The latest news from BUIRA
There's still time to register for the CIPD Applied Research Conference, taking place this year in Glasgow, on 30 November and 1 December, 2017. The Applied Research Conference (ARC) is an annual meeting place for researchers and practitioners working in people management, employment policy and related fields. It is an interdisciplinary conference that covers a wide range of aspects of people management, employment, learning and development and organisational development.
Register now »
The conference starts on the evening of Thursday 30 November with practical workshops. The main programme on Friday 1 December centers on 35 research papers grouped into 15 thematic streams.
Don't miss out on hearing informative keynote presentations from:
Take a look at the full programme and booking information here. ARC holds a unique place in strengthening links between academic research and HR practice. Join us to hear about cutting edge research, discuss how it can be applied in policy and practice, and network with like-minded researchers and practitioners.
We look forward to welcoming you to the event. Please feel free to forward this email on to any collaegues who you think may be interested in attending.
8th November 2017
Philippe Pochet (General Director, European Trade Union Institute) on What is the Role of Employers and what are the Hopes for the Future?
Werner Buelen (European Federation of Building and Woodworkers) on The Difficulties and Reality of the European Social Dialogue for Trade Unions
Discussant: Professor Richard Hyman (LSE)
Friday 24 November 2017, 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 C385 (lunch C287)
For further details and to reserve a place, contact Linda Clarke (email@example.com)
This regular monthly seminar is focused on European Social Dialogue (ESD), which celebrated its 30thanniversary in 2015, and we are extremely lucky that Philippe Pochet, has agreed to speak on this. Philippe is General Director of the ETUI and visiting lecturer at the Université catholique de Louvain (UCL) and the College of Europe, having previously been Director of the Observatoire social européen (OSE). The ESD remains one of the pillars of social Europe and an important element of European integration, though since the beginning of the millennium it has lost much of its momentum. His aim is to speak about the strategy of the different EU actors, in particular the employers’ organisations and European multinationals in the ESD, and to consider the ESD’s possible revival following the crises of European integration and threats to the internal market. Werner Buelen, Political Secretary Construction, from the European Federation of Building and Woodworkers will then follow with a critical account of the reality and results of the ESD.Richard Hyman, author with Rebecca Gumbrell McCormick of Trade Unions in Western Europe, has agreed to act as discussant.
The subject is highly topical in the light of the Brexit debate and the seminar provides an opportunity to air and discuss these issues in an open forum and consider their implications for industrial relations. Anyone interested is welcome to attend this event. These meetings can be full though so, if you would like to attend and to help forecast catering provision, please Contact: Professor Linda Clarke, firstname.lastname@example.org or020350 66528
7th November 2017
Newcastle University Business School – Senior Lecturer in International Human Resource Management
The vacancy closes on 29th November and is listed also on jobs.ac.uk: http://www.jobs.ac.uk/job/BFJ051/senior-lecturer-in-international-human-resource-management-b94857a/
Applications are via the HR job vacancies website: https://vacancies.ncl.ac.uk/LoginV2.aspx
6th November 2017
The University Of Greenwich Work And Employment Research Unit And Public Services International Research Unit Present
A Symposium On Public Sector Pay And Workforce Issues: The End Of Austerity?
Wednesday 29 november 2017. 13.00 – 18.00
Venue: Room HH102, Hamilton House, Park Vista, Greenwich, SE10 9LZ
This symposium brings together a range of speakers to discuss the current state of public sector pay and workforce issues. We will look at what has happened to pay and the workforce in the public sector over the years of the Government pay policy, with up-to-date assessments from key participants in the debate. We have several speakers with different perspectives to help build the bigger picture. In recent months, the question of lifting the 1% cap on public sector pay has risen to the top of the political agenda. There are claims and counter claims about whether public or private sector workers are paid more and these claims will be tested.
Chair: Professor Sian Moore, University of Greenwich
Ken Mulkearn, (Editor/author of Pay in the Public Services 2017, published by Incomes Data Research). Ken will cover recent pay outcomes and what they indicate for policy, where policy might be headed and the influences on this (labour markets, Government stance, unions, LP policy). He will also cover the key issues for policy-makers – comparability, pay progression, pay setting machinery, supply and inflation/catch-up.
Joshua Rawlings, (Economic Researcher, Office for National Statistics). Joshua’s presentation will cover information around the factors affecting earnings using ASHE. The presentation focuses in particular on the differences in public and private sector pay. It presents two statistical models which explore the relationship between mean hourly earnings excluding overtime and a range of independent variables, the estimates of which are based on the 2016 ASHE data and includes a control for the size of the organisation.
David Powell, (Senior salary officer NEU (NUT section, following the merger with ATL)) will cover pay developments in schools, Academies and the STRB. The talk will set out the impact of public sector pay policy since 2010 on teachers in schools and academies. The following issues will be covered: pay restraint; the breakup of the national teacher pay structure; the imposition of performance-related pay; and the consequences of these policy developments for teacher recruitment and retention.
Peter Gordon, (Head of terms and conditions of service, British Medical Association) will cover the junior doctors’ dispute and the role of the DDPRB. He will outline the BMA’s interactions with the DDRB (doctors’ pay review body), talk about the junior doctor contract dispute before finishing with a short section on negotiating during austerity.
Gerry O’Dwyer, (National Officer Royal College of Nursing). Pay developments for NHS staff. Gerry will highlight the issues in respect of the 2017/18 NHS pay round and the ‘claim’ made by unions to the Chancellor in advance of the submission of evidence to the NHS Pay Review Body. This will cover in particular the position of nurses and health care assistants and will highlight the issues that have caused them most concern during the period of austerity. He will also discuss the RCN’s successful ‘Scrap the Cap campaign’, as well as the challenges that the RCN can face in considering industrial action.
Dave Penman, (General Secretary, First Division Association): Dave will consider the impact of pay policy on senior civil servants and the issues of recruitment and retention of skilled employees in the senior civil service.
A panel of experts will then discuss the issues raised
Nicola Allison, Remuneration Advisor, Office of Manpower Economics
Heather Wakefield, National Negotiations Officer for Local Government, Unison and Visiting Fellow, University of Greenwich
Professor Ian Kessler, Kings College London.
This is a free seminar open to the public and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:
How To Find Us
Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ
Telephone: +44 20 8331 9083 E-mail:email@example.com
3rd November 2017
Since it was first established, BUIRA has been overseen by a team of stewards and an Executive Board. Currently the stewardship structure includes officers with responsibility for communications, membership, conference/events and financing. The tenure of each stewardship team is 3 years and the team is expected to host the BUIRA annual conference in the last year of tenure.
We are now open to proposals for a takeover of the stewardship after the 2019 annual conference held at Newcastle. The tenure will be from 2019 – 2022 during which time will include the celebration the 70th anniversary of the establishment of BUIRA.
Ideally, the stewards team will be co-located within the same institution, but proposals for teams made of individuals at different institutions will also be considered.
Proposals should include names of stewards for the following roles:
Informal enquiries may be made to firstname.lastname@example.org and email@example.com
2nd November 2017
Call for Papers
BUIRA Conference 2018
The return of politics to employment relations
Middlesex University, London Wednesday 27 to Friday 29 June 2018
Howell (2005) observes that the emergence of the “third system of industrial relations” in the UK – from 1979 - is one that, among the institutional issues, removed employment relations as a high profile political issue in public life. While the Winter of Discontent made industrial relations the primary political national issue in the 1979 general election, by the time the Employment Relations Bill was being debated in 1998-9 it attracted low key media or even parliamentary attention. If the neoliberal age has been one which has institutionally sidelined the notion of collective worker representation, it has also been one that has attempted to ideologically individualise the employment relationship into a market transactional one.
In 2017, the situation seems to have changed. The underlying ideological predisposition that the employment relationship is a consensual voluntary market transaction is a lot less certain among a significant proportion of working people who instead see unfairness and futility. In the UK, while unemployment is relatively low, ‘underemployment’ and the perceptions of insecurity, precarity, ‘bad jobs’ and inequality are high. Similar tensions are reported across the developed world. These changes could be partly the longer-term consequence of the global financial crisis of 2007/8, of global and national austerity or of the way in which globalisation has affected jobs in adjusting the global north to the global south. The politics surrounding the (un)fairness of the system governing work and employment are now acute and are beginning to challenge the assumptions underpinning key institutions governing the system as a whole.
It is difficult to pin an exact location for this ‘disruption’ but its manifestations are evident. While workplace collective bargaining remains dormant outside the shrunken domains of public sector and established large employers, the levels of discontent among the ‘unorganised’ are growing. This includes legal and small scale collective challenges to practices associated with the ‘gig economy’ (a prominent theme discussed at BUIRA 2017); and the return of industrial relations policy as a contested ideological agenda at national level politics (with Labour now championing trade union rights and the Conservative government seeming to need to address perceptions of unfairness with a more paternalist reform agenda on issues such as corporate governance and pay inequality. The Conservatives’ apparent change of direction is of particular interest as it seems to mark an important symbolic break with the cornerstone principle of laissez-faire market individualism that has underpinned government policy since Thatcher in 1979.
Such re-politicisation of work and employment has not just been a UK phenomenon. The Trump phenomenon in the US, with its rhetoric of protectionism and anti-immigration, has also arguably been based on a populist challenge to the prevailing neoliberal orthodoxy of open markets. . In France the direction seems to be equal and opposite: the reforming Macron government seems intent on market-based reforms to labour laws more in line with the neoliberal agenda falling out of favour elsewhere.
Although we welcome papers that concern any area of industrial relations, theoretical contributions in relation to the changes we’re observing in the relationship between politics and employment are particularly welcome, as well as papers concerning topics under the following headings:
The call for papers is open until 30th January 2018.
Please use template provided below and submit abstract through the BUIRA website: https://www.buira.org/
If you would like to propose a stream or special session, please send a proposal to firstname.lastname@example.org by 20th December 2017.
BUIRA conference abstract template
Brief outline (100 words):
Methodology (150 words):
Key findings (250 words):
ACADEMY E-BULLETIN OCTOBER/NOVEMBER 2017
For all news about the Academy and its Campaign visit www.acss.org.uk and campaignforsocialscience.org.uk
Earlier this month the Academy has conferred the award of Fellow on 69 leading social scientists. The new Fellows are drawn from academics, practitioners and policymakers across the social sciences. They have been recognised after an extensive peer review process for the excellence and impact of their work through the use of social science for public benefit. This includes substantial contributions and leadership in various fields, including higher education, social, economic and environmental policy, government, law, charitable foundations and think tanks.
Announcing the conferment, Professor Roger Goodman FAcSS, Chair of the Academy said, “Each new distinguished Fellow has been recognised for their outstanding and impactful contributions in their respective fields, and will prove invaluable additions to the range of expertise within the Academy. This speaks not only to the power and scope of the social sciences to address the big issues of our time, but also to the growing depth and breadth of representation within the Academy as the voice of the social science community as a whole.” More (including full list)
REF SUB-PANEL MEMBERSHIP APPLICATIONS
HEFCE has begun the work of recruiting people to serve as members of the Sub-Panels for the next REF exercise. The information is here and here.
Nomination is via subject associations. We are ready, as with the recruitment of chairs, to confirm Fellowship for individuals, giving the date of conferment and confirming that they remain in good standing with the Academy (which means that the individual has not resigned or lapsed their Fellowship and their subscription is up to date). Once you know you are being nominated, please write to Jordene Sewell to request this, noting which learned society is nominating you and for which Sub-Panel.
NEW ESRC HEAD
The Academy of Social Sciences congratulates Professor Jennifer Rubin of King’s College London on her appointment as Executive Chair of the Economic and Social Research Council. The ESRC needs to be a strong voice for using a wide range of types of rigorous social science research and evidence in the new problem-driven funds of UKRI – for example in addressing industrial strategy and global challenges. It also needs to support a strong social science base of many different types of social science, including basic, descriptive and causal research across all disciplines. We are sure that under Professor Rubin’s leadership the ESRC will continue to recognise the importance of maintaining and extending the excellence of the strong social science base in the UK. We look forward to working with Professor Rubin both to promote the best use of social science evidence and to ensure support for existing strengths in UK social sciences, as well as their further development.
The closing date for receipt of Fellowship nominations for the winter round is Friday 24th November. Guidelines and Forms are available from the Academy website.
We are delighted to launch our new-look website, with improved functionality and stability. Do please take a look.
PRESIDENT’S LUNCH 2017 – Edinburgh, 14th December – NOW BOOKING
This year the lunch returns to the Royal Society of Edinburgh and will be held on Thursday 14th December 2017. We are delighted that John Swinney MSP, Deputy First Minister, will speak at the event. This is the annual highlight of the Academy’s calendar; an opportunity for Fellows, member learned societies and their guests to enjoy high level networking in elegant and congenial surroundings. Newly conferred Fellows may also be presented with their certificate by the President at the event. Learned Societies may take whole or part tables (tables will seat 8 people). Tickets are available here.
CfSS 5th ANNUAL SAGE PUBLISHING LECTURE 2017 – ‘EDUCATIONAL INEQUALITY IN A POPULIST ERA’ – 21st November
The Rt Hon Lord (David) Willetts FAcSS, former Minister of State (Department for Business, Innovation and Skills) (Universities and Science), is confirmed as respondent for the lecture to be given on ‘Educational Inequality in a Populist Era’ by Professor Louise Richardson FAcSS, Vice-Chancellor of the University of Oxford. The event will take place at 61 Whitehall, London SW1A 2ET, on the evening of Tuesday 21st November 2017. Fellows and Learned Societies should have received an email invitation with a link for booking places, which are free.
INTERNATIONAL AND MULTI-DISCIPLINARY PERSPECTIVES ON EVIDENCE-BASED POLICY (London 4th December)
Part of the seminar series organised by the Academy’s International Advisory Group. Seminar 4: ‘Historical and International Perspectives on Health’ will take place at 33 Finsbury Square, London EC2A 1AG on 4th December 2017. More
CAMPAIGN FOR SOCIAL SCIENCE NEWS
STRATEGIC LEADERSHIP FORUM (SLF) EXAMINES ROLE OF SOCIAL SCIENCE IN INDUSTRIAL STRATEGY
The first meeting of the Campaign for Social Science’s newly convened Strategic Leadership Forum on 10 October considered how the social sciences could most effectively contribute to the emerging priorities of the government’s industrial strategy. Bringing together leaders from across academia, the public sector and industry, the SLF addressed two major themes: the role of the social sciences in solving the ‘productivity puzzle’, and how to make more effective use of social science expertise by forging new links across business and social enterprise. The meeting included an excellent talk from Andy Haldane FAcSS, Chief Economist at the Bank of England, on the productivity challenges facing the UK. Participants agreed various means by which members of the Forum can help showcase the ways in which they are deeply engaged with the challenges of regional development and industrial strategy, and the global challenges set by UKRI.
The SLF is one of the benefits available to Silver and Gold level members of the CfSS Supporter Scheme. It brings together social science leaders to discuss key topics, foster learning and strengthen strategic relationships across the sector. It offers social science leaders a unique opportunity to engage with current and forthcoming policy issues and hear from colleagues in the sector, external decision makers, influencers and thought leaders. Its goal is to examine what the Campaign for Social Science can do to promote the prospects of social science, including research funding, and to work more closely with HEIs and Learned Societies to do so.
More information about joining the scheme is available by emailing the Campaign team.
“PATHWAYS TO IMPACT IN THE WELSH GOVERNMENT AND NATIONAL ASSEMBLY OF WALES” TOOLKIT
The Campaign for Social Science launched a new online tool-kit Pathways to impact: a practical guide for researchers, in collaboration with Cardiff University. The online tool-kit is designed to help new researchers improve their political impact by providing guidance to link social science evidence more closely to the policy making process, with a focus on the Welsh Government and National Assembly for Wales.
A series of straightforward recommendations outlines how to make sure research stands out and is most effectively put into action by civil servants, parliamentarians, and Ministers. There are four broad themes: understanding the political context and landscape; engagement and maximising impact; credibility and independence; overcoming obstacles. More
Policy Monitor for October– our monthly compendium of official consultations relevant to our community, is also available in an online searchable form on the Campaign website
From our Head of Policy: Sharon Witherspoon MBE FAcSS
During October we have continued our engagement with the ESRC and UKRI over the longitudinal studies review, data access and industrial strategy. We remain concerned that the Industrial Strategy Challenge Fund needs to consider not only the social science elements of the current challenges identified so far under the industrial strategy, but also the ‘horizontal’ elements that might lead to strategic consideration of productivity and regional differences, including experiments that might explore how to improve productivity.
We held fruitful meetings with our Learned Society members at the end of September and again at the British Academy in early October about the work that they are already doing to engage with practitioners and professionals outside academic that might inform our engagement with the ESRC and UKRI. We are preparing a template and plan to circulate that shortly. It is vital that we are able to demonstrate the existing work the social sciences are already undertaking to engage outside the academic community.
Meanwhile, we are continuing our work on pathways from school to university to employment, showing the various destinations of employment of social science graduates, and highlighting the importance of number and data skills. We expect to have a draft report by the end of the year, with the aim of launching in February. Sage Publishing is partnering in this work.
We also note the publication today of the Final Report of the Industrial Strategy Commission, headed by Dame Kate Barker FAcSS.
CONTEMPORARY SOCIAL SCIENCE – the journal of the Academy of Social Sciences
Current Calls for Papers for themed issues:
FELLOWS NEWS AND BOOKS
LEARNED SOCIETY NEWS AND EVENTS
o CEO sought – deadline extended to 2 November. More
o Event: Doctoral writing workshop (Joint LLD and OTCD SIG event). London 27 November
o Event: Mid-career faculty – moving to the next level. Nottingham 30 November
o International Journal of Management Reviews (IJMR) Special Issue – ‘Paradoxes’ - Call for Papers (deadline 1 November)
o Association for Project Management (APM)
o New publication: Road to Chartered series, No 6: ‘Professional Responsibilities and Obligations: the case of millennials’.
o Research publication: The Importance of Conventions: a critical evaluation of current practice in social cost-benefit analysis
o Project Assurance SIG Conference. ‘Project Assurance: what could it do for you?’ London, 23 November.
o Festival of Social Science Event: ‘Putting social science into project management’. London, 9 November.
o 2017 BERA SAGE Public Engagement and Impact Award Winner announced
o 2018 BERA Doctoral Thesis and Masters Dissertation Awards – Now Open. (Deadline 12 January 2018)
o Event: Fulfilling the potential of your doctorate. London, 24 November
o Event: Beds, bricks and HE (II) – trends and issues in student residential accommodation. London 24 November
o Event: Preventing plagiarism. London 24 January 2018
o Measuring Employability Gain. London 21 November 2017.
o SRHE International Research Conference 2017 – ‘Higher Education rising to the challenge: Balancing expectations of students, society and stakeholders’ Newport, Wales, 6-8 December 2017.
o SRHE Newer Researchers’ Conference, Newport Wales, 5 December 2017
o Professional Development Workshop, 20 April 2018, USA
o Journal of Management Studies Conference 2018. Babson College USA, 18-20 April 2018 – call for papers now open.
o Annual Conference 2018 with doctoral masterclasses. London, 10-11 April 2018.
o BSA Philip Abrams Memorial Prize 2018 – Call for Nominations (1st December 2017)
o Postgraduate Forum Regional Day Event proposals 2018.
o Work, Employment and Society - Call for Papers – Solidarities in and through Work in an Age of Extremes (1 December 2017)
o Biennial Conference: ‘Comparative Education and Development Alternatives: Critiques, Innovations and Transitions’. York, 12-14 September 2018.
o Seed corn and Research Capacity Building Funding Opportunities (Deadline 1 May 2018)
o BAICE Thematic Forum Grants (Deadline 1 May 2018)
o Innovation Fund Grants now available.
o Total Exposure. The PSA is inviting academics to pitch TV or radio programmes based on their research to top broadcasters (deadline 31 October)
o Free one-day EU workshop for teachers London, 25 November.
o Biennial Conference: Co-ordinating healthcare across boundaries and borders. Montreal, May 2018. More
o 47th Annual British Society of Gerontology Conference, Manchester, United Kingdom, 4–6 July 2018
o Conference: Shifting States. Australia 15-18 December 2017
o Biennial conference: Psychosocial Reflections on a Half Century of Cultural Revolution. Bournemouth 5-7 April 2018.
o PhD Student and early career conference 2017: ‘Charting a career path – sharing the learning and lessons. Newcastle 2-3 November.
o Annual Conference - New Approaches to Tourism Learning in Higher Education. 7-8 December 2017. Eastbourne, 7-8 December 2017.
o Annual Conference 2017: ‘Social Research in a Sceptical Age’. London 6 December 2017.
o o Annual Conference 2018. Keele, 6-8 April 2018.
SOCIAL SCIENCE SPACE
Some recent postings on socialsciencespace.com
Social Science bites podcast:
Tom Chatfield on Critical Thinking and Bias
Philosopher Tom Chatfield’s media presence – which is substantial – is often directly linked to his writings on technology. But his new book is on critical thinking, and while that involves humanity’s oldest computer, the brain, Chatfield explains in this Social Science Bites podcast that new digital realities interact with old human biases. As Chatfield tells interviewer Dave Edmonds, while he defines bias as “an inaccurate account of the way things actually are,” this like confirmation, affect and recency bias aren’t automatically toxic to critical thinking.
The special issue of Employee Relations `Low pay and the living wage – an international perspective` is available in volume 39, No.6, 2017 is now in print. It examines the development of living wage issues and policies. The contributors examine the differences in UK national minimum wage (NMW) and the `real` living wage, how the `real` living wage is calculated in the UK, new institution influencing the living wage debate, UK trade union perspectives from the Trades Union Congress (TUC), small to medium sized enterprises adopting the `living wage, comparing union and communities campaigning and also local government living wage campaigns.
The second section deals with international agendas on the living wage with contributors from Denmark, USA, South East Asia and New Zealand.
This special issue will be open access and free Employee Relations Special issue on Low Pay and the Living Wage Vol. 39, No. 6 (2017) and it is all open access on http://www.emeraldinsight.com/toc/er/39/6
The Editorial is on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-08-2017-0185
Contributors include William Brown http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-04-2017-0072
Paul Sellers (TUC) on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-04-2017-0095
Ed Heery and Colleague on Living wage campaigns http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-04-2017-0083
Donald Hirsch on calculating living wage on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-03-2017-0048
Prowse and colleagues on Living Wage campaigning on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-03-2017-0053
Matt Johnson on implementing the Living wage on local government on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-02-2017-0039
Werner and Lim on implementation of LW in retail on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-07-2017-0150
International perspectives include USA on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-07-2017-0153
New Zealand on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-03-2017-0071
Denmark on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-03-2017-0049
South East Asian ethical trade on http://www.emeraldinsight.com/doi/pdfplus/10.1108/ER-02-2017-0046
1st November 2017
The University of Greenwich is proud to announce the launch of its university-wide Diversity Interest Group. Our key-note speakers are:
Baroness Lawrence of Clarendon OBE Professor Kim Hoque
The launch event will take place on Thursday 2nd November in QA063 at 6pm-8pm.
Join us for an evening of key-note speeches, Q&A, poster displays, canapes and wine!
To register, please email BusinessEvents@gre.ac.uk
30th October 2017
Lecturership in HRM, Birkbeck College, University of London This post, for which the closing date is 15 November 2017, is advertised as being in HRM, so many readers of this bulletin may not consider it at first glance, but in the particulars it is also stated the main field for applicants should be either HRM or ER/IR. My colleague John Kelly and I would very much encourage potential applicants whose main field is employment/industrial relations to apply, to join our little team of ER/IR specialists in the Department of Management at Birkbeck. This is an open-ended position at the level of lecturer with an initial three-year probation. Those interested should contact: Professor John Kelly, Professor in Management (email@example.com) or Dr Rebecca Gumbrell-McCormick, Senior Lecturer in Management (firstname.lastname@example.org). A link to the posting can be found at: http://www.jobs.ac.uk/job/BEY041/lectureship-in-human-resource-management/. or http://jobs.bbk.ac.uk/fe/tpl_birkbeckcollege01.asp?s=4A515F4E5A565B1A&jobid=65206,3212825623&key=117050816&c=22793402343425&pagestamp=secxweisdtxwxoezri
23rd October 2017
Manchester Industrial Relations Society
Extraordinary Times in Politics and Society
Speaker: Andy Beckett, Guardianjournalist, author of When the Lights Went Out: Britain in the Seventies (2009) and Promised You a Miracle: Why 1980–82 Made Modern Britain (2015).
Thursday 16 November 6pmLecture Theatre G33, Ground FloorManchester Metropolitan University Business SchoolAll Saints, Oxford Road, Manchester M15 6BHMap: http://www.mmu.ac.uk/travel/allsaints/
Britain is living through a period of upheaval in in its party politics, economy, and everyday life, at a pace and on a scale not experienced since the infamous long crisis from the mid-70s to the early 80s. Andy Beckett, an acclaimed historian of those years, and a Guardian political journalist with a roving brief since 1997, will talk about the loss of faith in the Conservative party and the free-market ideas that have sustained it for 40 years; why this is happening now, and whether the Conservatives can reverse it; and about the opportunities this time of flux may be opening up for the Labour party and the wider British left.
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: email@example.com
Manchester Industrial Relations Society website:www.mirs.org.uk
20th October 2017
The Organisation and HRM group at the University of Warwick are currently recruiting in the area of HRM/Employment Relations. Links to the adverts are as follows:
Assistant Professor in Human Resource Management (80254-107)http://www.jobs.ac.uk/job/BEZ739/assistant-professor-in-human-resource-management-80254-107/
Associate Professor in Human Resource Management (80254-107)http://www.jobs.ac.uk/job/BEZ679/associate-professor-in-human-resource-management-80254-107/
Potential applicants can contact Head of the OHRM Group, Kim Hoque (firstname.lastname@example.org) for a confidential discussion.
19th October 2017
MEMORIAL UNIVERSITY OF NEWFOUNDLAND
St. John’s, Newfoundland, Canada
FACULTY OF BUSINESS ADMINISTRATION
(AACSB International Accredited)
Competition Number: VPA-BUSI-2016-001
Applications are invited for a tenure-track faculty position in Labour Relations at the rank of assistant professor with a proposed commencement date of July 1, 2018. Salary will be commensurate with qualifications and experience. The position is subject to budgetary approval.
The successful candidate will have a demonstrated record of scholarly output in Labour/Industrial Relations, and be able to teach in undergraduate and graduate (MBA, Master of Employment Relations) programs, and support the faculty’s M.Sc. and PhD specializations. The ability to also teach undergraduate and graduate courses in Human Resource Management (HRM) or a track record of HRM research would be an asset.
Applicants should have a PhD in Labour/Industrial Relations or a related field, and a demonstrated commitment to teaching and research in a university environment. Applicants must have demonstrated research productivity commensurate with the rank of assistant professor. If a successful candidate has not completed an earned doctorate, he/she shall be appointed to a regular term, non-renewable three-year appointment at the rank of assistant professor. If the candidate completes all the requirements for the doctorate during the first 24 months of the term appointment, he/she shall begin a tenure-track appointment following completion of the requirements of the degree.
The Faculty of Business Administration is a leader in management education and is accredited by the Association to Advance Collegiate Schools of Business (AACSB). Approximately 1,300 students are registered in the undergraduate programs of the Faculty, with another 200 students completing graduate programs, including a PhD and M.Sc. in Management. For additional information about our Faculty, please visit our web site at www.business.mun.ca.
Memorial University is Newfoundland and Labrador’s only university, and plays an integral role in the educational and cultural life of the province. Offering diverse undergraduate and graduate programs to over 18,000 students, Memorial provides a distinctive and stimulating environment for learning. St. John’s is a safe, friendly city with great historic charm, a vibrant cultural life, and easy access to a wide range of outdoor activities. For further information about Memorial, please visit www.mun.ca.
The deadline to receive applications is January 31, 2018. Applications should include a curriculum vita, a cover letter, names and addresses of three references, statement of teaching interests, and statement of research interests, and three selected recent research publications (and/or working papers if the candidate does not have three publications). Please send applications electronically to:
Dr. Isabelle Dostaler, Dean
Faculty of Business Administration
Memorial University of Newfoundland
St. John's, Newfoundland, Canada, A1B 3X5
For further information telephone (709) 864-8851 or fax (709) 864-2467 or e-mail email@example.com.
All qualified candidates are encouraged to apply; however, citizens and permanent residents of Canada will be given priority. Memorial University is committed to employment equity and encourages applications from qualified women and men, visible minorities, Aboriginal people and persons with disabilities.
18th October 2017
BRITISH UNIVERSITIES INDUSTRIAL RELATIONS ASSOCIATION
Central London BUIRA in conjunction with
THE UNIVERSITY OF WESTMINSTER
The Central London branch of BUIRA meets in the Westminster Business School of the University of Westminster at 35 Marylebone Road, London NW1 5LS (nearest tube Baker Street). There are many with an interest in industrial relations in the London area, including from universities, trade unions and employer associations. The meetings take the form of seminars, with key speakers, and attract a lively mix of people, both BUIRA and non-BUIRA members, from a range of different disciplines and organisations, some very expert in the particular topic discussed. We usually meet on the last Friday of the month at 10.30, with coffee available from 10.15 and a sandwich lunch provided from 12.30. This gives ample opportunity to discuss the presentation from an invited speaker and matters of common interest, as well as just to catch up with friends. The programme aims to give us fresh insights into key current issues, to present new approaches to the subject of industrial relations, and to discuss important research in the area - whether in Britain or farther afield, particularly on mainland Europe. The programme for 2017-18 is about the changing nature of social partnership and the labour contract at national, transnational and global level.
24th November 2017, European Social Dialogue, with Philippe Pochet (General Director, European Trade Union Institute) on What is the Role of Employers and what are the Hopes for the Future? and tbcDiscussant: Richard Hyman (LSE)
Room C385 (lunch C287)
26th January 2018, The changing labour contract, with Dr Simon Joyce (University of Leeds) on the Future of Work and the Gig Economy and Dr Alexandra Oeser (Université Paris Nanterre) From local to international: wiping out the employer?
Discussant: Rebecca Gumbrell-McCormick (Birkbeck College)
23rd February 2018, Labour Abuse, with Professor Roberto Pedersini (University of Milan) on Coping with fraudulent Work in the European Union, and Nick Clark (Middlesex University) on One law for the rich… Case studies from the Unpaid Britain project
27th April 2018 Labour Migration with Professor Bridget Anderson (University of Bristol) on and Dr Rachel Marangozov (Institute of Employment Studies) on Migration of Nurses, Room C279 (lunch C287)
25th May 2018, tbc
Room: C279 (lunch C287)
So do put these dates in your diary now. These meetings can be full. To ensure a place and to help forecast catering provision, please Contact: Prof. Linda Clarke, Westminster Business School, University of Westminster, 35 Marylebone Road, London NW1 5LS. Tel. 020350 66528; email: firstname.lastname@example.org(please also let me know if you subsequently need to cancel)
17th October 2017
Following the publication in June of Unpaid Britain’s interim report on unpaid wages, the project’s final report will be launched on 30th November from 9am to 1pm at an event at Conway Hall in Central London.Key elements of this report will be presented, showing the extent of non-payment, strategies deployed by some employers to withhold wages, the cost to unpaid workers and to the state, and evaluation of the means available for recovering unpaid sums. An audience of workers, union representatives, employers, NGOs, regulators, policy makers and academics will be invited to consider and respond to a range of recommendations aimed at combating unpaid wages. They will hear keynote addresses from the newly-appointed Director of Labour Market Enforcement (Sir David Metcalf) and a leading trade unionist, and testimony from some of those directly involved in cases.
If you wish to attend the event please register using Eventbrite, if you have any questions please don’t hesitate contacting Eva Herman on email@example.com
12th October 2017
Former Work and Employment Research Unit (WERU) director Ian Greer will be launching a new book based on a research project into services for the unemployed at the University of Greenwich on 17th November 2017.
"The Marketization of Employment Services. Dilemmas of Europe's Work-First Welfare States" includes contributions from WERU members Lisa Schulte and Graham Symon, and is coauthored Karen Breidal and Flemming Larsen from Aalborg University and Matthias Knuth from the Institut fuer Arbeit und Qualifikation in Duisburg. The research was funded by the Hans Boeckler Stiftung and the publisher is Oxford University Press.
The event will run from 4- 7 PM in Queen Anne Court, Room 063, in the Old Royal Naval College in Greenwich, with food and drinks after the discussion. Commentators will be Chiara Benassi (King’s College London), John McInally (the Public and Commercial Services Union), and Matt Vidal (University of Loughborough). Below, a description of the book.
To confirm attendance, please contact BusinessEvents@greenwich.ac.uk.
Prof Sian Moore
Director of the Work and Employment Research Group (WERU)
The Marketization of Employment Services. Dilemmas of Europe’s Work-First Welfare States
Ian Greer, Karen Breidahl, Matthias Knuth, and Flemming Larsen
Oxford University Press, 2017
Across Europe, market mechanisms are spreading into areas where they did not exist before. In public administration, market governance is displacing other ways of coordinating public services. In social policy, the welfare state is retreating from its historic task of protecting citizens from the discipline of the market. In industrial relations, labor and management are negotiating with an eye to competitiveness, often against new non-union market players.
What is marketization, and what are its effects? This book uses employment services in Denmark, Germany, and Great Britain as a window to explore the rise of market mechanisms. Based on more than 100 interviews with funders, managers, front-line workers, and others, the authors discuss the internal workings of these markets and the organizations that provide the services.
This book gives readers new tools to analyse market competition and its effects. It provides a new conceptualization of the markets themselves, the dilemmas and tradeoffs that they generate, and the differing services and workplaces that result. It is aimed at students and researchers in the applied fields of social policy, public administration, and employment relations and has important implications for comparative political economy and welfare states.
Challenges in Equality and Diversity in 2017
The University of Greenwich is proud to announce the launch of its university-wide Diversity Interest Group.
Our key-note speakers are:
Baroness Lawrence of Clarendon OBE
Professor Kim Hoque
The launch event will take place on Thursday 2nd November in QA063 at 6pm-8pm.
To register, please email BusinessEvents@gre.ac.uk
CIPD Applied Research Conference 2017
Thursday 30th November – Friday 1st December 2017
University of Strathclyde Business School, Glasgow.
Join us at the CIPD Applied Research Conference 2017!
The Applied Research Conference (ARC) is an annual meeting place for researchers and practitioners working in people management, employment policy and related fields. It is an interdisciplinary conference that covers a wide range of aspects of people management, employment, learning and development and organisational development. In all research papers presented, we set out to discuss the practical application of insights to organisational life and labour markets.
This year, ARC is hosted in Glasgow by University of Strathclyde Business School, named Business School of the Year 2016 in the Times Higher Education Awards.
The conference starts on the evening of Thurs 30 November with practical workshops. The main programme on Friday 1 December centres on 35 research papers grouped into 15 thematic streams. We are also delighted to welcome keynote presentations from Professor Kim Hoque and Dr Lisa Cameron MP talking on disability at work, and Professor Eva Demerouti on work engagement and job crafting.
ARC holds a unique place in strengthening links between academic research and HR practice. Join us to hear about cutting edge research, discuss how it can be applied in policy and practice, and network with like-minded researchers and practitioners.
The full programme and booking information is available at http://www.cipd.co.uk/arc
11th October 2017
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-7.30pmLecture Theatre LT33, Ground FloorManchester Metropolitan University Business SchoolAll Saints, Oxford Road, Manchester M15 6BHMap: 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.
7th October 2017
Invitation to The University of Manchester's Work and Equalities Institute (WEI) Research Seminar
Following the soft launch of the Work and Equalities Institute at the University of Manchester, we kick off our Research Seminar Series with a talk jointly organised with Salford Business School.
Sally Brett, Head of Equalities at the British Medical Association will deliver the talk "Women in the Workplace: the difference a generation makes". The talk reflects on the progress that has been made on gender equality in organisations over the past generation and considers the ongoing challenges facing women in the labour market. This talk is aimed at anyone interested in debates around gender equality in organisations, the gender pay gap, women’s career progression and specific challenges for women in medicine.
Date: Wednesday 11th October 2017
Time: 18:00 - 20:00 Hrs
Venue: University of Salford, MediaCityUK DPL, Room 0:11, MediaCityUK, Salford Quays, Salford M50 2HE
Registration via Eventbrite:http://bit.ly/2jFbNah (This event is FREEand requires registration for catering purposes).
Following the talk, there will be a drinks reception and networking opportunity.
6th October 2017
Book available via open access: Grimshaw, D., Fagan, C., Hebson, G. & Tavora, I. (Eds) (2017) Making work more equal: A new labour market segmentation approach, Manchester: Manchester University Press.
You can access the whole book here:http://www.oapen.org/search?identifier=634747
This book was launched at the 38th International Working Party on Labour Market Segmentation (IWPLMS) Conference, which took place in Manchester last month. The first day of the conference was dedicated to Jill Rubery (she, alongside others, founded the conference in the late 1970s) and the book celebrates her work and its influence on the work of other scholars.
Feel free to share the link with others whom you think may be interested.
The new issue of Historical Studies in Industrial Relations - no. 38 (2017) will be published shortly.
Jean Jenkins Hands No Longer Wanted: Closure and the Moral Economy of Protest, Treorchy, South Wales
Paul Smith The Law behind the Law: Rookes v. Barnard , the Common Law and the Right to Strike
Document The Trade Disputes Act 1965
Otto Kahn Freund Rookes v. Barnard — and After (1964)
Charles McGuire ‘Going for the Jugular’: The Steelworkers’ Banner and the 1980 national steelworkers’ strike in Britain
Michael Gold ‘A Clear and Honest Understanding’: Alan Fox and the Origins and Implications of Radical Pluralism
William Brown Introduction to Alan Fox, ‘Corporatism and Industrial Democracy’
Alan Fox Corporatism and Industrial Democracy: The Social Origins of Present Forms and Methods in Britain and Germany (1977)
Dave Lyddon Writing Trade Union History: The Case of the National Union of Public Employees
David Howell Emmet O’Connor, Big Jim Larkin Hero or Wrecker?
Andrew Perchard Lewis H. Mates, The Great Labour Unrest: Rank-and-File Movements and Political Change in the Durham Coalfield (Manchester University Press: 2016)
John Eldridge John Macnicol, Neoliberalising Old Age
Chris Howell Steve Williams and Peter Scott (eds), Employment Relations under Coalition Government: The UK Experience, 2010–15
28th September 2017
WORK AND EMPLOYMENT RESEARCH UNIT SEMINAR SERIES 2017-18 NON-STANDARD EMPLOYMENT CONTRACTS: DO THE TAYLOR REVIEW SOLUTIONS MEET THE CHALLENGES? WEDNESDAY 11 OCTOBER 2017. 15.00 – 18.00 VENUE: ROOM HH102, HAMILTON HOUSE, PARK VISTA, GREENWICH, SE10 9LZ This seminar, the first of our series for 2017-18, considers the rise of non-standard forms of employment contract (the so-called ‘gig economy’), the impact for workers and the solutions proposed by the recent Taylor Review (July 2017). We have four presentations from those who have conducted recent work on non-standard working and the legal issues to provide the context for a debate on the recommendations of the Taylor Review. Our speakers include Dr Ewan McGaughey (Kings College London), Andrea Broughton (Institute of Employment Studies), Gill Dix (Acas) and Professor Sian Moore (University of Greenwich). Ewan McGaughey (Kings College London) will consider the recommendations of the Taylor Review (July 2017) and whether this was a squandered opportunity to address the problems of employment rights and tax evasion in today’s economy. He will consider the four main groups of Taylor’s recommendations. He will explain why relabelling employment statuses, more secondary legislation, cutting holiday pay, and ‘softening’ labour rights will solve little. He will also explain why a test for employment status highlighted by Taylor - ‘mutuality of obligation’ - has not formed part of binding UK Supreme Court jurisprudence since Autoclenz Ltd v Belcher. He will then discuss what the Taylor Review did not: gig economy fraud, and ensuring corporations do not evade rights and tax. Dr Ewan McGaughey joined King’s College as a lecturer in private law in 2014. He holds degrees from King’s, the Humboldt Universität zu Berlin and the London School of Economics, and has taught at UCL. He is also a research associate at the University of Cambridge Centre for Business Research. He was a Visiting Scholar at University of California, Berkeley from July to September 2016. He has appeared on Al Jazeera English, and French Parliament television (LCP Assemblée Nationale at 14:00), and speaks German reasonably well.
Andrea Broughton (IES) will discuss her research in five sectors where atypical working is common - taxi/transport, professional/creative/high-skilled work, office/short online tasks/administration, physical low-skilled work and physical skilled work. Andrea Broughton is a Principal Research Fellow at the Institute for Employment Studies (IES), where she has worked since 2006. She has a degree in modern languages and a Masters in international industrial relations and human resource management. She has more than 20 years of experience of research and writing in the areas of employment relations, working conditions and industrial relations, specialising in international comparative research. She is interested in a range of labour market issues and has recently been focusing on atypical ways of working. She recently carried out a research project on precarious work for the European Parliament.
Gill Dix (Head of Strategy, Acas) will discuss policy work by Acas on tackling the abuse of atypical working contracts, based on queries received by the telephone advisory service. Gill Dix has a background in public policy and social research working in the voluntary and public sectors and academia. She was Head of Research at Acas for 15 years before becoming Head of Strategy. She has particular interests in workplace conflict, voice and participation as well as wider questions relating to decision making in public services. Gill has authored many research reports, papers and book chapters and is an active contributor to the prestigious Workplace Employment Relations Survey series.
Sian Moore (University of Greenwich) will explore the experiences of workers on non-standard contracts in the context of the Taylor Review, based on her recent research. Good Work: The Taylor Review of Modern Working Practices celebrates the ‘largely successful’ ‘British Way’, characterised by the UK’s flexible labour market. While driven by concerns about worker exploitation and vulnerability, flexibility is also seen to complement individual lifestyle and preference and there is an assumption that the demographics of the labour market define choice and job characteristics. The report advocates ‘good quality’ work, but that this will be achieved through an essentially voluntarist approach. Sian Moore is Professor of Employment Relations and Human Resource Management and Director of the Work and Employment Research Unit (WERU) at the University of Greenwich. Her research centres on the relationship between gender and class, consciousness and activism. Her current research focus is work and employment in the logistics sector and on the pay and conditions of homecare workers.
This is an open free seminar and all are invited but please can you inform us if you are planning to attend from outside the University of Greenwich by contacting Professor Geoff White on firstname.lastname@example.org. HOW TO FIND US
Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ Telephone: +44 20 8331 9083 E-mail: email@example.com
36th INTERNATIONAL LABOUR PROCESS CONFERENCE
Buenos Aires, 21-23 March, 2018
Call for submission of abstracts and symposium proposals
Deadline: 31st October through the Conference website: www.ilpc.org.uk
ILPC focuses on three moments of labour within the broader political economy: labour processes, labour markets and labour organizing.
The special theme of the 2018 event will be Class and the Labour Process.
1- The changing time and space of productive and reproductive processes (Sachetto, Alberti and Lisdero)
2- The hidden places of Production (Briken, Garvey, Stewart, Portes Virginio, Mitidiero Junior, Mies Bombardi, Mac Ionnrachtaigh, Avila Romero and Concheiro Bórquez)
3- Breaking boundaries and opening new struggles (Hammer, Fishwick and Chambers)
4- Artificial Intelligence (Grigera and Woodcock)
5- Precarious Work in Comparative Perspective (Kalleberg and Vallas)
6- Human Resource Practice in Labour Process and Workplace (Vincent, Bamber, Delbridge, Doellgast, Grady and Grugulis)
Prof. David Harvey (CUNY)
Prof. Leo Panitch (York university)
Prof. Sergio Leite Lopes (Federal University of Rio de Janeiro)
Prof. Cinzia Arruzza (The New School)
For more information please check the Conference website (www.ilpc.org.uk) or email us at firstname.lastname@example.org
22nd September 2017
University of Manchester
Work and Equalities Institute
2017-2018 – Semester 1
Women in the Workplace: the difference a generation makes
Sally Brett, British Medical Association
Wednesday 11th October 2017
18:00 - 20:00 Hrs
University of Salford, MediaCityUK DPL, Room 0:11 MediaCityUK, Salford Quays, Salford M50 2HE
Registration via Eventbrite: http://bit.ly/2jFbNah
The talk reflects on the progress that has been made on gender equality in organisations over the past generation and considers the ongoing challenges facing women in the labour market. This talk is aimed at anyone interested in debates around gender equality in organisations, the gender pay gap, women’s career progression and specific challenges for women in medicine. Following the talk, there will be a drinks reception and networking opportunity.
About the Speaker
Sally Brett is the Head of Equalities at the British Medical Association. Previously, she was Senior Policy Officer in the TUC’s Economic and Social Affairs Department, covering individual employment rights. She is also a trustee and co-chair of the charity Working Families, which campaigns on behalf of working parents and carers.
Honoured in the breach: unpaid wages as a business model
Nick Clark, Middlesex University Business School
Wednesday 18th October 2017
15:30 - 17:00 Hrs (coffee and tea at 15:15)
AMBS Precinct Room 1.1, Crawford House, University of Manchester
The seminar will present some of the results of a two-year investigation into unpaid wages (the Unpaid Britain project). The various research methods used will be described, including the use of several novel data sources, and what they have revealed about the abuse of workers’ rights in certain sectors, as well as the use of litigation strategies and the abuse of limited liability by some employers. Enforcement (or otherwise) by workers, their unions and the state will be examined and evaluated, as will the extent of non- or under-payment. Evidence will suggest that the recent attention focussed on the “gig economy” may be a distraction from more fundamental failings in the labour market. Future research, policy development and pedagogy arising from the research will also be discussed.
Currently leading a two year project examining unpaid wages in Britain (with a particular focus on the London labour market) Nick Clark’s background is in practice. He held several trade union research and policy posts over 26 years before joining the Working Lives Research Institute in 2009, moving on to Middlesex University in 2015. His academic research has built on practical knowledge of wage bargaining, labour markets, migrant workers and employment rights, using mixed methods of documentary and legal case research, primary and secondary data analysis, and interview. He is an experienced user of the ASHE, LFS and Family Resource Survey datasets. Lately, his work focuses on various groups of workers’ lived experience of the employment contract, as distinct from its form, and on employer strategies for increasing the rate of exploitation. Other recent work has included studies of EU migration to the UK for the Friederich Ebert Foundation, approaches to combatting forced labour for the Joseph Rowntree Foundation, and labour market intermediaries and trafficking for labour exploitation for EuroFound. He was a member of the Gangmasters Licensing Authority Board for the first four years of the GLA’s existence.
Work, health and stress: some observations
Professor Tarani Chandola, University of Manchester
Wednesday 8th November 2017
The talk will feature some recent studies on work, health and stress, examining whether “any job is better than no job” when it comes to health and wellbeing outcomes. The importance of good quality work and advantaged labour market conditions for health and wellbeing will be highlighted. It will also feature some examples of what could be done to reduce stress in the workplace.
Tarani is a Professor of Medical Sociology. He joined the University of Manchester and the Cathie Marsh Institute in April 2010, was the head of the Disciplinary Area of Social Statistics (2012-2014) and the director of the Cathie Marsh Institute (2013-2016). He was formerly at the UCL Research Department of Epidemiology and Public Health, and prior to that completed his PhD and post-doc at Nuffield College, University of Oxford. He is a co-director of two ESRC centres: the National Centre for Research Methods (NCRM: www.ncrm.ac.uk) and the International Centre for Lifecourse Studies in Society and Health (ICLS: www.ucl.ac.uk/icls). Tarani’s research is primarily on the social determinants of health, focusing on health inequalities and psychosocial factors, and the analysis of longitudinal cohort studies. Much of his research is on stress at work, and its effects on health and related biomarkers. He leads the academic network on Health, Work and Wellbeing (manchester.ac.uk/hawnn), sits on the Health & Work advisory board for Public Health England and chairs the scientific advisory board for the ESRC Research Centre on Micro-Social Change Centre (MiSoC).
The special stream invites contributions that address the diversity of work and labour process in the Global South and its implications for class and development. Recent debates have sought to emphasise the return of class and its relevance to informal and precarious work in India (Agarwala 2013), to rethinking development in Global Production Networks (Campling et al. 2016), and to issues of collective action and resistance, production-social reproduction, and labour-state relations for understanding work and development across Latin America, South and East Asia, sub-Saharan Africa, and the Middle East. Our core question is: how does the primacy of work and the labour process improve our understanding of development in the Global South?
The novelty, theoretically and methodologically, of the stream is its comparative and cross-disciplinary approach, breaking down boundaries – both geographical and disciplinary – to research on labour, work, and development across the Global South. While addressing general themes of class relations of inequality at work and in development, papers are sought that provide conceptually and empirically situated analyses of work and labour. The diversity of contexts reinforces the relevance of comparative analysis. The aim throughout the sessions will be to draw out the connections and differences across different sites and regions, at the same time advancing discussion on attempts to redefine ‘development’ around a more ‘work-oriented’ or ‘labour-centred’ approach.
Papers are sought on following themes, though they are not restricted to these – either conceptually or empirically – with a substantive focus on country(ies) and region(s) of Latin America, South and East Asia, sub-Saharan Africa, and the Middle East. We strongly encourage papers from scholars based in these regions, as well as opening the stream to researchers working in other disciplines. Early career researchers and doctoral students are particularly encouraged to submit.
Successful contributors will also be invited to submit papers to prepare a special issue in a journal or an edited book based on their contributions to the special stream.
For informal enquiries pl contact Anita Hammer at email@example.com
This special stream is linked to the Labour, Work, and Development Network launched in 2016 and which brings together established as well as early career and doctoral scholars from a variety of disciplines – sociology, anthropology, international political economy and geography – conducting research on labour, work, and development across the Global South. For more details see: https://labouranddevelopment.wordpress.com/
The deadline for submissions of abstracts is 31st October 2017 via the ILPC website (www.ilpc.org.uk). Please mention the special stream title.
Manchester Industrial Relations Society
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/
20th September 2017
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
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
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
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19th September 2016