have helped to shape it and provide it with reliable interlocutors. Drawing on previous work on the ITUC and the international labour movement more generally, Rebecca will focus on the role of the ITUC and its associated bodies (including the GUFs) in a) the development of new labour standards, focusing particularly on the Domestic Workers’ Convention, b) on its role in the resolution of the long-running conflict over the right to strike, and c) on the broader issue of the relations between the two bodies: have the international trade unions become overly dependent, even symbiotic, with the ILO, and what are the differing views within the global labour movement on these relations? Should they be changed, in the light of a new, more independent and campaigning approach to the global labour movement?

6pm: Close (followed by drinks until 6.00pm)

The speakers:

Marcel van der Linden is Honorary Fellow and former Research Director of the International Institute of Social History (Royal Netherlands Academy of Arts and Sciences),

Rebecca Gumbrell-McCormick is a senior lecturer in the Department of Management, Birkbeck College, University of London

 

Followed by buffet lunch.

 

18th February 2020

Researching the future of work and equality in uncertain times

Dear all,
 
We are a group of PGR students currently organising an event as part of the Work and Equalities Institute and sponsored by the BSA: “Researching the future of work and equality in uncertain times”.
 
The event aims to encourage discussions between academics, policy makers and practitioners regarding the uncertainties, brought about by Austerity, Brexit, technological change and declines in collective bargaining.
 
The event will take place on 31st March
8:50am to 6pm at Alliance Manchester
 Business School
 and is open to all postgraduate research students and early career researchers.
 

Keynote Speaker

  • Professor Jill Rubery (Director, Work and Equalities Institute, AMBS)

 

About the Event

The concerns over austerity, Brexit, the decline of collective bargaining and the pace of technological change have fed into growing uncertainties about the future of work and the inequalities that may arise from such concerns. Whilst these issues are widely discussed in academic realms, there is little engagement between academics, policymakers and practitioners, which is necessary to address these uncertainties in their wider context. In four panel sessions, this daylong PGR event will address each of these critical areas of uncertainty and drawing upon academics’, practitioners’ and policymakers’ expertise to help PGRs understand the practicalities of these challenges and to develop the ability to conduct impactful research in these areas. The event focuses particularly on the North of England, since such uncertainties are seen to manifest in this region in a unique way.

  • Panel session 1: The Impact of Austerity
    In this session, Dr Mathew Johnson (AMBS), Professor Donna Hall CBE (Ex-CEO Wigan Council) and Cllr Graham Whitham (GMPA) will discuss the lingering impacts of austerity cuts on the north.

  • Panel session 2: Uncertainties caused by Brexit
    Prof Carol Atkinson (MMU), policy maker ( TBC ) and Mark Cunningham (CEO Federation of Jewish Services) talk about the Brexit effects on the health and social care sectors, discussing issues of staffing and recruitment in an already overburdened and underfunded sector.

  • Panel session 3: Pace of Technological Change
    Professor Debra Howcroft (AMBS), Tim Sharp (TUC) and Natalie Jameson (Women in tech) take a critical perspective to discuss the issues around rapid technological changes and its implications for uncertainties surrounding the future of work and equalities.

  • Panel session 4: The Decline in Collective Bargaining
    Dr Stephen Mustchin (AMBS), John Wrathmell (GMCA) and Martyn Moss (UCU) discuss the growing uncertainties surrounding the decline in collective bargaining, the challenges this poses to employment, and attempts to overcome these. The case of the UCU action in higher education and the development of the Greater Manchester Employment charter will be discussed as cases.

 

Keynote Speaker

  • Professor Jill Rubery (Director, Work and Equalities Institute, AMBS)

About the Event

The concerns over austerity, Brexit, the decline of collective bargaining and the pace of technological change have fed into growing uncertainties about the future of work and the inequalities that may arise from such concerns. Whilst these issues are widely discussed in academic realms, there is little engagement between academics, policymakers and practitioners, which is necessary to address these uncertainties in their wider context. In four panel sessions, this daylong PGR event will address each of these critical areas of uncertainty and drawing upon academics’, practitioners’ and policymakers’ expertise to help PGRs understand the practicalities of these challenges and to develop the ability to conduct impactful research in these areas. The event focuses particularly on the North of England, since such uncertainties are seen to manifest in this region in a unique way.

  • Panel session 1: The Impact of Austerity
    In this session, Dr Mathew Johnson (AMBS), Professor Donna Hall CBE (Ex-CEO Wigan Council) and Cllr Graham Whitham (GMPA) will discuss the lingering impacts of austerity cuts on the north.

  • Panel session 2: Uncertainties caused by Brexit
    Prof Carol Atkinson (MMU), policy maker ( TBC ) and Mark Cunningham (CEO Federation of Jewish Services) talk about the Brexit effects on the health and social care sectors, discussing issues of staffing and recruitment in an already overburdened and underfunded sector.

  • Panel session 3: Pace of Technological Change
    Professor Debra Howcroft (AMBS), Tim Sharp (TUC) and Natalie Jameson (Women in tech) take a critical perspective to discuss the issues around rapid technological changes and its implications for uncertainties surrounding the future of work and equalities.

  • Panel session 4: The Decline in Collective Bargaining
    Dr Stephen Mustchin (AMBS), John Wrathmell (GMCA) and Martyn Moss (UCU) discuss the growing uncertainties surrounding the decline in collective bargaining, the challenges this poses to employment, and attempts to overcome these. The case of the UCU action in higher education and the development of the Greater Manchester Employment charter will be discussed as cases.

 

Schedule

8:50-9:20 Registration (Atrium, Alliance Manchester Business School)

9:20-9:30 Keynote: Professor Jill Rubery (Director, Work and Equalities Institute)

9:30-11:00 Session 1: The impact of Austerity

11:00-11:15 Coffee Break (Penthouse, Alliance Manchester Business School)

11:15-12:45 Session 2: Uncertainties caused by Brexit

12:45-13:30 Lunch (Penthouse, Alliance Manchester Business School)

13:30-15:00 Session 3: Pace of technological change

15:00-15:15 Coffee Break (Penthouse, Alliance Manchester Business School)

15:15-16:45 Session 4: The decline in collective bargaining

16:45-18:00 Drinks reception (Penthouse, Alliance Manchester Business School)

Registration

  • BSA members:  £5
  • Non-members: £15
To register and for more information please visit: http://bit.ly/WEIBSA_PGRevent
 
Kind regards,
 
Abbie, Eva, Ceri, Marilena and Sajia

18th February 2020

13th Equality, Diversity and Inclusion International Conference 6 - 8 July 2020

13th Equality, Diversity and Inclusion International Conference

6 - 8 July 2020

IOP, University of Bern, Switzerland

https://www.edi-conference.org/

 

Please submit your abstracts to Stream 15:

Organizational Responsibility, Diversity Intersections and Precarious Work

 

Stream Chairs:

Elina Meliou, Aston Business School e.meliou@aston.ac.uk
Joana Vassilopoulou, Brunel University joana.vassilopoulou@brunel.ac.uk

Ana Lopes, Newcastle University ana.lopes@ncl.ac.uk

 

We have been witnessing a surging interest in debates about organizational responsibility, as well as the ethical and moral aspects of leadership (Brown & Mitchell, 2010; Ciulla & Forsyth, 2011; Dinh et al., 2014). This growing body of research impels leaders to exercise positive, humanistic behaviours for the betterment of their followers, organizations and society (Liu, 2015, Tomkins & Simpson, 2015, Gabriel, 2009). This literature focuses on social and environmental targets and objectives of sustainable value creation and positive change (Miska & Mendenhall, 2018).

Simultaneously, precarious forms of employment are on the rise. Precarious work is characterised by low pay, insufficient and variable hours, short-term contracts rights, and is shaped by work-life balance considerations (Ayudhya et al., 2017) and the degree of regulatory protection (ILO, 2015; Vallas, 2015). Socio-economic upheaval has resulted in nations becoming socially and politically more isolated, exclusionary and protective of resources, leading to a climate, which does not foster inclusion of vulnerable demographic groups in organizations and society at large (Mor Barak, 2018). Indeed, precarious work has deleterious effects for vulnerable demographic groups worldwide with women, ethnic minorities, people with disabilities, among others, experiencing in and out of work poverty (Walby, 2015). Racial and feminist critiques sought to highlight how ‘regimes of inequality’ (Acker, 2006) structure work and organizations by restaging social relations of domination and subjugation (Acker, 1992; Gherardi, 1994; Nkomo, 1992).

The stream seeks to explore the paradox of organizational responsibility, diversity intersections and precarious work in order to develop a more nuanced understanding of the various contexts, and experiences of precarity in organizations.

Submissions to the stream can be in the form of long abstracts (up to 1500 words), developmental papers (3000-5000 words, including references) or full papers (no length restrictions) by the deadline of 1 March 2020. Please process your registration and paper submission online via www.edi-conference.org.

 

References

Ayudhya, U.C.N.; Prouska, R.; Beauregard, T. A. (2017) The Impact of Global Economic Crisis and Austerity on Quality of Working Life and Work‐Life Balance: A Capabilities Perspective. European Management Review DOI: 10.1111/imre.12128

Brown, M.E., & Mitchell, M.S (2010) Ethical and unethical leadership: Exploring new avenues for future research. Business Ethics Quarterly 20(4): 583–616.

Ciulla, J.B., & Forsyth, D.R (2011) Leadership ethics. In: Bryman A, Collinson D, Grint K, et al. (eds) The SAGE Handbook of Leadership. Thousand Oaks, CA: Sage, pp. 229–241.

Gandini, A (2018) Labour process theory and the gig economy, Human Relations, DOI: 10177/001872671879002

ILO (2015) World Employment and Social Outlook: The Changing Nature of Jobs. Geneva: ILO Publications.


Mor Barak, M. E. (2018) Erecting Walls Versus Tearing Them Down: Inclusion and the (False) Paradox of Diversity in Times of Economic Upheaval. European Management Review.

Vallas, S. (2015) Accounting for precarity: Recent studies of labor market uncertainty. Contemporary Sociology: A Journal of Reviews 44(4): 463–469.

Walby, S. (2015) Crisis. Cambridge: Polity Press

 
Deadline: 1 March 2020
 

14th February 2020

ILR Review’s latest issue honours a former president of BUIRA’s US sister (Labor & Employment Relations Association): Professor David Lipsky of Cornell University.

ILR Review’s latest issue honours a former president of BUIRA’s US sister (Labor & Employment Relations Association):
Professor David Lipsky of Cornell University.
 
It features great articles on workplace conflict resolution that might be of interest. Several are by BUIRA members; there are authors included from
Australia, Canada, China, Germany, Ireland and the US, as well as from the UK. At least 2 articles are open access. See: https://journals.sagepub.com/toc/ilra/current
 
Table of Contents
  • Editorial Essay: Introduction to a Special Issue on Conflict and Its Resolution in the Changing World of Work: Honoring Professor David Lipsky, Harry C. Katz, Guest Editor [open access]
Advancing Dispute Resolution by Understanding the Sources of Conflict: Toward an Integrated Framework, John W. Budd, Alexander J. S. Colvin, and Dionne Pohler
Integrating Conflict: A Proposed Framework for the Interdisciplinary Study of Workplace Conflict and Its Management, Ariel Avgar
Systems for Conflict Resolution in Comparative Perspective, Martin Behrens, Alexander J. S. Colvin, Lisa Dorigatti, and Andreas H. Pekarek
Alternative Dispute Resolution in Ireland and the US Model, Paul Teague, William Roche, Denise Currie, and Tom Gormley
Why Don’t They Complain? The Social Determinants of Chinese Migrant Workers’ Grievance Behaviors, Duanyi Yang
Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia, Bernadine Van Gramberg, Julian Teicher, Greg J. Bamber, and Brian Cooper [open access]
Strategic Conflict Management? A Study of Workplace Dispute Resolution in Wales, David Nash and Deborah Hann
Organizational Conflict Resolution and Strategic Choice: Evidence from a Survey of Fortune 1000 Firms, David B. Lipsky, Ariel C. Avgar, and J. Ryan Lamare
The Devil Is in the Details: Attorney Effects on Employment Arbitration Outcomes, J. Ryan Lamare
Decision-Maker and Context Effects in Employment Arbitration, Mark D. Gough and Alexander J. S. Colvin
Third-Party Intervention and the Preservation of Bargaining Relationships, Bradley R. Weinberg
Integrated Conflict Management Systems Pay Off with Lower Levels of Formal Grievances and Lower Turnover Rates, Benjamin B. Dunford, Kevin J. Mumford, R. Wayne Boss, Alan D. Boss, and David S. Boss
Disputant Experience and Preferences for Mediated or Adjudicated Processes in Administrative Agencies: The Occupational Safety and Health Review Commission Settlement Part Program, Deanna Malatesta, Lisa Blomgren Amsler, and Susanna Foxworthy Scott

 

14th February 2020

Building your research profile and career planning

Aston Business School in collaboration with the British Academy of Management are organising at an event on "Building your research profile and career planning"
 
25th March 2020 at 10am
 
For details and registration see  https://www.bam.ac.uk/civicrm/event/info?id=3694&reset=1
 

10th February 2020

BUIRA History of Industrial Relations Study Group: Assessing the ILO and its history

Assessing the ILO and its history, with

Professor Marcel van der Linden (International Institute of Social History) and

Dr Rebecca Gumbrell-McCormick (Birkbeck College)

 

Thursday 5 March 2020, 4.00-6.00pm

Room C379, University of Westminster Business School, 35 Marylebone Road, London NW1 5LS (opposite Madame Tussauds, nearly opposite Baker Street tube)

 

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

 

Programme:

3.30-3.50pm: Tea/ coffee/ refreshments

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

 

Marcel van der Linden:  The ILO: a critical appraisal after one hundred years

The question I want to raise is straightforward: How can we appraise the record of the ILO since its founding in 1919? What are the results and future prospects of its efforts? Is the organization truly inconsequential, a "90-pound weakling,” a "toothless tiger," as critics have argued?  These questions are difficult to answer. Not only because of the variegated history of the ILO, rife with ongoing controversies, but also because the literature on the subject is overwhelming.  I will argue that the first half century of the ILO consisted of “fat years”, in which regulating the global labour market achieved limited but clear progress, and that the second half century was a time of “lean years”, when the ILO accomplished less. I will illustrate this by showing how the relative attainments from the period until around 1970 were subsequently weakened. Unless it manages to reinvent itself in the near future, the organization is now in danger of further marginalization.

 

Rebecca Gumbrell-McCormick: The ILO and the International Labour Movement

The international labour movement has played a major role in working within the ILO structures, promoting the adoption of new international labour standards, and pushing for their full implementation. The international trade union bodies, which were instrumental in the founding of the ILO in 1919, have helped to shape it and provide it with reliable interlocutors. Drawing on previous work on the ITUC and the international labour movement more generally, Rebecca will focus on the role of the ITUC and its associated bodies (including the GUFs) in a) the development of new labour standards, focusing particularly on the Domestic Workers’ Convention, b) on its role in the resolution of the long-running conflict over the right to strike, and c) on the broader issue of the relations between the two bodies: have the international trade unions become overly dependent, even symbiotic, with the ILO, and what are the differing views within the global labour movement on these relations? Should they be changed, in the light of a new, more independent and campaigning approach to the global labour movement?

6pm: Close (followed by drinks until 6.00pm)

The speakers:

Marcel van der Linden is Honorary Fellow and former Research Director of the International Institute of Social History (Royal Netherlands Academy of Arts and Sciences),

Rebecca Gumbrell-McCormick is a senior lecturer in the Department of Management, Birkbeck College, University of London.

 

10th February 2020

Final Day for Submission of BUIRA Conference Abstracts

Deadline today!!!

 

BUIRA 70th Anniversary Conference 2020: The past, present and future of industrial relations and the politics of work

 

30th June to 2nd July 2020

Plenary Speakers:

Judy Wajcman http://www.lse.ac.uk/sociology/people/judy-wajcman

Anne McBride https://www.research.manchester.ac.uk/portal/a.mcbride.html

Gail Hebson https://www.research.manchester.ac.uk/portal/gail.hebson.html

Jane Holgate https://business.leeds.ac.uk/research-ceric/staff/521/jane-holgate

Sian Moore https://www.gre.ac.uk/people/rep/faculty-of-business/sian-moore

Kirsty Newsome https://www.sheffield.ac.uk/management/staff/kirsty_newsome/index

Jean Jenkins https://www.cardiff.ac.uk/people/view/610450-jenkins-jean

Call for papers 

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

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

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

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

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

 

Submission details

Abstracts of papers should be submitted here:

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

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

  •         Brief outline
  •         Methodology
  •         Key findings
  •         References

Extended Deadline for submission of abstracts: Monday, 27th January 2020

All abstracts are refereed anonymously by BUIRA Executive Committee members.

Conference fee £200 full and £100 PhD 

References

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

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

 

30th June to 2nd July 2020

 

27th January 2020

Member discount: Exploring Trade Union Identities, Union Identity, Niche Identity and the Problem of Organizing the Unorganized’ by Bob Smale

 

Use discount code RSETU20 on Bristol University Press website (below) to benefit from a 25% discount on your purchase of the new publication by Bob Smale, ‘Exploring Trade Union Identities, Union Identity, Niche Identity and the Problem of Organizing the Unorganized’. The code expires 07/02/2020.

Please note that this code is only for use of BUIRA MEMBERS IN THIS LISTING and not for wider circulation (including social media, mailing lists and booksellers). The discount code referenced is intended for individual purchase via Bristol University Press website only, and is for use by the attendees of special events or close colleagues and friends. Please do let us know if you have any questions or queries on the above.

Use your discount code at: https://bristoluniversitypress.co.uk/exploring-trade-union-identities

About the book: The labour market has changed over recent decades and so have trade unions with mergers, rebrandings, dissolutions and new unions being formed. The question is, how well positioned are unions to organize the unorganized? With more than three quarters of UK workers unrepresented, the growth of precarious employment and the gig economy this topical new book reports up-to-date research on union identities and what is termed ‘niche unionism’, while raising critical questions for the future.

27th January 2020

MIDLANDS LABOUR & EMPLOYMENT RELATIONS SOCIETY (MLERS) Meetings

We are pleased to welcome the following speakers to the MLERS series

6:30-8pm, 11th February 2020

The British Dietetic Association, 3rd Floor, Interchange Place, 151-165 Edmund St, Birmingham B3 2TA (near Snow Hill Station)

Davide Pero, University of Nottingham

Indie Unionism, Organizing and Labour Renewal: Learning from Precarious Migrant Workers’

This paper examines the organizing practices of indie unions – the emerging grassroots unions co-led by precarious migrant workers. It draws on an embedded actor-centred approach involving extensive multi-sited ethnography. The paper shows how workers normally considered unorganizable by the established unions can build lasting solidarity and associational power and obtain material and non-material rewards in the context of precarity, scarce economic resources and a hostile environment. Here, I argue that the organization of workers into ‘communities of struggle’ geared towards mobilization facilitates their empowerment, effectiveness and social integration. The paper contributes to labour mobilization theory by redefining the concept of organizing in inclusionary terms, so that the collective industrial agency of precarious and migrant workers organizing outside the established unions can be adequately recognized and accounted for.

6:30pm-8pm, 10th March 2020

The British Dietetic Association, 3rd Floor, Interchange Place, 151-165 Edmund St, Birmingham B3 2TA (near Snow Hill Station)

Marek Korczynski

‘The Art of Labor Organizing: Participatory Art and Migrant Domestic Workers’ Self-Organizing in London’

There has been an upsurge of interest regarding how actors engage with art within organizational processes.  However, scholars have tended not to study the role of art within contemporary collective labor organizing.  This paper focuses on how participatory art may support flat, participative labour organizing, particularly among marginalized, relatively powerless workers.  We present an ethnographic account of how art practices are deeply embedded within the flat organizing processes of Justice For Domestic Workers, a self-organizing group of migrant domestic workers in London.  We reflect on this case to theorise the art of flat organizing, an ideal type of a set of participatory art practices that are compatible with and supportive of flat labour organizing.

27th January 2020

1 Week Left to Submit BUIRA Conference Abstracts

One week to go until the call for papers closes!

BUIRA 70th Anniversary Conference 2020: The past, present and future of industrial relations and the politics of work

30th June to 2nd July 2020

Extended Deadline for submission of abstracts: Monday, 27th January 2020

Plenary Speakers:

Judy Wajcman http://www.lse.ac.uk/sociology/people/judy-wajcman

Anne McBride https://www.research.manchester.ac.uk/portal/a.mcbride.html

Gail Hebson https://www.research.manchester.ac.uk/portal/gail.hebson.html

Jane Holgate https://business.leeds.ac.uk/research-ceric/staff/521/jane-holgate

Sian Moore https://www.gre.ac.uk/people/rep/faculty-of-business/sian-moore

Kirsty Newsome https://www.sheffield.ac.uk/management/staff/kirsty_newsome/index

Jean Jenkins https://www.cardiff.ac.uk/people/view/610450-jenkins-jean

Call for papers 

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

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

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

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

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

 

Submission details

Abstracts of papers should be submitted here:

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

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

  •         Brief outline
  •         Methodology
  •         Key findings
  •         References

Extended Deadline for submission of abstracts: Monday, 27th January 2020

All abstracts are refereed anonymously by BUIRA Executive Committee members.

Conference fee £200 full and £100 PhD 

References

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

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

 

20th January 2020

Fully-Funded ESRC PhD 'Collaborative Studentship - Living Wage Wales: Exploring the drivers to and barriers against the growth of the Living Wage Standard in the Wales (in collaboration with Citizens Cymru Wales)

Project Description

In 2019, the Welsh Government published findings of an independent commission (Fair Work Commission, 2019), which highlighted a key role for paying the Living Wage (LW) in creating fair work. This report is published against a background of broader public policy support for the LW within Wales (Welsh Government 2018). This studentship will collaborate with Citizens Cymru to examine ways in which the LW can be promoted further and will focus on 3 key research questions: 

Research Questions 
1. What factors contribute to the patterns of accreditation in Wales? 
2. What approaches are used in other regions that can be learnt from to further promote the LW in Wales? 
3. How can the tools and approaches used by civil society organisations be harnessed to promote voluntary regulation? 

Rationale 
Regulation of the employment relationship has increasingly become private, voluntary and ‘soft’ in its nature. There is much research exploring the effectiveness of voluntary regulation (Bendell 2005; Newell 2000; Utting 2002), but far less understood, about the motivation of employers to choose to sign up to such voluntary standards. In the case of the LW, despite there being much public support within Wales, the levels of accreditation are modest in comparison to other parts of the UK. The reasons for the differences in levels of take up of this voluntary form of regulation are not fully understood. Equally, the role of Civil Society Organisations as key actors in the field of voluntary standards is indisputable (Heery et al. 2012; Hutter & O’Mahony 2004), but whilst the extent of their presence in the employment is increasingly understood, the way they play that role is not. 

Anticipated Methods 
Stage one will involve an analysis of employment in different regions and also identification of key stakeholders in the promotion of the LW throughout the UK. This may involve interviews with key participants. We envisage that the second stage would involve the PhD student undertaking training and participant observation with Citizens Cymru, and where appropriate other related organisations, to gain a full understanding of the methods used by this civil society organisation. The project will then develop ‘profiles’ of effective practice. It is envisaged these will be drawn from regional, national or, even potentially, international examples of successful initiatives. The aim is to identify an evidence base of ‘what works’ for effective voluntary regulation and how this relates to specific contexts. 

Applications are invited from exceptional candidates with a first class or strong upper second class honours degree, or appropriate Master’s degree. Both the University and the ESRC Wales DTP value diversity and equality at all levels and we encourage applications from all sections of the community. 

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

Applicants should apply to the Doctor of Philosophy in Business Studies with a start date of October 2020: https://www.cardiff.ac.uk/study/postgraduate/research/programmes/programme/business-studies 

In the research proposal section of your application, please specify the project title and supervisors of this project and copy the project description in the text box provided. In the funding section, please select ’I will be applying for a scholarship/grant’ and specify that you are applying for advertised funding from ESRC PHD ‘COLLABORATIVE’ STUDENTSHIP - Living wage Wales: Exploring the drivers to and barriers against the growth of the living wage standard in Wales (in collaboration with Citizens Cymru Wales). 

A completed application form should be submitted no later than 3rd February 2020.  
 
Any queries, please feel free to contact Dr Deborah Hann HannDJ@cardiff.ac.uk

20th January 2020

Plenary speakers announced for BUIRA 70th Anniversary Conference 2020

We are pleased to announce the plenary speakers for the 'BUIRA 70th Anniversary Conference 2020: the past, present and future of industrial relations and the politics of work' will be:

Judy Wacjman http://www.lse.ac.uk/sociology/people/judy-wajcman

Anne McBride https://www.research.manchester.ac.uk/portal/a.mcbride.html

Gail Hebson https://www.research.manchester.ac.uk/portal/gail.hebson.html

Jane Holegate https://business.leeds.ac.uk/research-ceric/staff/521/jane-holgate

Sian Moore https://www.gre.ac.uk/people/rep/faculty-of-business/sian-moore

Kirsty Newsome https://www.sheffield.ac.uk/management/staff/kirsty_newsome/index

Jean Jenkins https://www.cardiff.ac.uk/people/view/610450-jenkins-jean

See the call for papers here: https://www.buira.net/conference/13

Abstract deadline: Monday, 27th January 2020.

17th January 2020

Lecturer in Sociology Brunel University London - Department of Social & Political Sciences

Lecturer in Sociology - 13332

Brunel University London - Department of Social & Political Sciences

Location: Uxbridge
Salary: £40,183 to £51,719 per annum including London allowance of £2,166 per annum.
Hours: Full Time
Contract Type: Permanent
Placed On: 3rd January 2020
Closes: 3rd February 2020
Job Ref: 408905

Sociology & Communications at Brunel University London is part of a thriving interdisciplinary Department of Social and Political Sciences, which also includes Politics, Modern History, Anthropology and Journalism. It has a superb research record with 50% of research rated as being internationally excellent or world-leading in REF 2014.

As part of our continuing expansion, we are seeking to recruit a Sociologist. We are particularly interested in recruiting in the area of digital work and labour and the ‘gig’ economy, but will also consider applications in other areas of digital culture including surveillance and the state, and data justice.

This is a newly created position and will commence in the summer of 2020. The appointee will contribute to our well-established programmes in Sociology & Communications, as well as other programmes in the Department. The successful applicant will join a well-established research and teaching team with an outstanding track record of success.

The successful applicant will also be expected to participate in at least one of the College research centres, Entrepreneurship and Sustainability and Global Lives, or a University Research Institute.

More information about the Department can be found on the Departmental website:

https://www.brunel.ac.uk/sociology

Informal enquiries about the posts and the Department can be made to the Head of Department, Professor Justin Fisher (justin.fisher@brunel.ac.uk) or the Divisional Lead for Social Sciences and Communication, Dr Peter Wilkin (peter.wilkin@brunel.ac.uk).

Interviews and Presentations will be held on 14 May 2020

COMMITTED TO EQUAL OPPORTUNITIES AND REPRESENTING THE DIVERSITY OF THE COMMUNITY WE SERVE

13th January 2020

New publication: ‘Exploring Trade Union Identities, Union Identity, Niche Identity and the Problem of Organizing the Unorganized’ by Bob Smale was published last week by Bristol University Press.

The labour market has changed over recent decades and so have trade unions with mergers, rebrandings, dissolutions and new unions being formed. The question is, how well positioned are unions to organize the unorganized? With more than three quarters of UK workers unrepresented, the growth of precarious employment and the gig economy this topical new book reports up-to-date research on union identities and what is termed ‘niche unionism’, while raising critical questions for the future.

For further information go to: https://bristoluniversitypress.co.uk/exploring-trade-union-identities

13th January 2020

Ideas in Employment Relations Research Call for Papers for Special Issue Industrial Relations: A Journal of Economy and Society New Extended Deadline: February 12, 2020!

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

New Extended Deadline: February 12, 2020!

 Guest editors

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

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

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

Industrial Relations: A Journal of Economy and Society has issued a call for papers for a special issue on ‘Ideas in Employment Relations Research’.

Please be advised that the deadline for long abstracts for this special issue has been extended to February 12, 2020 – full details are available at the following link:

https://onlinelibrary.wiley.com/pb-assets/assets/1468232x/EXTENSION%20IR_Call%20for%20Papers_Ideas%20in%20Employment%20Relations%20Research-1578684488783.pdf

Best wishes

Martin B. Carstensen, Vivien Schmidt and Christian Lyhne Ibsen

 

13th January 2020

In case you missed it DEADLINE EXTENDED to 27th Jan for BUIRA Conference Abstracts

Abstract Deadline Extended for BUIRA Conference to Monday, 27th January 2020.

Call for papers

BUIRA 70th Anniversary Conference 2020: The past, present and future of industrial relations and the politics of work

Alliance Manchester Business School, University of Manchester

30th June to 2nd July 2020

Call for papers 

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

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

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

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

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

 

Submission details

Abstracts of papers should be submitted here:

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

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

  •         Brief outline
  •         Methodology
  •         Key findings
  •         References

Extended Deadline for submission of abstracts: Monday, 27th January 2020

All abstracts are refereed anonymously by BUIRA Executive Committee members.

Conference fee £200 full and £100 PhD 

References

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

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

13th January 2020

BUIRA Conference Deadline Extended 27 January

BUIRA 70th Anniversary Conference 2020: The past, present and future of industrial relations and the politics of work

30th June to 2nd July 2020

https://www.buira.net/conference/13

Call for papers

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

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

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

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

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

 

Submission details

Abstracts of papers should be submitted here:

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

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

  •         Brief outline
  •         Methodology
  •         Key findings
  •         References

Extended Deadline for submission of abstracts: Monday, 27th January 2020

All abstracts are refereed anonymously by BUIRA Executive Committee members.

Conference fee £200 full and £100 PhD 

References

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

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

Further Information

Full details are available here.

10th January 2020

CENTRAL LONDON BUIRA SEMINAR: Digitalisation, employment and industrial relations

Prof Birgit Mahnkopf (Berlin School of Economics and Law) The future of work in the era of ´digital capitalism´. Digitalization and its impact on employment, workers and industrial relations

Dr Kim Moody (University of Westminster) The ‘logistics revolution’ of the 21st century as a material aspect of digital capitalism

 Friday 31 January 2020, 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 L195

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

This regular monthly seminar is focused on the urgent question of the impact of digitalisation on employment and industrial relations, often regarded as the 4th wave of the industrial revolution, and we are fortunate to have two expert speakers.

Birgit Mahnkopf is a German industrial sociologist and a retired professor of European Politics at Berlin School of Economics and Law Berlin. She has published broadly on issues such as: economic, social and political dimensions of globalization; political economy of European integration; social-ecological transition; sociology of work and industrial relations. Drawing on her discussion paper (No 01/2019 for the Euro Memorandum Group (‘The ‘4th wave of industrial revolution’ – a promise blind to social consequences, power and ecological impact in the era of ‘digital capitalism’’), she will talk about the newest wave of automation when it will be possible to produce (even) more (useless) commodities with less people, which will increase structural unemployment at least in some, and likely in many, countries and lead to further pressure of wages. The presentation attempts to subject the ongoing digitalization hype, especially how far digitalization can be linked to societal goals in favour of workers, to a critical assessment.

Kim Moody (University of Westminster) was a founder of Labor Notes in the US and is the author of several books on labour and politics, the most recent being On New Terrain: How Capital is Reshaping the Battleground of Class War (Haymarket Books, 2017). His discussion will draw primarily on two recent publicatons: “Labour and the Contradictory Logic of Logistics” Work Organisation, Labour & Globalisation 13(1) (2019): 79-95; “High Tech, Low Growth: Robots and the Future of Work” Historical Materialism, 26(4) (2018): 3-34. He will discuss the rapid rise of the new dynamics of logistics driven by the increased centrality of time in global competition and enabled by new technology. This ‘logistics revolution’ has changed the way millions of people work, who does the work and where, the nature of the workplace, and the impact on workers, communities and the environment. Driven by capital’s inherent need for expansion and ‘time-based competition’ and guided by ICT, contemporary logistics is altering the built environment through the creation of giant ‘logistics clusters’, changing the composition of the working class and the nature of work, and intensifying climate change. Can the labour and social movement meet these challenges?

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

10th January 2020

1 year post-doc fellowship (€1,600 net/month) at Scuola Normale Superiore, Florence

1 year post-doc fellowship (€1,600 net/month) at Scuola Normale Superiore, Florence, to participate in a research project. led by Guglielmo Meardi, on the relations between industrial relations, social policy and populism in Europe. The post-doc will be integrated in the dynamic environment and fantastic location of the Department of Political and Social Studies in central Florence, with its vibrant community of research on politics, economy, work and social movements. Candidates with expertise on any among Poland, Spain, Italy and the Netherlands are particularly welcome. For information contact Prof. Guglielmo Meardi, guglielmo.meardi@sns.it 
Vacancy and application details:
https://wwwold.sns.it/bando/assegno-di-ricerca-tra-corporatismo-e-paternalismo-sociale-research-grant-between-corporatism-and-social-paternalism  

10th January 2020

Manchester Industrial Relations Society - Dr Phoebe Moore: ‘Work, Technology and What Counts: Surveillance and Monitoring and Worker Responses.’

Dr Phoebe Moore, Associate Professor, Political Economy & Technology, University of Leicester School of Business and Guest Research Fellow, WZB Weizenbaum Institute for the Networked Society, presenting on ‘Work, Technology and What Counts: Surveillance and Monitoring and Worker Responses.’
The meeting is at 6pm in G27 , Manchester Metropolitan University Business School, Oxford Road and our website is here https://www.mirs.org.uk/

10th January 2020

BUIRA Conference Fee Announced

We've been working hard with the Manchester organising team to keep BUIRA Conference fee as low as possible. We are pleased to announce that the fee for the 

BUIRA 70th Anniversary Conference 2020: The past, present and future of industrial relations and the politics of work

at Alliance Manchester Business School, University of Manchester will be £200 full / £100 PhD

See the call for papers here: https://www.buira.org/conference/13

 

https://www.buira.org/conference/13

10th January 2020

William Arthur (Willy) Brown, 22 April 1945 – 1 August 2019

It is with great sadness that we convey the news that Emeritus Professor Willy Brown passed away unexpectedly on Thursday evening at his home near Cambridge.

 

Willy’s achievements in the industrial relations and labour economics fields were exceptional. For many decades Willy was an eminent scholar in these fields, not only in the United Kingdom but also internationally. He was arguably one of the most influential academics of his generation in both research and policy formulation. 

 

Willy was Emeritus Master of Darwin College and Emeritus Professor of Industrial Relations at the University of Cambridge. He was previously the Director of the Industrial Relations Research Unit at the University of Warwick, which gained an international reputation for excellence and influence under his leadership, before becoming the Montague Burton Professor of Industrial Relations at the University of Cambridge from 1985 to his retirement in 2012. 

 

Willy provided academic leadership through various senior administrative roles at Cambridge. He also served as President of the British Universities Industrial Relations Association from 1986 to 1989 and as a member of the Executive of the International Labour and Employment Relations Association (formerly the International Industrial Relations Association) from 1989 to 1995.

 

Willy held a number of significant government appointments in the UK including foundation member of the Low Pay Commission from 1997-2007 and as a senior member of the Advisory Conciliation and Arbitration Service Council and Panel of Arbitrators.

 

Willy was the author of many seminal journal articles and books including Piecework Bargaining (1973), The Changing Contours of British Industrial Relations (1981), The Evolution of the Modern Workplace (2009) and The Emerging Industrial Relations of China (2017). In 2002 he was made Commander of the British Empire for services to employment relations.

 

Willy was an Honorary Professor at Renmin University in Beijing and was instrumental in bringing together international and Chinese scholars to examine developments in Chinese employment relations. In 2015 he was awarded an Honorary Doctorate from the University of Sydney in recognition of his significant contributions to industrial relations scholarship and policy in Australia and internationally.

 

Notwithstanding Willy’s considerable academic accomplishments, his greatest impact may have been through his personal connections and friendships. Willy strived to make the world not only a better place but also a fairer place. In this respect he lived by example. Willy was a truly magnificent person with a unique capacity to speak with anyone on equal terms. He was so selfless, so humble, so generous, and so kind. Willy was greatly loved and will be sorely missed.

 

- Willy’s former doctoral students

 

4th August 2019

Executive committee election results

Elections to the two vacant places on the BUIRA Executive Committee took place at the association's Annual General Meeting earlier this month in Newcastle. 

Eleanor Kirk (University of Glasgow) and  Yvonne Rueckert (Portsmouth University).

21st July 2019

Change in BUIRA Stewardship Team

Following a successful conference hosted at Newcastle University, we're pleased to announce that a team from the University of Birmingham have become the BUIRA Stewards.

Many thanks to Jo McBride, Ana Lopes, Stewart Johnstone, Stephen Procter and Michael Brooks for their hard work running the association.

 

The Birmingham team is as follows:

Tony Dobbins  – President

David J Bailey – Membership Officer

Genevieve Coderre-LaPalme – Events and Conference Officer

Andy Hodder – Secretary

Paul Lewis – Treasurer

Alex Wood – Communications Officer

 

21st July 2019


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