Podcasts about employment studies

How can we ensure that flexibility in the workplace is accessible and fair for everyone? This week, I am thrilled to dive into an enlightening conversation with Claire Campbell, Chief Executive of the award-winning social enterprise Timewise. We explore the pressing issue of making flexible working arrangements more equitable in our post-pandemic world. We also discuss how Claire and Timewise are driving positive change by:  ⭐️ Exploring innovative solutions such as AI software to create intelligent rosters that consider staff preferences and skills.  ⭐️ Highlighting the differences in access to flexibility between office-based, site-based, and shift-based roles.  ⭐️ Implementing fairer flexible working practices across various industries, from the NHS to construction and retail. Claire shares insightful strategies and real-world examples, such as the impact of team-based rostering in the NHS and job-done, knock-off approaches in construction. She also explains the importance of manager support and peer-to-peer learning in fostering a culture that values flexible working. Listen now for some great stories, practical examples, and actionable insights into making flexibility fairer for all employees. About Claire Campbell Claire Campbell is a flexible working and job design expert and Chief Executive of social enterprise Timewise. Over the past few years, Claire has worked extensively with local authorities and the NHS, as well as a wide range of private sector and frontline organisations.  She has overseen many of Timewise's larger consultancy projects and innovation programmes and believes that there are ways of improving flexibility and choice in every role. A former Senior Civil Servant, Claire was an HR Director in two Govt departments where she led on resourcing and talent. She has also previously worked as Director of HR Research and Consulting at the Institute for Employment Studies.  She is passionate about using job design to create fairer, healthier and more flexible organisations.  Claire has a Masters in Occupational Psychology and is a Fellow of the CIPD. Email: Claire.campbell@timewise.co.uk X/Twitter: @clairecampbellj About Timewise Timewise is an award-winning, social enterprise and leading expert on flexible working and job design. Over the last 18 years we have worked with many of the UK's leading employers to improve their approach to flexible working, and with industry bodies and policy makers to undertake research, campaigns and innovative programmes to drive wider change.  Links: Visit Helen's website www.helenbeedham.com. Check out Helen's award-winning business book: The Future of Time: how 're-working' time can help you boost productivity, diversity and wellbeing. Leave a book review on Amazon here. Get in touch about Helen's Time-Intelligent Teams workshops or view/download a flier here. Join her mailing list here. What does freedom at work mean to you? Take my short survey here. Pre-order my new book People Glue: hold on to your best people by setting them free  (out Jan 2026) and become a book supporter to gain exclusive book-related invitations and offers. 

Assistant Professor in Work & Employment Studies at UL, Dr Paolo Yaranon chats with Joe about how to deal with rude co-workers. Hosted on Acast. See acast.com/privacy for more information.

According to new University of Limerick research published this week, employees are reluctant to step up to senior leadership roles due to concerns over their work-life balance. Dr. Sarah Kieran is Assistant Dean & Associate Professor in the Department of Work and Employment Studies in the Kemmy Business School at UL - she joins me now to tell me more

NEW GOVERNMENT: WHAT CAN RECRUITERS / HR EXPECT?   We'll be over a month since the General Election, in which almost all pollsters predict the Labour Party forming the government with the largest majority since Tony Blair 1997. How radical will this new government be? Are we going to see New Labour 2.0 or as some critics contend, Tory-lite 2.0?   Whatever the flavour of personal politics, it remains the case that change of government means change in legislation, especially in taxation, employment law, immigration law, pension reform and the rest. What does this mean for us recruiters and HR professionals? What can we expect from the new government?   We're going to look into a foggy crystal ball and try to have a look, with market observers Neil Carberry, CEO (Recruitment & Employment Confederation, Tony Wilson, Director (Institute of Employment Studies), Ray Walker, VP of Contingent Workforce (Worksome) & friends. We're on Thursday 22nd August, 2pm BST     Follow the channel here (recommended) and click on the green button to register for this show.       Ep269 is sponsored by our friends Worksome   Worksome removes HR, Legal and Finance friction between companies and independent contractors at scale. Managing a significant number of independent contractors in your business? You need Worksome. Connect here with a member of friendly team today.

The India Employment Report 2024, released recently by the International Labour Organisation (ILO), paints a grim picture. The news is particularly bad on two critical counts: joblessness is particularly high among the youth, and its worse for the educated youth. According to the report, India's youth account for 83% of the unemployed workforce, with the share of the educated youth among the total unemployed doubling - from 35.2% in 2000 to 65.7% in 2022. Among other things, the report also flags a reversal of the expected transition of the workforce from agriculture to non-farm sector, and says that India's female labour force participation rate (LFPR) declined by 14.4 percentage points between 2000 and 2019. What does all this mean for India's ‘demographic dividend' that people keep talking about? Why are 82% of the workforce in the informal sector, with nearly 90% informally employed? And why is the share of manufacturing in employment stagnating at 12-14%? Guest: Professor Ravi Srivastava, Director, Centre for Employment Studies, at the Institute for Human Development, New Delhi. Host: G. Sampath, Social Affairs Editor, The Hindu. Edited by Sharmada Venkatasubramanian.

The Today Debate is about taking a subject and pulling it apart with more time than we ever could have in the morning.Mishal Husain is joined by business leaders and health professionals to discuss the UK's growing problem of economic inactivity, as she asks - how do we get Britain working?On the panel are Theo Paphitis, one of the UK's best known business leaders; Dr Lade Smith, President of the Royal College of Psychiatrists; Dr Tony Wilson, director of the Institute for Employment Studies; Karen Blackett, UK president of WPP and Eccie Newton, entrepreneur and co-founder of the business Karma Cans.

From April, 2.7 million workers will get one of the biggest pay rises in UK history as the National Living Wage rises to £11.44 an hour. But will they feel better off?It's 25 years since the National Minimum Wage was introduced. During that time it's credited with putting billions of extra pounds in the pockets of low-paid workers. But, despite that, according to the Joseph Rowntree Foundation, two thirds of households living in poverty have at least one adult in work. And, according to the Institute for Fiscal studies, far from cutting the annual benefits bill, the cost of benefits paid to working families has ballooned since 1999 to about 50 billion pounds a year. So what's behind this low pay puzzle? And what can employers, governments and workers do to ensure that work pays? Pauline Mason investigates.Presenter: Pauline Mason Producer: Ravi Naik Editor: Clare Fordham.Contributors: Kate Bell, TUC Assistant General Secretary and former low pay commissioner Damian Grimshaw, Professor of Employment Studies, Kings College London and London & South Forum Co-Lead at the Productivity Institute Patricia Findlay, Distinguished Professor of Work and Employment Relations, University of Strathclyde, and Director of the Scottish Centre for Employment Research Matthew Fell, Low Pay Commissioner and Director of Competitiveness at BusinessLDN Nye Cominetti, Principal Economist, the Resolution Foundation James Cockett, Labour Market Economist, CIPD Margaret Esapa, Managing Director and owner, Cherry Care Services, Oxfordshire Conor Taylor, Director, Foresso

How can employers in all sectors of the UK economy get the best out of their workers, retain experienced staff, improve productivity and increase profits at the same time? The principles of "Job Design" seem to promise all of these benefits. It's a process of work innovation which focuses on people, their skills, their knowledge and how they interact with each other and technology, in every workplace, in every sector of the economy. Proponents claim it gives workers a voice in their workplace, allows them to balance their work and home lives, stops burnout and could get more of the economically inactive back in employment. But what evidence is there that it works - and how difficult would it be to implement changes in the workplace? Presenter: Pauline Mason Producer: Ravi Naik Editor: Clare Fordham Contributors: Patricia Findlay, Professor of Work and Employment Relations, University of Strathclyde and Director of the Scottish Centre for Employment Research. Kate Bennett, Labour ward coordinator at Liverpool Women's Hospital. Damian Grimshaw, Professor of Employment Studies, King's College London, and former head of research at the International Labour Organisation. Dame Diane Coyle, Bennett Professor, University of Cambridge and a director of the Productivity Institute. Rachel London, Deputy Chief People Officer at Liverpool Women's Hospital. Jenna Brimble. Midwife in the continuity of care team at Liverpool Women's Hospital. Heejung Chung, Professor of Sociology and Social Policy, University of Kent. Emma Stewart, Flexible working consultant and co-founder, Timewise. Dr Charlotte Gascoine independent researcher and consultant on flexible and part-time working Paul Dennett, Mayor of the City of Salford Jim Liptrot, Managing director, Howorth Air Tech. Stacey Bridge, Financial accounting assistant, Howorth Air Tech.

Have we over-expanded the remit of people managers? As the world and the workplace have become increasingly complex, management requirements and expectations are expanding exponentially. So, what steps can People Professionals take to support managers, to relieve the risk of being overwhelmed, and equip them with the competencies and behaviours to thrive? Join Nigel Cassidy and this month's guests: Zofia Bajorek, Research Fellow at Institute of Employment Studies; Wayne Clarke, Founding Partner and Leadership and Management Expert at Global Growth Institute and Amanda Arrowsmith, People and Transformation Director at CIPD, as we discuss how people professionals can best support managers to tackle the demands of a new era of people management.

How can employers in all sectors of the UK economy get the best out of their workers, retain experienced staff, improve productivity and increase profits at the same time? The principles of "Job Design" seem to promise all of these benefits. It's a process of work innovation which focuses on people, their skills, their knowledge and how they interact with each other and technology, in every workplace, in every sector of the economy. Proponents claim it gives workers a voice in their workplace, allows them to balance their work and home lives, stops burnout and could get more of the economically inactive back in employment. But what evidence is there that it works - and how difficult would it be to implement changes in the workplace? Presenter: Pauline Mason Producer: Ravi Naik Editor: Clare Fordham Contributors: Patricia Findlay, Professor of Work and Employment Relations, University of Strathclyde and Director of the Scottish Centre for Employment Research. Kate Bennett, Labour ward coordinator at Liverpool Women's Hospital. Damian Grimshaw, Professor of Employment Studies, King's College London, and former head of research at the International Labour Organisation. Dame Diane Coyle, Bennett Professor, University of Cambridge and a director of the Productivity Institute. Rachel London, Deputy Chief People Officer at Liverpool Women's Hospital. Jenna Brimble. Midwife in the continuity of care team at Liverpool Women's Hospital. Heejung Chung, Professor of Sociology and Social Policy, University of Kent. Emma Stewart, Flexible working consultant and co-founder, Timewise. Dr Charlotte Gascoine independent researcher and consultant on flexible and part-time working Paul Dennett, Mayor of the City of Salford Jim Liptrot, Managing director, Howorth Air Tech. Stacey Bridge, Financial accounting assistant, Howorth Air Tech.

In this podcast, Rob Briner shares his expertise and insights on evidence-based practice. Rob became interested in evidence-based research early in his academic career when he realised how much knowledge and assumed facts lacked convincing evidence. Simon converses with Rob from the position of a sceptic, having experienced evidence-based practice in healthcare and human resources settings when poorly delivered. Rob offers a fascinating insight into how evidence-based practice can be useful if delivered in a thoughtful and rigorous way.  He shares the importance of collecting evidence from multiple sources and different perspectives. In a healthcare setting for example, this would include gathering opinions from patients and families, getting expert views from professionals, gathering data from the context such as healthcare outcomes, and finally looking at scientific data to search for the best knowledge/evidence available to apply to the situation.  Evidence-based research can be distorted to produce ‘magical numbers' and Rob emphasises the need to critically examine what these numbers do and do not mean, and how they are used and misused. Critical thinking is also necessary to reflect on assumptions and biases that can lead to ‘evidence-based' findings, produced to convince people to follow a particular path that was pre-ordained. Rob also points to the need for a more ground-up approach, to really think about what the challenge or problem is, and then design an evidence-based research study,  rather than  designing a study that will produce findings desired by a particular power group.  This podcast is a must listen for all who wish to deepen their understanding of evidence-based practice.   Bio Rob is Professor of Organizational Psychology at Queen Mary, University of London and is co-founder and Scientific Director of the Center for Evidence-Based Management. He is also a Visiting Professor of Evidence-Based HRM at Birkbeck (University of London) and Professor at Oslo Nye Høyskole. He has held positions at the Institute for Employment Studies, London School of Economics, Kings's College (University of London), Bath University and University of Edinburgh. His research has focused on several topics including well-being, emotions, stress, ethnicity, the psychological contract, organizational culture and climate, absence from work, motivation, work-nonwork and everyday work behaviour. Beyond academic research and teaching, Rob helps practitioners and organizations make better use of evidence, including research evidence in decision-making as well as encouraging academics to make scientific research more accessible. He has received several awards for his work in this area including the British Psychological Society Division of Occupational Psychology Academic Contribution to Practice Award in 2014, topped HR Magazine's Most Influential Thinker list in 2016, received a Lifetime Achievement Award in 2019 and was admitted to HR Magazine's Hall of Fame. Contact Rob: r.briner@gmail.com

Anyone who has worked irregular hours knows that the world is built around daytime eating, not just in the home, but at shops, cafes, restaurants and canteens. But there are millions of us working rotating shifts, nightshifts and irregular hours. And when the shops are shut, and decent food is in short supply, we tend to reach all too often for those quick fixes – the crisps and the chocolate bars. Vending machines at dark, deserted bus stations can tide us over until the next meal.   Shift work has long been associated with negative health outcomes, but does when we eat matter as much as what we eat? And considering all of that, is it really possible for most people to separate the two? What can shift workers do to make healthy lifestyle choices? And what solutions could the food industry offer? Guests: Professor Alexandra Johnstone, The Rowett Institute, University of Aberdeen Dr Sally Wilson, Principal Research Fellow, Institute for Employment Studies

In this week's show, co-hosts Gavin O'Meara (CEO, FE News) and Michael Lemin (Head of Policy, NCFE) are joined by guests Aidan Relf (Skills Consultant) and Becci Newton (Director of Public Policy Research, Institute for Employment Studies) to discuss the impact of the cost of living crisis on the future of apprenticeships.

If you're a regular listener to Oven-Ready you'll know that we out together a couple of compilation episodes called Oven-Ready Reheated listening again to some of the key moments from the season's episodes. [00:38] Gethin Nadin is one of the world's top Employee Experience and Wellbeing Influencers. In the first of two clips, Gethin describes how the events of the past few years have had a profound influence on younger workers.[02:22] In this second segment, Gethin reveals how the cost of living crisis is changing the relationship between employer and employee.[03:19] I was discussing hybrid working with HR boardroom veteran, mentor and author Andrew Bartlow and how important it was for HR practitioners to help build a sense of community among disprsed employees.[05:19] I ask Chris Roebuck the honorary Visiting Professor of Transformational leadership at London's Cass Business School if as we're often told, HR should be the guardians of an organisation's culture?[08:43] The big experiment in the 4 day week is under way in the UK and I asked Charlotte Lockhart, co-founder of 4 Day Week global if as well as some employers resisting the concept, some employees find it difficult to accept to?[11:59] Stephen Bevan the head of HR Research Development at the Institute for Employment Studies responds to my question about how poor leadership and toxic work cultures undo wellbeing initiatives[13:58] For lovers of politics, the political scene in the UK continues to offer plenty of entertainment, but if we do change Government in the not too distant future, what will this mean for the world of work? In this clip, Justin Madders MP Labour's Shadow Minister for Employment Rights and Protections gives us his party's view on flexible working. Resources:https://ovenreadyhr.com 

One in five working-age people are currently "economically inactive", according to the Office for National Statistics (ONS) - that is, out of work and not looking for a job. Whilst the reasons vary, the consequences are potentially dire for the UK economy. On Sky News Daily, Niall Paterson speaks to our Business correspondent Paul Kelso, who's been speaking to people in that group about why they've said no to work, and to Tony Wilson from the Institute for Employment Studies about the impact of so many unfilled job posts on the economy. Editor - Philly Beaumont Producer -Rosie Gillott Digital producer - David Chipakupaku

In this introductory episode of the Data Observatory podcast series, Professor Chris Forde (Leeds University Business School) and Dr Emma Russell (University of Sussex) talk about the ESRC-funded Digital Futures at Work (Digit) Research Centre and its main research themes, what the Data Observatory is for, and how it can benefit other researchers, policymakers and wider society.  https://digit-research.org/data-observatory/do-overview/ (Visit the Digit Data Observatory.)  Digit is jointly led by the Universities of Sussex and Leeds Business Schools with partners from Aberdeen, Cambridge, Manchester and Monash Universities. It is funded by the Economic and Social Research Council (ESRC).  This podcast episode was recorded remotely in May 2022. If you would like to get in touch regarding this podcast, please contact research.lubs@leeds.ac.uk. A https://business.leeds.ac.uk/downloads/download/278/digit_data_observatory_-_podcast_transcripts (transcript of this episode) is available.    About the speakers: https://digit-research.org/researcher/prof-chris-forde/ (Chris Forde) is Professor of Employment Studies and Co-Director of the Centre of Employment Relations Innovation and Change at the University of Leeds, and co-ordinator of the Q Step Programme at the University of Leeds, funded by the Nuffield Foundation and the ESRC. He is also Deputy Director of Digit and co-lead of the Digit Data Observatory. His principal research interest is in temporary agency working, but he also conducts research into migration.  https://digit-research.org/researcher/dr-emma-russell/ (Dr Emma Russell) is a Chartered and Registered Occupational Psychologist and Senior Lecturer at the University of Sussex, in addition to being the co-lead of the Data Observatory. Her research focuses on how people manage their e-communications (specifically email) and how this impacts and is impacted by well-being, goal achievement and personality. 

The danger of making assumptions about digital equality based on binary digital inclusion data. Professor Chris Forde (Leeds University Business School) speaks to Dr Becky Faith and Kevin Hernandez (Institute of Development Studies, University of Sussex) about their research on digital inequalities. They discuss the problematic assumption that most people now have access, and the right skills, to use the internet and why we need better data to understand the nature of digital exclusion.  This is part of a special series of podcasts in conjunction with the Digit Data Observatory, part of the Digital Futures at Work Research Centre.   https://digit-research.org/data_commentaries/measuring-digital-exclusion/ (Read the Data Commentary).  https://digit-research.org/data-observatory/do-overview/ (Visit the Digit Data Observatory.)  The Digital Futures at Work Research Centre (Digit) is jointly led by the Universities of Sussex and Leeds Business Schools with partners from Aberdeen, Cambridge, Manchester and Monash Universities. It is funded by the Economic and Social Research Council (ESRC).  This podcast episode was recorded remotely in June 2022. If you would like to get in touch regarding this podcast, please contact research.lubs@leeds.ac.uk. A https://business.leeds.ac.uk/downloads/download/278/digit_data_observatory_-_podcast_transcripts (transcript of this episode) is available.    About the speakers: https://digit-research.org/researcher/prof-chris-forde/ (Chris Forde) is Professor of Employment Studies and Co-Director of the Centre of Employment Relations Innovation and Change at the University of Leeds, and co-ordinator of the Q Step Programme at the University of Leeds, funded by the Nuffield Foundation and the ESRC. He is also Deputy Director of Digit and co-lead of the Digit Data Observatory. His principal research interest is in temporary agency working, but he also conducts research into migration.  https://digit-research.org/researcher/dr-becky-faith/ (Becky Faith) is a Research Fellow and Co-Leader of Digit Research Theme 4 ‘Reconnecting the disconnected: new channels of voice and representation'. Her professional experience and research interests encompass gender and technology, mobile communication studies, human computer interaction and technology for social change.  https://digit-research.org/researcher/kevin-hernandez/ (Kevin Hernandez) is a Research Officer at the Institute of Development Studies (IDS) and a Researcher working on Digit Research Theme 4 ‘Reconnecting the disconnected: new channels of voice and representation'. His research interests include digital inequalities, sustainable development, and political economy of automation. 

Vaughan Gething, Welsh Economy Minister and Labour Senedd member, says he's concerned about the prospect of a recession amid the cost of living crisis. He tells Bloomberg's Yuan Potts and Stephen Carroll he would like Cardiff to have more budgetary and borrowing powers, and see a more 'pragmatic' approach from the government to tackling labour shortages. Also in the show, Tony Wilson from the Institute for Employment Studies discusses the wave of strikes in the UK, and the capacity employers have to raise wages in the face of high inflation. See omnystudio.com/listener for privacy information.

In the midst of the biggest rail strike in 30 years, Felicity Evans and James Williams discuss the prospects for further industrial action in the weeks ahead with Shavanah Taj, general secretary of the Wales TUC, the Press Association's long-serving industrial correspondent Alan Jones and Tony Wilson, director of the Institute for Employment Studies. Does a summer of discontent lie ahead? And Jac Larner of Cardiff University shares insights from the latest Barn Cymru opinion poll. Which three words do Welsh voters think best describe both the Prime Minister and the First Minister?

Professor Chris Forde speaks to Professor Jonathan Winterton about Jonathan's work exploring Overseas Filipino Workers (OFW) in Malaysia. They discuss the motives for Filipinos to become migrant workers, the role of the regulatory framework and agents, and the multiple trajectories of exploitation.   Professor Winterton is one of the many https://business.leeds.ac.uk/research-ceric (CERIC) members who presented at the 40th International Labour Process Conference held on 21-23 April 2022 in Padua, Italy. This podcast episode focuses on the presentation he gave at the conference on his work with Lizel Nacua.  This episode was recorded in May 2022. If you would like to get in touch regarding this research, contact research.lubs@leeds.ac.uk. A https://business.leeds.ac.uk/downloads/download/274/podcast_ilpc_transcripts (transcript of this recording) is available.  About the speakers:  https://business.leeds.ac.uk/departments-work-employment-relations/staff/516/professor-chris-forde (Chris Forde) is Professor of Employment Studies and Co-Director of the Centre of Employment Relations Innovation and Change at the University of Leeds, and co-ordinator of the Q Step Programme at the University of Leeds, funded by the Nuffield Foundation and the ESRC. He is also Deputy Director of Digit and co-lead of the Digit Data Observatory. His principal research interest is in temporary agency working, but he also conducts research into migration.  https://business.leeds.ac.uk/faculty/staff/1108/professor-jonathan-winterton (Jonathan Winterton) is Professor of Work and Relations and Head of the Work and Employment Relations Department. His principal research interests centre on human capital, including work along two axes: one concerned with the quality of work and the other with how human capital is developed, deployed, and retained. 

In this episode of Oven-Ready HR I talk to Stephen Bevan who is head of HR Research Development at the Institute for Employment Studies about why many employee wellbeing initiatives on their own fail to have the required impact. Stephen has almost 40 years of experience in the field of HR research with highly sought-after expertise in workforce wellbeing, performance, and productivity. Stephen has numerous publications on health at work to his name. And he was an expert witness to a review of NICE guidance on workplace mental health, which was published in March of this year. He has recently published a book with Professor Sir Cary Cooper, entitled The Healthy Workforce, Enhancing Wellbeing and Productivity In The Workers Of The Future.We're measuring the wrong wellbeing outputs [03.20]Although lots of organisations have created a suite of wellbeing benefits such as healthy meals and subsidised gym memberships, most employers measure the wrong output.  Instead of measuring how many workers take-up the benefits, organisations instead to measure the impact these wellbeing interventions have on issues such as sickness and recovery time from illness. Interventions in isolation don't work [07:08]Stephen argues that interventions such as mental health first aid whilst useful are often used in isolation and therefore have limited overall impact. Instead, employers need to look at more complex issues such as job design, the quality of line management and employee workload.  Without looking at these issues, you'll end up back at square one!Isn't a bit of stress good for performance? [09:11]Well up to a point. Stephen argues that those employees who have a certain amount of control and autonomy over their work will tend to cope better with stressful situations than those who have little or no control and essentially at the mercy of their line manager.How to create high-performance work practices [10:36]Research has shown that managers who trust employees and assist them by securing more people or other resources and provide clarity for the employee together with plenty of autonomy are more likely to create a happy and fulfilled workforce who will perform better. Stephen argues that stress is a very poor motivator of performance despite what some managers believe. So where should you start if you want to create a wellbeing culture? [15:23]Stephen starts by saying don't rely on eye-catching interventions and instead look at systemic changes such overall culture, the quality of line management, job design and the demands placed upon people.  Stephen argues there is a golden triangle of wellbeing, performance and employee retention. Should HR be in charge of employee wellbeing? [20:42]To a point. The biggest influence is the line manager and therefore HR need to be supporting the line manager which in a hybrid working world is a challenge. Additionally Stephen cites Occupational Health professionals. However, Occupational Health is more than simply patching people up and sending them back to work, but instead looking at the ‘preventative' measures such as alleviating workload pressures so that employees aren't overwhelmed in the first instance.Resourceshttps://www.linkedin.com/in/podcasthost/https://ovenreadyhr.comhttps://www.employment-studies.co.ukhttps://www.employment-studies.co.uk/staff/stephen-bevan

Workplace Misbehaviour: Laurie Taylor talks to Paul Thompson, Emeritus Professor of Employment Studies at the University of Stirling, about workers behaving badly, from pilferage and absenteeism to the deployment of satirical humour and dissent on social media. In what ways has the modern workplace facilitated new kinds of recalcitrance? Also, Rebecca Scott, Senior Lecturer in Marketing at the University of Cardiff, explores bullying and aggressive behaviour among chefs employed in fine dining restaurants. Does the isolation of the work itself, combined with the geography of elite kitchens, lead to outrageous conduct that would be condemned elsewhere? Producer: Jayne Egerton

Workplace Misbehaviour: Laurie Taylor talks to Paul Thompson, Emeritus Professor of Employment Studies at the University of Stirling, about workers behaving badly, from pilferage and absenteeism to the deployment of satirical humour and dissent on social media. In what ways has the modern workplace facilitated new kinds of recalcitrance? Also, Rebecca Scott, Senior Lecturer in Marketing at the University of Cardiff, explores bullying and aggressive behaviour among chefs employed in fine dining restaurants. Does the isolation of the work itself, combined with the geography of elite kitchens, lead to outrageous conduct that would be condemned elsewhere? Producer: Jayne Egerton

Workplace Misbehaviour: Laurie Taylor talks to Paul Thompson, Emeritus Professor of Employment Studies at the University of Stirling, about workers behaving badly, from pilferage and absenteeism to the deployment of satirical humour and dissent on social media. In what ways has the modern workplace facilitated new kinds of recalcitrance? Also, Rebecca Scott, Senior Lecturer in Marketing at the University of Cardiff, explores bullying and aggressive behaviour among chefs employed in fine dining restaurants. Does the isolation of the work itself, combined with the geography of elite kitchens, lead to outrageous conduct that would be condemned elsewhere? Producer: Jayne Egerton

This episode features an interview with Dr. Luke Fletcher, Associate Professor in Human Resource Management at Bath School of Management. As both a researcher and academic, Luke's interests span both organizational psychology and human resource management, and include topics such as meaningful work, employee engagement, talent management, and diversity and inclusion. On today's episode, Luke discusses how companies should approach DE&I, his mission to reduce inequality, and what narcissism has to do with talent management.--About LukeDr. Luke Fletcher is an Associate Professor in Human Resource Management at the University of Bath's School of Management, UK. His research interests span both organizational psychology and human resource management, and include topics such as meaningful work, employee engagement, talent management, and diversity and inclusion. Luke has written for a variety of practitioner and academic audiences and has written public blogs and practice pieces for The Conversation, the Chartered Institute of Personnel and Development, and the Institute for Employment Studies. His work has featured in various international news and media outlets, and he sits on the editorial board for the Journal of Occupational and Organizational Psychology and the International Journal of Human Resource Management. He can be reached via LinkedIn or via his staff profile. About University of Bath School of ManagementEstablished in 1966, University of Bath School of Management is one of the UK's leading business schools. They are ranked 1st in the country for Marketing (The Complete University Guide 2022) and Top 5 for Accounting and Finance (Guardian University Guide 2022).They are a leading centre for research. In the latest Research Excellence Framework, 41% of their submissions met the 4* standard (the highest possible).They have five-year EQUIS accreditation and are based at the University of Bath's campus in the historic city of Bath in Somerset, UK.--“Progress is an interesting word because I think a lot of the talk around diversity and inclusion, it's all about developing a business case. And although that's really good, there's also a moral and ethical imperative with some of this.” -Dr. Luke Fletcher--Show NotesThe Blueprint(1:49) Luke's background and research areas(4:10) Finding a sense of meaning in allyship and broad inclusion(6:19) Next-up projects: micro-incivilities and LinkedIn social activismThe Journey(8:40) How companies should think about success and progress with DE&I (11:29) The right foundations for diversity measurements and benchmarks(14:22) Re-approaching the way we evaluate our employees(16:57) A study in narcissism: personality differences in the workplace (20:01) Dr. Luke's passion for LGBT+  inclusion and reducing inequalityThe Future of Talent(21:43) What success should look like: taking a step back from benchmarking(23:22) Why HR and TA leaders need to prioritize data(26:14) How organizations might think about “job crafting” and skills data(29:34) Emerging trends on skills-based career pathing(33:42) A more ethical and moral future--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Luke on LinkedInConnect with Sultan on LinkedIn

At this event, we are joined by Dr Emma Fitzgerald and Dr Jenny Rodriguez. Professor Fiona Devine, Head of Alliance MBS, will open the discussion. Dr Emma Fitzgerald Emma is a business leader with a passion for building great teams and bringing innovations to market to address the worlds big challenges. Most recently she was CEO of Puma Energy focused on delivering affordable and sustainable energy solutions to emerging markets in Africa, Central America and Asia. Prior to this she ran gas, water and waste networks for National Grid and Severn Trent in the UK. She also spent many years running Downstream Retail, Lubricants and LPG businesses for Shell around the world. She has served on the boards of plc, privately owned and not for profit organizations in both an Executive and Non Executive Director capacity including Puma Energy, Severn Trent plc, Cookson Group plc, Alent plc, DCC plc & Windsor leadership Trust. She is currently a Non-Executive director of UPM Kymmene, an innovative global paper & biomaterials business, Seplat Energy, an indigenous Nigerian Energy company which is dual listed on the London stock exchange and the Nigerian premium exchange, and Newmont Corporation, the recognised industry leader in the execution of principled environmental, societal and governance practices in gold mining. She is also an Expert Advisor for the World Economic Forum on acceleration of energy transition in developing markets and a Mentor on the climate workstream for the Creative Destruction Lab. Emma holds a DPhil in Surface Chemistry from Balliol College, Oxford University and an MBA from Alliance Manchester Business School. Facilitator: Dr Jenny Rodriguez Jenny is Senior Lecturer in Employment Studies at the Human Resource Management, Employment Relations & Law Subject Area Group and member of the Work & Equalities Institute at Alliance Manchester Business School. Prior to joining Manchester, she worked at the Dept of HRM at the University of Strathclyde Business School and at Newcastle University Business School. Dr Rodriguez's research focuses on intersectional inequality in work and organisations, and the interplay between identity, work and regulation. She is particularly interested in the transnational experiences of skilled migrant women. She is a Fellow of the Higher Education Academy and an Academic Fellow of the Chartered Institute of Personnel and Development. Dr Rodriguez is the Chair of the Equality and Diversity Committee at Alliance Manchester Business School. Between 2019 and 2021, she was Associate Head of Social Responsibility & Civic Engagement in the People, Management and Organizations (PMO) Division at Alliance Manchester Business School. She is also involved in scholar activism as founding member of the Decolonizing Alliance, an international community committed to intellectual and practical collaboration, translation, active solidarity and resistance to tackle intersectional inequalities and neo-colonial power relations faced by people of colour in the Global South and the Global North.

At this event we will be joined by Dr Emma Fitzgerald and Dr Jenny Rodriguez. Professor Fiona Devine, Head of Alliance MBS, will open the discussion. Dr Emma Fitzgerald Emma is a business leader with a passion for building great teams and bringing innovations to market to address the worlds big challenges. Most recently she was CEO of Puma Energy focused on delivering affordable and sustainable energy solutions to emerging markets in Africa, Central America and Asia. Prior to this she ran gas, water and waste networks for National Grid and Severn Trent in the UK. She also spent many years running Downstream Retail, Lubricants and LPG businesses for Shell around the world. She has served on the boards of plc, privately owned and not for profit organizations in both an Executive and Non Executive Director capacity including Puma Energy, Severn Trent plc, Cookson Group plc, Alent plc, DCC plc & Windsor leadership Trust. She is currently a Non-Executive director of UPM Kymmene, an innovative global paper & biomaterials business, Seplat Energy, an indigenous Nigerian Energy company which is dual listed on the London stock exchange and the Nigerian premium exchange, and Newmont Corporation, the recognised industry leader in the execution of principled environmental, societal and governance practices in gold mining. She is also an Expert Advisor for the World Economic Forum on acceleration of energy transition in developing markets and a Mentor on the climate workstream for the Creative Destruction Lab. Emma holds a DPhil in Surface Chemistry from Balliol College, Oxford University and an MBA from Alliance Manchester Business School. Facilitator: Dr Jenny Rodriguez Jenny is Senior Lecturer in Employment Studies at the Human Resource Management, Employment Relations & Law Subject Area Group and member of the Work & Equalities Institute at Alliance Manchester Business School. Prior to joining Manchester, she worked at the Dept of HRM at the University of Strathclyde Business School and at Newcastle University Business School. Dr Rodriguez's research focuses on intersectional inequality in work and organisations, and the interplay between identity, work and regulation. She is particularly interested in the transnational experiences of skilled migrant women. She is a Fellow of the Higher Education Academy and an Academic Fellow of the Chartered Institute of Personnel and Development. Dr Rodriguez is the Chair of the Equality and Diversity Committee at Alliance Manchester Business School. Between 2019 and 2021, she was Associate Head of Social Responsibility & Civic Engagement in the People, Management and Organizations (PMO) Division at Alliance Manchester Business School. She is also involved in scholar activism as founding member of the Decolonizing Alliance, an international community committed to intellectual and practical collaboration, translation, active solidarity and resistance to tackle intersectional inequalities and neo-colonial power relations faced by people of colour in the Global South and the Global North.

In this episode of The Chord, John Fitzgerald talks to Dr. Sarah Kieran, Researcher and Lecturer at the Kemmy Business School in the University of Limerick. Sarah is a Lecturer in the Department of Work and Employment Studies. She is founder of the KBS WorkFutures Lab and the recipient of a Horizon 2020 Rise award […]

Stephen Bevan, Head of HR research development at the Institute for Employment Studies and László Andor, FEPS Secretary General, discuss the impact of COVID-19 in the working conditions, based on the results of the new study about the UK, and compare the main conclusions with the situation in the countries and regions of the European Union. They highlight how the pandemic created the concept of “key workers” and gave rise to new practices like homeworking. The impact on social inequalities and flexibile forms of employment are also discussed. Bevan and Andor touch upon other important issues related to health at work, and elaborate on wellbeing as well as mental health. They appreciate the endeavour of the EU to create a Health Union provide effective support to member states in their fight against cancer.

Union membership has dropped in the U.S., but the pandemic is giving unions new life. John Logan, professor of labor and employment studies in the College of Business at San Francisco State University, examines why employees are suddenly coming together. John Logan is Professor and Director of Labor and Employment Studies in the College of […]

On today's show, Shira is coming to us from her living room, while Ryan is holding down the fort in studio.  We get into those text messages that have come out revealing what Fox News hosts were sharing the day of the January 6 capital attack. We unpack how as unions get approved at companies like Starbucks, how will this change the labor movement. Should students have 4 day school days, plus should their be D and F grades? That and more, let's go there!   Special guests: Jackie Koppell - Political Commentator. John Logan - Professor and Director of Labor and Employment Studies, San Francisco State University. Harold Brooks – Senior Research Scientist at NOAA's National Severe Storms Laboratory See omnystudio.com/listener for privacy information.

In Episode 6 of ‘A Future Made', a podcast series by Heriot-Watt University, Anna Ploszajski and Robbie Armstrong explore how new research in ‘Gender Stereotyping in Artificial Intelligence' is helping to overcome wider gender inequality in our society. They meet the university's Verena Rieser, Professor in Computer Science and co-founder of the Conversational AI company Alana AI, and Kate Sang, Professor of Gender & Employment Studies

How has Covid changed the shape of work in the U.K.? Mike Brewer from the Resolution Foundation says there are now more younger women in work after the pandemic drove structural changes to the labor market. Tony Wilson from the Institute for Employment Studies told Bloomberg Westminster's Yuan Potts and Caroline Hepker there's a 'bubbling crisis' of recruitment and more needs to be done to reach those who've dropped out of the workforce. Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

More than 11 million jobs have been furloughed in the UK during the Covid-19 pandemic. Many businesses have been able to furlough workers because of direct financial support from the government through the Coronavirus Job Retention Scheme (CJRS). Professors Chris Forde and Mark Stuart discuss their findings from a survey of managers on the practice of furlough, their experiences of the CJRS, and workplace change during the Covid-19 pandemic.  This podcast episode was recorded remotely in October 2021. If you would like to get in touch regarding this podcast, please contact research.lubs@leeds.ac.uk. A https://business.leeds.ac.uk/downloads/download/248/podcast_episode_38_-_transcript (transcript of this episode) is available.   Read the report: https://business.leeds.ac.uk/downloads/download/229/furloughing_and_the_coronavirus_job_retention_scheme (Furloughing and the Coronavirus Job Retention Scheme in the UK)  Visit the https://business.leeds.ac.uk/faculty/dir-record/research-projects/1831/responding-to-the-covid-19-jobs-crisis-and-beyond-building-an-evidence-base-for-public-policy (webpage).  This project has been supported with funding from Research England's Quality-related Research Strategic Priorities Funding (QR SPF).  About the speakers: https://business.leeds.ac.uk/divisions-work-employment-relations/staff/516/professor-chris-forde (Chris Forde) is Professor of Employment Studies, Co-Director of the https://business.leeds.ac.uk/research-ceric (Centre for Employment Relations, Innovation and Change), Data Observatory Lead at the Digital Futures at Work Research Centre and co-ordinator of the University of Leeds https://www.nuffieldfoundation.org/students-teachers/q-step/ (Q-Step Programme). His research interests look at the changing nature of work, and the implications of these changes for workers.   https://business.leeds.ac.uk/divisions-work-employment-relations/staff/541/professor-mark-stuart (Professor Mark Stuart) is Pro-Dean for Research and Innovation at Leeds University Business School, founder of the Centre for Employment Relations, Innovation and Change, and Co-Director of the https://digit-research.org/ (Digital Futures at Work Research Centre). His current research focuses on the wide-ranging effects of digitalisation on the future of work; restructuring and displacement in the steel sector; and union modernisation, skills and learning. 

This event will be hosted by Anthony Rafferty, Professor of Employment Studies and Managing Director of the Work and Equalities Institute at Alliance MBS. The people management case for workplace equality, diversity and inclusion is often made in terms of ethical or social responsibility reasons, or the benefits to the bottom line of a ‘business case.' In this Original Thinking lecture, Anthony will examine evidence for an argument traversing both perspectives: That workplace discrimination leads to an under-utilisation of skill and human potential that can be harmful to the individual, society but also business performance and productivity. Evidence will be presented from across 30 European countries showing that people who report workplace discrimination across a range of protected characteristics (sex, age, ethnicity, religion, disability or sexual orientation) are more likely to report having skills that they do not fully utilise in their job. For some, discrimination also appears to be linked to under-skilling or inadequate training. Potential explanations will also be discussed, with specific attention given to how discrimination may affect the quality of line manager relationships. Anthony will also consider implications for leadership and broader people management practice. This event will be facilitated by Professor Jill Rubery, Executive Director of the Work and Equalities Institute at Alliance Manchester Business School

A supermarket chain is offering £1000 welcoming handshakes to new truck drivers - just one indication of the shortages in the haulage industry. The Road Haulage Association says that there is now a shortfall of 100,000 lorry drivers across the UK and other sectors of the economy are also finding it difficult to find workers, including in hospitality, construction and IT. The pandemic has shaken things up and Brexit has seen thousands of EU workers returning home - but is this a short-term problem or are there deeper structural changes happening?Joining David Aaronovitch in the Briefing Room:Dougie Rankine, editor of Truck and Driver magazine. Katherine Price, news editor of The Caterer.Tony Hill, Director of the Institute for Employment Studies.Yael Selfin, Chief Economist, KMPG UK.Torsten Bell, Chief Executive at the Resolution Foundation.Jane Gratton, Head of People Policy at the British Chambers of Commerce.Producers: John Murphy, Sally Abrahams and Kirsteen Knight. Sound Engineer: Graham Puddifoot Editor: Jasper Corbett

On this episode of Fault Lines, hosts Jamarl Thomas and Shane Stranahan talked with guests about Biden's recognition of the Armenian Genocide, the ongoing civil conflict in Myanmar, unions saying they're ready to play hardball with Democrats, and the consequences of the anti-tobacco PACT Act.Guests:Yusuf Erim – Editor-At-Large at TRT World | Biden Recognizes the Armenian Genocide, The History of AtrocitiesCarl Zha – Host of the Silk and Steel Podcast | Myanmar Update, China's Cultural PoliciesJohn Logan – Professor and Director of Labor and Employment Studies at SFSU | Unions Pushing Democrats to Pass the PRO ActMark Frost – Economics Professor and Entrepreneur | PACT Act Hits Cannabis Vape MarketIn our first hour we were joined by Yusuf Erim for a fiery conversation on the Armenian Genocide, getting into the history of atrocities perpetrated by the Ottoman Empire during its last days and looking critically at the portrayal of the genocide in modern Turkey.In our second hour we were joined by Carl Zha to talk about ongoing activist pushback in Myanmar and the military coup government's talks during the ASEAN meetings. We moved to a conversation on Chinese culture and some locally unpopular attempts by the PRC government to shift media coverage and increase masculinity in young men.In our third hour we were joined by John Logan for a discussion on the PRO Act as unions push hard on Democrats to pass the bill, which would remove states' abilities to pass right-to-work laws alongside other pro-union provisions. After that we were joined by Mark Frost by a conversation on the PACT Act, a law designed to limit the use of tobacco products which has had wider consequences on the vape industry, with multiple cannabis vape cartridge companies shuttering after their businesses were hit by the provisions in the bill.

Featured interview: Overview and implications of Amazon's Alabama warehouse workers' decision not to form a labor union - 미국 아마존 노조 설립 무산 배경 분석 Guest: Professor John Logan, Department of Labor and Employment Studies, San Francisco State University

On this episode of Fault Lines, hosts Jamarl Thomas and Shane Stranahan talked about PBS whitewashing a former Al Qaeda leader, a new test on muons set to reshape modern physics, the latest on the USPS, the Amazon unionization vote in Alabama, and Biden's new personnel pick to stop Nord Stream 2. Guests:Maram Susli – Political Commentator and Geopolitical Analyst | PBS's Frontlines Whitewashing of Former Al Qaeda LeaderMarkus Klute – Professor of Physics | New Fermilab Muon Test Will Force a Deeper Rethinking of Modern PhysicsChuck Zlatkin – Legislative and Political Director for New York Metro Area Postal Union | The USPS's Ten Year Plan and the DEJOY ActProf. John Logan – Professor and Director of Labor and Employment Studies at SFSU | Amazon Unionization Vote: Looks Like A No, Potential Union Busting TacticsPeter Oliver – EU correspondent for RT International | Amos Hochstein: Biden's Pick to Stop Nord Stream 2In our first hour we were joined by Maram Susli to talk about an article and upcoming documentary on Abu Mohammad al-Jolani, the former head of Al Qaeda in Syria who rebranded as the head of Hayat Tahrir al-Sham, a force fighting the Syrian government alongside U.S. Islamist proxies. We turned to Antony Blinken's morally blind comments on saving children in Syria and surveyed the strategic and economic importance of the Golan Heights.In our second hour we were joined by Markus Klute to talk about a new test out of Fermilab that confirms a 20-year-old discovery shaking up modern physics from its foundations. We talked about muons and Higgs bosons, asking why this new discovery is so significant and what questions it may pose for quantum physicists and mathematicians looking to understand our universe on its deepest known levels..Later in the hour we were joined by Chuck Zlatkin to review the legacy of Louis DeJoy, Postmaster General for the United States Postal Service, talking about attempts to private the USPS, the slowdowns to be implemented in the USPS's new 10-year plan, and the DEJOY Act and what it would entail.In our last hour we were joined by John Logan to talk about the ongoing count of the Amazon unionization vote in Bessemer, Alabama, which at a 2-to-1 margin now looks to be set to shut down the prospect of the plant forming a union. Later in the hour we were joined by Peter Oliver to talk about Amos Hochstein, Biden's new pick for special envoy on Nord Stream 2, and how his history as a member of a supervisory board for a Ukrainian gas company leaves him ill-fit to head the United States' response to Nord Stream 2.

The COVID pandemic and subsequent lockdowns have created a unique 'perfect storm' for the work place and health and wellbeing. With uncertainty affecting many, and remote working leaving many employees feeling more isolated, how can businesses support mental health and improve the wellbeing of their staff? What lessons can we learn from this time that can be applied for the future?Joining host Stefan Gates is an expert panel including Amanda Scott, Director of Talent, Learning and D&I, Compass Group, Sally Wilson, BSc, PhD, FRSA, Senior Research Fellow, Institute for Employment Studies and Maggi Rose, Head of Programme Evolution, Mental Health at Work. They'll share their own experience, and offer up some practical ways we can all keep our workplace mental health in focus.About our panelAmanda Scott, Director of Talent, Learning and D&I, Compass GroupAmanda is an experienced HR professional with extensive generalist, talent and D&I experience across a range of industry sectors including energy, financial services and hospitality. She has a proven track record in designing and leading delivery of the HR agenda for top FTSE companies.She started her career in the NHS before moving into financial services and then oil and gas.Amanda spent over 15 years with BP in a number of HR roles including leading the Global Graduate Programme. Joined Compass in 2018 to lead the Talent, Learning and D&I agenda for the UK & Ireland. She's passionate about inclusion and creating an environment where people from all backgrounds can join and progress their career.Sally Wilson, BSc, PhD, FRSA, Senior Research Fellow, Institute for Employment StudiesSally is based at the Institute for Employment Studies (IES) in Brighton and has twenty years of research experience in occupational health, safety and wellbeing. She has worked with Mind, Macmillan, Epilepsy Action and the Government Inclusive Economy Partnership to inform health-related guidance and training for employers and is currently undertaking a project for the Rail Safety and Standards Board focussing on health behaviours. She has also competed work on food safety cultures for the UK Food Standards Agency. In a European context she has completed research for EU-OSHA (the European Agency for Occupational Safety and Health) as well as the Executive Agency for Small and Medium-sized Enterprises (EASME) in Brussels. Sally’s background is in behavioural and health sciences having completed a PhD in neuropsychology at the MRC Cognition and Brain Sciences Unit in Cambridge. Prior to joining IES, Sally was employed by the Health and Safety Executive and the University of Sheffield.Maggi Rose, Head of Programme Evolution, Mental Health at WorkMaggi Rose is the Head of Programme Evolution for Mental Health at Work’s learning and development programmes. She has an extensive clinical and academic background in the field of mental health and brings hands-on experience of the specific drivers and challenges to improving mental health awareness in the workplace across a wide range of organisations, industries and sectors. Maggi’s personal mission is to bring positive change to all workplaces by helping de-mystify mental health, bringing clarity and confidence in the language used and making a difference to individuals and their wider community through reducing stigma. Known for her unique facilitation style, Maggi maintains a fine balance between challenging and supporting delegates to bring about an enjoyable, engaging training experience that brings immediate and tangible benefits. Always going the extra mile to ensure the training is fit for purpose, Maggi is grounded, practical and realistic about organisational and culture change. A key part of MHAW since inception, Maggi has been instrumental in developing and moulding specific relevant and highly relevant workshops.

This podcast continues the interdisciplinary discussion of critical issues confronting human labour under COVID-19.  Conflicting Covid narratives: The value of supermarket work and implications for the future Abbie Winton is a final year doctoral researcher at the Work and Equalities Institute. Her research explores retail work and sociotechnical change, with a current focus on the crisis and the shaping impact this could have on the future of work within the sector. Debra Howcroft is Professor of Technology and Organisation at the Work and Equalities Institute and is the Editor of New Technology, Work and Employment'. Sharing the load: How work sharing can reduce unemployment, improve gender equality, and benefit mental health Jill Rubery is Professor of Comparative Employment Systems and Director of the Work and Equalities Institute. Her current research interests include inequality in the labour market, digitalisation in the workplace, and the related effects of COVID-19. Isabel Tavora is a Senior Lecturer in Human Resource Management at Manchester Alliance Business School and a member of the Work and Equalities Institute. Her research focuses on comparative employment policy, collective bargaining, gender equality and work-family reconciliation. Isabel chairs the School's Equality, Diversity and Inclusion Committee. Beyond work intensification – the contradictions and ironies of the changing nature of cleaning work in a context of austerity and organisational change Jo McBride is a Professor at the University of Durham and has worked on a range of issues related to collectivism at work, the nature of skills and in work poverty, and the role of decent work initiatives. Miguel Martinez Lucio is a Professor at the Work & Equalities Institute and is the Editor of New Technology, Work and Employment. He has worked on questions of change within work, the transformation of worker representation and the development of regulation and the state. Job value during COVID-19 pandemic: Recognising migrants as ‘critical' but neglected workers Anthony Rafferty is a Professor of Employment Studies at the University of Manchester and a Deputy Director of the Work and Equalities Institute (WEI). Stefania Marino is a Senior Lecturer in Employment Studies at the University of Manchester. Her research interests are in the field of labour sociology, industrial relations and labour market studies with a specific focus on international comparative analysis. Stefania has worked extensively on the relationship between labour migration and labour market and in particular on trade union representation of migrant workers across countries.

Zero hours work is work with no guaranteed hours. Researchers at the Kemmy Business School, have been examining the prevalence and impact of zero hours work and low hours work amongst Irish employees. Dr Lorraine Ryan, lecturer in Employment Relations & Human Resource Management in the Department of Work & Employment Studies at the KBS discusses the prevalence of these work contracts, their effect on employees and their social impact. She outlines how she and her colleagues carried out the first study in Ireland into zero hours contracts and how their findings influenced the shaping of the 2018 Protection of Employment Act.

For lots of young people, leaving their hometowns to head to university or build a career is an important rite of passage. Many people still head to London in search of those streets paved with gold but, in recent years, other cities such as Manchester and Glasgow have also drawn in increasing numbers of people.  However, as a new paper from the Social Mobility Commission - Moving Out to Move On -  shows, those who choose to move to prosperous cities such as London are usually more from privileged backgrounds and have university degrees. Meanwhile, people from less privileged backgrounds are less likely to move altogether - and those that do tend to move to less economically successful areas and, as a result, have fewer opportunities open to them, even after they move.    To discuss this issue in more detail, Andrew Carter is joined by Dr Dafni Papoutsaki, Research Fellow at the Institute for Employment Studies and co-author of the Social Mobility Commission's new report. 

Working from home could outlast the pandemic. But workers' experiences with homeworking in lockdown are not all positive. Manuela Saragosa speaks to some office workers who've struggled to adapt to home life, and to Dr Zofia Bajorek, research fellow at the Institute for Employment Studies in the UK, who's been surveying workers on the pressures they've faced in lockdown. Cary Cooper, professor of organisational psychology and health at Manchester Business School, explains why face-to-face contact is so important for innovation in the workplace, and why flexible working with a mix of office and home will ultimately make us all happier. (Photo: A woman works from home, Credit: Getty Images)

Unemployment is rising. The latest reports from The Institute of Employment Studies show the fastest rise in 'claimant' unemployment since 1947 - an increase by 70%. What are some of the imminent post-lockdown employment challenges, and what does the government need to do to limit the threat of mass unemployment? We were joined by the Director of The Institute of Employment Studies Tony Wilson to discuss exactly this. Tune in to the latest episode of Neil Carberry's podcast with Tony Wilson where they'll cover: • The role of the UK recruitment industry in tackling unemployment in the months ahead • Post-lockdown employment challenges • What governments need to do to limit the threat of mass unemployment For up-to-the-minute COVID-19 updates and practical guidance, visit our COVID-19 hub at www.rec.uk.com/covid19 Audio track: www.bensound.com/

The first in a new series to explore topics raised in our Management Transformed thought leadership programme with special guest, Tony Wilson, Director, Institute for Employment Studies. We want to explore what has happened to employment during the crisis and what steps leaders and managers need to take to ensure equal importance is placed on the quantity and quality of jobs available in the UK going forward.

Tonight's guests include: Extended interview with Gillian Keegan - Apprenticeship and Skills Minister | Anthony Impey, Founder & Non-Executive Director at Optimity & Chair of Big Ideas Group at FSB | Elizabeth Taylor, Chief Executive of ERSA | Paul Sissons, Reader in Employment Studies at Coventry University | Dexter Hutchings, Co-founder of The Apprentice Voice | Tim Bennett-Hart, Director of Academic at RSL Awards Episode 29: Preparing for the new normal a sector wide viewpoint #SkillsWorldLIVE - Friday 5th June 2020Presented by the Chief Executive of the Federation of @AwardingBodies, Tom Bewick, #SkillsWorldLIVE is a new radio show that builds on the popular #SkillsWorld podcast series, where Tom interviews leading figures shaping the post-compulsory education and skills systems, including apprenticeships in the UK, and across the world.We are looking for industry experts to get involved with the debate, and to offer their views, advice and recommendations to help support the education sector at this time of disruption and change.If you are keen to get involved, or you know others that are, please let us know, and send your questions and comments to:Email: skillsworld@fenews.co.ukCall: 020 32 900 111Twitter: #SkillsWorldLIVE @FENewsPlease let us know if there is an important topic you would like to debate that we haven’t included yet!Tune in to #SkillsWorldLIVE 7-8pm on Weekdays, Monday to Friday and subscribe here for notifications!

The pandemic and lockdown has left millions unemployed or furloughed on the Government’s Job Retention Scheme. Unemployment levels are widely expected to rise to historic highs and at a rate not seen for at least a generation. Many have lauded the Government’s response so far, but how long will it take for the economy to recover, given the imperfections of the UK’s labour market going into this recession? Tony Wilson, Director at the Institute for Employment Studies, joins Andrew Carter to discuss the state of the labour market, the government response to the immediate crisis, and how to move to the next phase of the recovery.

What do we mean by technologies in the workplace? And are they likely to have a positive or negative effect on our lives? In this episode, Professors Chris Forde and Mark Stuart give an overview of the impact of digital technologies and how they might replace jobs, create new types of jobs, and change the nature of the way we work. This podcast episode was recorded in February 2020. If you would like to get in touch regarding this podcast, please contact research.lubs@leeds.ac.uk. The work for The European Parliament referred to in this interview is the 2017 study on “The Social Protection of Workers in the Platform Economy”. You can read the report here: www.europarl.europa.eu/RegData/etudes/STUD/2017/614184/IPOL_STU(2017)614184_EN.pdf About the presenters: Chris Forde is Professor of Employment Studies, Co-Director of the Centre for Employment Relations, Innovation and Change, and co-ordinator of the Q-Step Programme. His research interests look at the changing nature of work, and the implications of these changes for workers. Professor Mark Stuart is Pro-Dean for Research and Innovation at Leeds University Business School, founder of the Centre for Employment Relations, Innovation and Change, and Co-Director of the Digital Futures at Work Research Centre. His current research focuses on the wide-ranging effects of digitalisation on the future of work; restructuring and displacement in the steel sector; and union modernisation, skills and learning. A transcript of this podcast is available at https://business.leeds.ac.uk/downloads/download/163/podcast_episode_1_transcript

In this webinar we are delighted to welcome Dr Duncan Brown, Head of Consulting at the Institute for Employment Studies and a leading commentator on reward strategy. Don’t miss the opportunity to listen to Duncan discuss the influence of pay on performance and employee engagement in conversation with Melanie Martin, Director of Watson Martin, and L&D expert Joseph Grech.

Amid population ageing and changing labour markets that could affect the skills, sectors, and structure of jobs themselves, governments across Europe are grappling with how to support migrants and refugees in increasingly unstable and knowledge-intensive labour markets. This panel from an MPI Europe event, Building the Foundations for Inclusion: What Does the Future Hold for Immigrant Integration in Europe?, examines how newcomers can capitalise on growing nontraditional pathways to economic success amid the digitisation and automation of many jobs, how social protection programmes can be updated to a changing world of work, and how schools and universities can help all young people succeed in future labour markets.   Speakers include: Meghan Benton, Assistant Director, International Programme, MPI Julie Bodson, Duo for a Job, Belgium Pia Buhl Girolami, Specialist Director, Department of Integration, Ministry of Education, Science and Culture, Norway Rachel Marangozov, Research Associate, Institute for Employment Studies; and Director, MigrationWork Ben Mason, Project Lead, ‘Digital Routes to Integration’, betterplace lab

It’s the holiday season, and again my wife has waited until the end of the year to attempt to use the bulk of her vacation days that she’s not taken throughout the year.  While I sat at my desk pecking away at the keyboard I noticed she was on her work laptop.  “Aren’t you on vacation today?” I asked. “Yes.” She replied.  “I’m just getting this one thing done.  Then I’ll log off.”  She chirped.  I continued to work for quite some time before looking up again; as did she.   Employee engagement is a critical consideration for companies that want to perform at the highest possible levels. Employees that are engaged provide many benefits to their employers: improved customer service, enhanced productivity, and lower employee turnover.  As I’ve written in other articles, numbers from global research and consulting firm Gallup indicate that over two-thirds of American workers are disengaged,   Discretionary Effort   Do your employees stay late to get work done without being asked?   Will they log on or come into the office over the weekend to get caught up or even ahead for the following week?  These are good examples of discretionary effort.  Discretionary effort is a display of behavioral engagement and is seen when an employee goes the extra mile, puts in extra effort to get their job done.    Remember though, engagement is not simply measured by the hours that someone puts in. An engaged employee is also more likely to think outside of the box and take a creative approach to their work.  They may use skills that they don’t usually draw upon in their daily role to help the company in unique ways. Engaged employees are also more likely to collaborate with their team members and let others share in the spotlight when projects are successful.  When an employee loves what she does, going the extra mile is business as usual.   Why Employee Engagement Is Vital   You probably have an intrinsic understanding of why it is so important to have engaged employees, but you may not know that extensive research has been done to collect data about the importance of engagement. This research has lead to the publication of some very telling statistics that use hard numbers to show just how important employee engagement is. According to numbers compiled by Office Vibe:   Companies with engaged employees have 2.5 times more revenue than organizations with low engagement levels Organizations with highly engaged employees achieve double the annual net income when compared to organizations with employees that are behind on engagement According to the Harvard Business Review, Sears reported that a 5% increase in employee attitudes lead to a 1.3% improvement in customer satisfaction, causing a 0.5% increase in revenue   What kind of business wouldn’t want more revenue and happier customers? The benefits of improving your employee engagement will have a direct impact on the core goals of your company.   You will reap very valuable benefits from more engaged employees. The biggest challenge for employee engagement, however, is in engaging today’s employees the right way.     The Whole Employee and Organizational Goals   Even if you understand how to engage employees, you may be unsure about where to begin when it comes to matching their passions to company goals. Personal development programs are a great way to accomplish this task. Research by the British Institute for Employment Studies showed that employees with a personal development plan that have received a formal appraisal in the past year have much higher levels of engagement than those who do not. Personal development plans also help satisfy a critical component of workplace engagement for employees: input on their job responsibilities. As many studies have found, autonomy drives engagement.  The more say that an employee has in their workplace tasks, the more likely it is that they will be engaged and emotionally connected to these tasks and go the extra mile to get them done.   Employee development plans are also important when considering how to engage employees because they are tailored to the individual needs of the people. that work at your organization. Everyone at your company is different: the millennial fresh out of college has vastly different interests and passions than the baby boomer with grandchildren that is only a few years from retirement. What engages one of these employees may be off-putting to the other. Adopting a one-size fits all approach may be a recipe for failure and resentment.   A Better Way To Boost Engagement   What escapes many business owners and leaders is the secret to improving employee engagement is aligning the mission and vision of the organization with as a whole to the interests, passion and purpose of individual employees; the whole individual, professional and personal.   Pizza lunches and ice cream bars are nice and may in fact make your employees happy momentarily.  However, iInstead of trying to take a homogeneous approach when considering how to engage employees, companies would be much better served by creating implementing plans tailored to the particular capabilities and interests  and personalities of your employees. Not only is this a much more effective way to make employees feel more connected with the goals and mission of the company.  It has the added benefit of showing team members that you are engaged, committed and care about them individually, the whole person, both personally and professionally.   Workers in every office in every field face challenges on a daily basis. How they address these challenges and what they think about them depends on a few factors.  One of the primary elements is their level of engagement. When an employee can tie their own passions and personal motivations to the overarching goals of the business they are working for, they will be much less likely to leave the company. High engagement levels correspond with high levels of productivity, which is beneficial for everyone. To get started on your journey to improve revenues and customer satisfaction by boosting your employee engagement, look for a wayways to create personalized programs that remind your employees every day of how what they do is integral to the success and prosperity of the entire company.

Our next guest is a power house! From working as a well reputed civil servant and receiving the prestigious MBE rank to writing an incredible book and founding The Power Of Staff Networks, Cheron is truly an IWEE Shero The Power of Staff Networks was founded by Cherron Inko-Tariah. Cherron is a former civil servant and has undertaken leadership roles in various policy and strategic positions across Whitehall, including working with Ministers and Permanent Secretaries. She is passionate about staff networks and the positive impact these can have on the individual and the organization. An accomplished Chair of a number of staff networks (one to award-winning status), Cherron has facilitated bespoke training to educate employees on the benefits of proactive development. During her career, she has achieved a Post Graduate Diploma in Human Resource Management, and a Masters in Employment Studies and Human Resource Management. She qualified in HR with the Chartered Institute of Personnel and Development (CIPD) and is also a qualified career coach with the Institute of Leadership and Management. In 2011, Cherron received an MBE for her services to HM Government and, also for her work in the faith community with young people. In this episode, Cheron talks about the importance and impact of Staff Networks also popularly known as ERG in US. She can be found on the following social media platforms www.thepowerofstaffnetworks.co.uk Twitter: @POSNetworks #power Facebook: www.facebook.com/powerofstaffnetworks Instagram: POSNgram

Steven Weeks, Policy Manager at NHS Employers and Dilys Robinson, Principal Research Fellow from the Institute for Employment Studies discuss what type of manager you are and why knowing this matters when thinking about effective staff engagement.

In this podcast, NHS Employers’ Steven Weeks is joined by Dilys Robinson of the Institute for Employment Studies to discuss the NHS Employers staff engagement training and support programme for line managers. Seven organisations have already taken part in the programme and Dilys, who provided the training, shares the outcomes.

Global payday loans: Laurie Taylor talks to Carl Packman, a researcher and writer, who has analysed the growth of a worldwide industry. Today there are more payday lender shops in the US than McDonald's restaurants. They cater mainly to those without access to mainstream credit and with no other option. But how did they evolve and proliferate? And what is their impact on the most financially vulnerable consumers? He's joined by Johnna Montogomery, an economist from Goldsmiths, London. Also, redundancy at a Welsh aluminium plant. Tony Dobbins, Reader in Employment Studies at Bangor Business School, asks why re-training has failed to provide jobless workers with a fresh future. Producer: Jayne Egerton.

Steven Weeks, policy manager for the NHS Employers organisation, chats to Dilys Robinson, principal research fellow at the Institute for Employment Studies about a project analyzing the impact of staff engagement in the NHS.

Steven Weeks, policy manager for the NHS Employers organisation, chats to Dilys Robinson, principal research fellow at the Institute for Employment Studies and Dr Katie Truss from the University of Sussex, about the drivers for staff engagement and what actions can be taken by line managers.