The latest news from BUIRA
Climate Change and Work PhD Scholarship in University of Westminster
Three years, full time - £16,000 annual stipend plus fee waiver, see https://www.westminster.ac.uk/courses/research-degrees/research-areas/business/research-studentships
A full-time University of Westminster PhD Studentship is available to candidates with Home fee status in the Centre for the Study of the Production of the Built Environment (ProBE) starting in January 2018. This PhD studentship is part of ProBE’s programme of research on Climate Change and Work, conducted in partnership with the York University, Toronto, funded by the Canadian Social Sciences and Humanities Research Council (SSHRC), led by Professor Carla Lipsig Mummé and entitled Adapting Canadian Work and Workplaces (ACW), an international perspective (see see www.adaptingcanadianwork.ca). The programme aims to explore the role of work and global warming and the role of organised workers and trade unions as a force for adaptation. ProBE is responsible for the international dimension, with projects on green transition strategies and worker agency in Europe, the US, and at a global level, as well as in the built environment. The applicant is expected to have broad knowledge of the field and some experience of quantitative and qualitative research. The student will be asked to do 6 hours of work per week as a research assistant to support ProBE’s ACW research and enhance REF 2020 submission. There may also be opportunities for exchange visits to Canada.
The Studentship consists of a home/EU fee waiver and a stipend of £16,000 per annum over three years of PhD study.
Eligible candidates will hold at least an upper second class honours degree and a Master’s degree. Candidates whose secondary level education has not been conducted in the medium of English should also demonstrate evidence of appropriate English language proficiency, normally defined as 6.5 in IELTS (with not less than 6.0 in any of the individual elements).
Read the University’s standard entry requirements.
For an informal discussion, contact: Dr Kristina Vasileva, PhD Admissions Coordinator, T: +44 (0)20 7911 5000 ext 66771, E: firstname.lastname@example.org; or Professor Linda Clarke, ProBE Director, Tel: 0044 (0)20350 66528, email: email@example.com
Deadline: Monday 16 October 2017
17th September 2017
Manchester Industrial Relations Society
The new Manchester Industrial Relations Society colour brochure with full details of the 2017-18 programme of meetings and speakers is now available on the Society’s newly redesigned website: www.mirs.org.uk
We have a very impressive line-up of topics and speakers, starting with Professor Tony Dundon (Alliance Manchester Business School and co-author of A Very Short, Fairly Interesting and Reasonably Cheap Book About Employment Relations, 2017) speaking on HRM: Tensions, Limits and (Potential) Demise (joint meeting with the CIPD), Andy Beckett (Guardian journalist and author of When the Lights Went Out: Britain in the Seventies (2009) and Promised You a Miracle: Why 1980–82 Made Modern Britain (2015)’, speaking on Extraordinary Times in Politics and Society, and Alex Wood (Oxford Internet Institute, University of Oxford) speaking on The Gig Economy and Employment Relations. Other meetings on topics such as Brexit, discrimination law, and employment relations analytical perspectives, follow.
Meanwhile check out the amazing list of annual programme of meetings and speakers Manchester Industrial Relations Society have had over the last 53 years. The topics are a weather vane of the key industrial relations issues of the day, and the speakers include some of the most prestigious academic figures within the field as well as leading practitioners: http://www.mirs.org.uk/mirs-archives.php
Manchester Industrial Relations Society Arthur Priest Memorial Lecture/Joint Meeting with Manchester CIPD
HRM: Tensions, Limits and (Potential) Demise
Speaker: Professor Tony Dundon
Professor of Human Resource Management, Alliance Manchester Business School, University of Manchester
Co-author of Understanding Employment Relations (2011), Handbook of Research on Employee Voice (2014) and A Very Short, Fairly Interesting and Reasonably Cheap Book about Employment Relations (2017)
Thursday 19 October 6pm-7.30pm Lecture Theatre LT33, Ground Floor Manchester Metropolitan University Business School All Saints, Oxford Road, Manchester M15 6BH Map: http://www.mmu.ac.uk/travel/allsaints/
This presentation will review a longstanding tension in human resource management concerning the extent to which HRM can both support workers while at the same time representing (and defending) the interests of employers. Contemporary developments in hyper-marketization and ideological individualism will suggest that HR policy and practice have advanced an exclusive pro-market rather than inclusive pro-business agenda, to the neglect of broader organisational and societal concerns. As a result, the role of HRM - both an area of professional practice and an academic discipline - is at risk of impoverishment. Implications for the future of the subject area and the way HRM is taught in mainstream business schools will be considered.
For further details of the Manchester Industrial Relations Society please contact:
Professor Ralph Darlington, Salford Business School, University of Salford, Salford M5 4WT
Phone: 0161-295-5456; email: firstname.lastname@example.org
Manchester Industrial Relations Society website: www.mirs.org.uk
15th September 2017
Photos and a short report from the 2017 conference in Portsmouth 'The Changing Face of Industrial Relations: New Borders, New Frontiers' can now be viewed on the BUIRA website https://www.buira.org/conference/7
Greetings, This is the official announcement from the Secretariat of ILERA World Congress 2018. We are so pleased to inform you that the deadline for Abstract/Session Proposal Submission has been extended to September 30, 2017. Please refer to the following important dates: 1. Call for Papers - Abstract Submission Deadline: September 30, 2017 - Notification of Abstract Acceptance: October 31, 2017 - Full Paper Submission Deadline: January 31, 2018 - Notification of Session Allocation: March 31, 2018 2. Call for Organized Sessions - Session Proposal Submission Deadline: September 30, 2017 - Notification of Session Proposal Acceptance: October 31, 2017 - Abstract Submission Deadline: January 31, 2018 - Notification of Session Allocation: March 31, 2018 * Please note that the scholarship application deadline has also been extended to September 30, 2017. In addition, please note that the scholarship application deadline has also been extended to September 30, 2017. With your meaningful participation, the congress will be a valuable platform to seek the directivity for the new labor environment caused by the 4th industrial revolution under the theme “Employment for a Sustainable Society: What Is To Be Done?”. ◆ Track 1: Collective Voices and Social Dialogue for a Better Future ◆ Track 2: HRM Challenges and Responses for the Changing Workplace ◆ Track 3: Labor Market Dualization and Institutional Responses ◆ Track 4: Workforce Diversity, Labor Market Inequality and Social Integration ◆ Track 5: Work and Employment Relations in Emerging Market Economies ◆ Track 6: The Future of Work For more detailed information regarding Abstract/Session Proposal Submission, please visit the website: - Call for Papers: http://www.ilera2018.org/abstract/submission.html - Call for Organized Sessions: http://www.ilera2018.org/abstract/organ_session.html If you have any questions or comments on this congress, please do not hesitate to contact us. Thank you.
11th September 2017
Just published on industrial relations in contemporary China:'The Emerging Industrial Relations of China', edited by William Brown (Cambridge University) and Chang Kai (Renmin University of China), Cambridge University Press, Hardback, £68.Faced with rising worker aspirations and dissent, the past decade has seen the Chinese government changing its relationship with both employers and workers. Employers are developing their own organisations and the once monolithic trade union has become more internally flexible. In this book a new generation of Chinese scholars draw on fieldwork and surveys to analyse developments in trade union organisation and employer strategy, in collective consultation and employee participation, and in the role of government and the treatment of strikes. It concludes with a comparison of the Chinese experience with that in Vietnam and Russia by Tim Pringle (SOAS).Tom Kochan of MIT praises the book as '... destined to be the go-to textbook and scholarly resource on this subject'.
Faculty / Portfolio:
Faculty Business and Economics Monash Business School Department of Management
Clayton/Caulfield campus, Melbourne, Australia
AUD$112,789 - $130,054 pa Level C /AUD$135,812 - $149,616 pa Level D(plus 17% employer superannuation)
With leading academics and world-class resources, combined with a ranking in the top 100 universities worldwide, we offer all you need to build a brighter future.
Our research informs our teaching and makes a significant contribution to the body of management knowledge, with beneficial impacts on individuals, organisations and society.
We are entering a period of deep investment in our future capability and are now seeking a Senior Lecturer (Level C)/Assoc. Prof. (Level D) in the discipline areas of Human Resource Management/Employment Relations. We offer a vibrant research and academic community within a growing faculty that embraces diversity and encourages innovative learning practices.
If you have the relevant qualifications and research track record, a demonstrated ability to engage and educate, high-level interpersonal skills, and if you enjoy working as part of a team, we would love to hear from you. This role is a full-time position; however, flexible working arrangements may be negotiated. Your application must address the selection criteria. Please refer to "How to apply for Monash Jobs"
Prof. Véronique Ambrosini, Head of Department <email@example.com>
PD - Senior Lecturer PD - Associate Professor
8th September 2017
SENIOR LECTURER IN EMPLOYMENT RELATIONS LAW
Closing Date : 24/09/2017. Employment Type : Permanent. School/Directorate : Alliance Manchester Business School. Division : Alliance MBS - PMO Division. Hours Per week : Full time. Salary : £39,992 to £58,149 per annum according to experience. Location : Oxford Road, Manchester. Job Reference : HUM-10564.
Applications are invited from those with teaching and research interests in employment law. Teaching will comprise core employment law modules on the School’s undergraduate and postgraduate programmes (including the CIPD accredited MSc in HRM and Industrial Relations). You will be expected to make a significant research contribution in terms of grants, publications and impact, as well as to collaborate with colleagues across the School in the newly established Work and Equalities Institute.
As an equal opportunities employer, we welcome applications from all suitably qualified persons. As the School is committed to Athena SWAN principles, we would particularly welcome applications from women, who are currently under-represented at this grade. All appointments will be made on merit.
Further details here: http://www.jobs.ac.uk/job/BDT553/senior-lecturer-in-employment-law/
25th August 2017
Durham University Business School will be advertising a range of posts in management, including Employment Relations and HRM, in September. Posts will be available at Assistant Professor, Associate Professor, and Professorial levels. Details will be available, once posted in September, on
Journal of Industrial Relations special issue on Migration and Work
This is a reminder that the deadline for submission of articles to the Journal of Industrial Relations special issue on Migration and Work is 1 October 2017.
The Call for Papers is at the following link: http://journals.sagepub.com/pb-assets/cmscontent/JIR/JIR_migration_and_work_SI_CfP.pdf
Stephen Clibborn - firstname.lastname@example.org
Chris F Wright - email@example.com
Now that the membership subscriptions are now collected by card payment via Stripe we have now cleared up all of the confusion regarding membership rates and all members are now paying the correct amount for their membership type.
However there are still a small but significant number of members who are paying via Stripe but also have a standing order with us, i.e. in effect paying twice. We cannot do anything from this end to stop that, it is the individuals arrangement with their banks and the bank sends the payment - we don't collect it like a direct debit. Therefore could you all please check and if you still retain a standing order for BUIRA please cancel it.
If you have any queries please contact firstname.lastname@example.org (Treasurer).
21st August 2017
Gender, Work and Organization
10th Biennial International Interdisciplinary Conference Sydney, 13-16 June 2018
Women, Collectivism and Wellbeing
Julie Douglas, Auckland University of Technology, NEW ZEALAND Katherine Ravenswood, Auckland University of Technology, NEW ZEALAND Gill Kirton, Queen Mary University of London, UNITED KINGDOM
Cathy Brigden, RMIT, AUSTRALIA
Trine Pernille Larsen, FAOS, DENMARK
This stream calls for papers that critically analyse the role of the collective in employee wellbeing, and particularly women, including but not limited to aging and immigrant women.
There are few that would argue that while women have progressed in paid work in many countries there are still gaps in how gender in work and organisations is understood, researched and acted upon. One such example is the concept of wellbeing and its manifestation in the workplace especially in relation to improved performance (Spence, 2015). For some organisations this is viewed as the icing on the cake in their toolbox of human resource strategies (Guest, 2017; Laine, 2015). However, as some jurisdictions introduce the concept of work-related stress into health and safety legislation, there has been a flurry of renewed interest in not just the health but also the wellbeing of employees.
The concept of wellbeing is contested, and the wellbeing literature has been criticised because it has largely failed to consider the broader psychosocial view of work and instead focused on the individual’s wellbeing, laying ‘blame’ for poor outcomes on the individual’s capacity and characteristics, such as ‘resilience’ (Guest, 2017). A further critique of the wellbeing literature is the assumption that wellbeing is a homogenous experience across a homogenous worker, the typical ‘male’ worker. Scarce research has investigated the role of gender in wellbeing for employees. Along with disrupting the ‘ideal worker’ by interrogating gender, other absences include gender diverse/LGBTIQ+ and Indigenous workers, aging workers, migrant workers and those with a disability (Brougham, Haar, and Roche, 2015; Foster, 2017).
We argue that a shift in focus is needed to look at the role of the collective in relation to wellbeing: how can organised and informal groups of workers challenge the managerial wellbeing narrative that serves to individualise wellbeing and reduce it to individual coping strategies? This will provide the critical lens necessary to fully understand the processes and power play that impact on employee wellbeing at work and within organisations. Furthermore, this critical lens must include a gendered analysis that engages with specific conditions/practices that diminish women’s wellbeing at work, for example, sexual harassment, everyday sexism/racism and other insidious forms of oppression which would expand the debate about workplace wellbeing.
A logical step is to leverage research on unions and their role in the employment relationship, as unions’ primary goal is to protect and improve workers’ conditions and wages. Also to consider is the role of health and safety representatives which may also be collective agents. There has been considerable work on unions’ role in health and safety, parental leave entitlements and flexible work arrangements (Ravenswood & Markey, 2011; Williamson, 2014: Heery, 1996). Research has also looked at women’s representation and structures within unions themselves (Parker & Douglas, 2010; Brigden, 2013). Further research has also shown a connection between collective activity and general wellbeing at work – however this latter research has failed to take a gender lens to its analysis (Knudsen, Busck and Lind, 2011). Collectivism (be that formal union structures or otherwise) enables a voice in workplaces and may well provide a point of advocacy in the improvement of workers’ wellbeing (Brougham, Haar, and Roche, 2015; Macky & Boxall, 2009). But what of women, and gender diverse people and their wellbeing?
This stream seeks papers that critically analyse the role of the collective in employee wellbeing, in particular for women and wider gender diversity. While the collective is traditionally understood as union representation, critical papers that explore the role of other collective structures within work and organisations, such as staff networks or collective civil society groups (for example, Equal Pay Coalitions, women’s centres, workers centres) would also be welcome. Some suggestions are:
For submission details go to: www.mq.edu.au/events/gwosydney
For stream enquiries please contact Julie Douglas: email@example.com
Brigden, C. (2013) “A Fine and Self-Reliant Group of Women”: Women's Leadership in the Female Confectioners Union. Labour History: a journal of labour and social history 104, pp 49-64.
Brougham, D., Haar, J., & Roche, M. (2015). Work-family enrichment, collectivism, and workplace cultural outcomes: a study of New Zealand Maori. New Zealand Journal of Employment Relations, 40(1), 19-34.
Foster, D. (2017). The health and well-being at work agenda: good news for (disabled) workers or just a capital idea? Work, Employment and Society, DOI: 10.1177/0950017016682458.
Guest, D. (2017). Human resource management and employee well-being: towards a new analytical framework. Human Resource Management Journal, 27(1), pp22-38. Heery, E. (1996). The new new unionism. Contemporary Industrial Relations: A Critical Analysis, 175-202.
Knudsen, H., Busck, O., & Lind, J. (2011). Work environment quality: the role of workplace participation and democracy. Work, Employment and Society, 25(3), pp379-396.
Laine, P. (2015). Developing wellbeing at work: Emerging dilemmas. International Journal of Wellbeing, 5(2), pp91-108.
Macky, K. & Boxall, P. (2009). Employee well-being and union membership. New Zealand Journal of Employment Relations, 34(3), pp14-25.
Parker, J., & Douglas, J. (2010). Can women’s structures help New Zealand and UK trade unions’ revival?. Journal of Industrial Relations, 52(4), 439-458.
Ravenswood, K. & Markey, R. (2011). The role of unions in achieving a family- friendly workplace. Journal of Industrial Relations, 53(4), pp486-503.
Spence, G. (2015). Workplace wellbeing programs: If you build it they may not come…because it’s not what they really need! International Journal of Wellbeing, 5(2), pp109-124.
Williamson, S. (2014). Gender equality bargaining: Developing theory and practice.
Journal of Industrial Relations
20th August 2017
Call for Papers
Association of Industrial Relations Academics in Australia and New Zealand (AIRAANZ)
2018 Conference Stream: ‘Researching Diversity’
7-9 February 2018, Adelaide, Australia
Dr Susan Ressia, Lecturer, Griffith Business School, Griffith University (firstname.lastname@example.org)
Dr Shalene Werth, Senior lecturer, School of Management and Enterprise, USQ (email@example.com)
The stream will address the ongoing issues related to gender and other differences as they are experienced in the context of the workplace. Visible and invisible identities can provoke particular reactions from colleagues when they are disclosed. Individuals who exhibit difference, for example, in their health status, migrant or racial background, gender, age or sexuality, risk being stigmatised or stereotyped in the labour market. Goffman shows that individuals with stigmatising attributes are ‘very careful to show that in spite of appearances they are very sane, very generous, very sober, very masculine [or feminine]… in short they are… nice persons like ourselves in spite of the reputation of their kind’ (1986, p. 110). Socially advocated ‘codes of conduct provide the stigmatised individual… with recipes for an appropriate attitude regarding the self’ (Goffman 1986, p. 110). Where individuals have an invisible stigmatising identity they might have a choice about disclosure and attempt to appear ‘normal’. Normality ‘designates the state of affairs where everyone can get on with their business and the taken-for-granted world is not visibly shaken’ (Pinder 1995, p. 210). In the work environment there is an expectation of ‘normality’ that may exclude diversity groups, resulting in their experiences of less desirable workforce outcomes. These outcomes can be experienced in different and complex ways, when multiple visible and/or visible identities intersect. Thus, as Crenshaw (1989) describes, the intersection of various characteristics work in ways to produce inequalities and disadvantage for people who do not fit the dominant norm.
This stream invites papers that examine both the positive and negative experiences of diversity groups, which might include, but is not limited to, gender, culture, race, religion, migrant background, disability, health status, or sexual identity, and the intersections between them. The stream also welcomes papers that cover the various methodologies used in researching these diversity groups.
The aim of this stream is to expand into the broader field of diversity, and so reflects today’s social and cultural environments where we are witnessing a rapid change and transformation in the diverse nature of the workforce, while the workforce issues pertaining to these groups are often unacknowledged, misunderstood, overlooked or ignored.
Crenshaw, K. 1989 ‘Demarginalizing the intersection of race and sex: a black feminist critique of antidiscrimination doctrine, feminist theory and antiracist politics’, University of Chicago Legal Forum, pp. 138–167.
Goffman, E 1986, Stigma: notes on the management of spoiled identity, Simon & Schuster Inc, New York.
Pinder, R 1995, 'Bringing back the body without the blame? The experience of ill and disabled people at work', Sociology of Health and Illness, vol. 17, no. 5, pp. 605-31.
Abstracts An abstract should set out the title and authors. The main body of the abstract (max 250 words) should then follow. It should succinctly set out the research questions, the methods used, the theoretical focus and the major conclusions. Please include references. Deadline for abstract submission: Friday 15 September 2017.
Notification of acceptance: Friday 29 September 2017. Paper proposals If you wish to present a paper, please submit an abstract in accordance with the requirements set out above, but also indicating that you intend to submit a full paper. Please indicate whether the paper is to be refereed or non-refereed.
Deadline for paper proposal: Friday 15 September 2017.
Notification of acceptance: Friday 29 September 2017. Submitted papers If a paper proposal is accepted, the final paper must be submitted by Friday 27 October 2017 (refereed papers) or Friday 24 November (non-refereed papers). The paper should be between 3,000 and 5,000 words in length (including references, endnotes, tables, appendices and abstract). Please adhere strictly to the conference guidelines. For more information about AIRAANZ: http://www.airaanz.org/airaanz-conference-2018.html
HRM researchers might be interested in joining the recently re-activated HRM jiscmail: HRM@jiscmail.ac.uk. The email list is for news relating to HRM research. For details and to sign up please see: https://www.jiscmail.ac.uk/cgi-bin/webadmin?A0=HRM.
Labor and Employment Relations Association Call for Symposia & Paper Proposals LERA 2018 Winter Meeting, Philadelphia, PA January 5-7, 2018 (Friday, Saturday, and Sunday)
For full information: https://lera.memberclicks.net/2018-call-for-proposals-lera-winter-meeting
" Robust Labor Markets and Employment Relationships: Policy and Research"
Submission Deadline: Submit to the LERA website by March 9, 2017 (without exception)
In an era of growing inequality, long-term unemployment, and widespread low-wage work, the LERA Program Committee seeks proposals offering original and high-quality research related to the theme, Robust Labor Markets and Employment Relationships: Policy and Research for its winter meeting held in conjunction with the Allied Social Sciences Association (ASSA). We also welcome proposals on a broad range of other topics, including labor and employment relations, labor market regulation, social insurance, economic justice, technology and work organization, human resource studies, and organizational practices (such as pensions, health insurance, and work-life balance), as well as topics of current interest or related more generally to the mission of LERA. We encourage submissions from multiple academic disciplines and from the perspectives of multiple stakeholders, including workers, managers, and unions.
Proposed sessions should include a total of 7 participants with either 1 chair, 3 presenters, and 3 discussants OR 1 chair, 4 presenters, and 2 discussants. The Committee also accepts individual paper proposals, although preference is given to session submissions.
In order to give a paper at a LERA session, presenters must be current in their LERA membership. (Join LERA http://www.LERAweb.org/join-lera.) Proposals that include participants with diverse gender, ethnic, institutional and geographic backgrounds will be favored.
Papers presented in LERA symposia at the 2018 LERA Winter Meeting will be invited to be published in the LERA Proceedings. Visit the LERA website for complete information about our Proceedings and submission requirements.
To submit an online proposal, visit https://lera.memberclicks.net/2018-call-for-proposals-lera-winter-meeting. To give the program committee an understanding of the proposed panel, we request that symposia organizers provide:
Proposals must be submitted or reach the LERA Office no later than March 9, 2017. Contact LERAoffice@illinois.edu with questions.
LERA Program Committee for the LERA 2018 Winter Meeting in Conjunction with ASSA/AEA
Jeannette Wicks-Lim, Co-Chair, University of Massachusetts-Amherst; Susan Houseman, Co-Chair, W.E. Upjohn Institute; Katharine Abraham, University of Maryland; Teresa Ghilarducci, The New School for Social Research; Barry T. Hirsch, Georgia State University; Alex Mas, Princeton University; Larry Mishel, Economic Policy Institute; Samuel L. Myers, University of Minnesota; Jesse Rothstein, University of California, Berkeley; Till Von Wachter, UCLA; William Spriggs, AFL-CIO and Howard University; and Sanford Jacoby, Co-Chair, University of California, Los Angeles (ex officio)
21st December 2016
The cataloguing of the Wedderburn Papers is progressing well. See:
BUIRA members contributed generously (the largest single group of individuals - in numbers and money raised) but the appeal is ongoing as the target was not reached. Anyone wishing to contribute can contact the Modern Records Centre directly or me at: firstname.lastname@example.org
25th November 2016
The relationship between migration and work has been transformed in recent decades, most notably through growth of temporary and employer-sponsored visa schemes, the introduction and expansion of cross-border labour mobility zones, and geographical shifts in the main sources and destinations of migration. These changes have produced major challenges for governments, business and labour to balance the perceived disruptive impacts of labour migration with the potential benefits.
The Journal of Industrial Relations (JIR) is publishing a special issue on ‘Migration and Work’ in 2019. Potential contributors are strongly encouraged to present their research at one of the symposia that will be organised to provide feedback and assist in the paper development process prior to submission. The first of these symposia will be held in Sydney in February hosted by the University of Sydney Business School’s Migrants@Work Research Group. We expect that a second symposium will take place in Europe in July 2017 (TBC).
The deadline for online submission of papers to the special issue is 1 October 2017.
Full details regarding the Journal of Industrial Relations special issue is available at:
Questions related to the content and logistics of the symposium should be directed to the organisers, Dr Stephen Clibborn (email@example.com) and Dr Chris F Wright (firstname.lastname@example.org).
28th October 2016
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19th September 2016