Track 1: Employment Relations and Regulating Work
Track Leads Professor. Tony Dobbins and Dr. Fuk Ying Tse
Please submit you extended abstract (500 words) for considerations to Prof Tony Dobbins (t.dobbins@bham.ac.uk) or Dr Fuk Ying Tse (f.y.tse@bham.ac.uk)
This track examines the concept of inclusivity from critical employment relations and sociology of work perspectives (e.g. Dobbins, 2024; Edgell and Granter, 2019; Fuchs et al., 2019; Hodder and Mustchin, 2024). It includes researchers with an interest in understanding why employment relations matter(s) regarding governance and regulation of the employment relationship in a broader political economy and sociology of work context.
Specific research themes include: employee voice, unions, participation, and silence; good work and job quality in various countries and regions; the living wage, low pay and equitable reward; the ethics of workplace governance; flexible working and life-work inclusivity; the impact of new technology on the future of work; migration and immigration.
The call for papers under this workstream can relate to these or other topics relevant to employment relations and regulating work. Evidently, the conceptual boundaries of work and employment have substantially expanded in contemporary times – for instance, in relation to emergent research themes addressing big picture real-world challenges: the implications of the COVID-19 pandemic, climate emergency, intersectionality, technological change, good (and bad) work.
Selected references
Dobbins, T. (2024). Why employment relations matter(s) for governance of problems for labour in the real world of work. Labour and Industry, 33(4), 473-489.
Edgell, S., & Granter, E. (2019). The Sociology of Work: Continuity and change in Paid and Unpaid Work. SAGE.
Fuchs, D., Tse, P.F.Y., & Feng, X. (2019). Labour research under coercive authoritarianism: Comparative reflections on fieldwork challenges in China. Economic and Industrial Democracy, 40(1), 132-155.
Hodder, A., & Mustchin, S. (eds.) (2024). The Value of Industrial Relations: Contemporary Work and Employment in Britain. Bristol University Press.
Track 2: Trust and Workplace Dialogue
Please submit you extended abstract (500 words) for considerations to Dr. Margarita Nyfoudi (m.nyfoudi@bham.ac.uk)
Within a highly volatile, uncertain, complex, and ambiguous (VUCA) environment, we need solutions that improve workers’ experience sustainably (Biron et al., 2021). In the midst of political polarisation, the cost-of-living crisis, and unrest, effective workplace dialogue appears as a key factor not only for the efficient continuation of business operations but also for the promotion of meaningful and impactful careers. During these critical times, a plethora of HR and management practices are implemented; nevertheless, not all of them are solidary or apposite (Nyfoudi et al., 2024). Unless we identify and promote relevant and appropriate practices, the future of work may appear bleak, not least due to the lack of a safe place for human expression and understanding.
With this call for papers, we seek to contribute to a more inclusive workplace by examining issues of dialogue within and between different organisations (large multinationals, public-sector organisations, SMEs), hierarchical levels (leaders/managers, teams, front-line employees), and types of employees (full/part-time, permanent/seasonal, consultants/freelancers/gig workers). We welcome submissions in the areas of:
- trust within and between organisations,
- trust between employees,
- communication,
- direct employee voice and silence,
- dialogic interactions (such as coaching, and mentoring),
- dialogic learning,
- technology-assisted interactions,
- as well as any other form of workplace dialogue and communication.
References
Biron, M., De Cieri, H., Fulmer, I., Lin, C. H. V., Mayrhofer, W., Nyfoudi, M., Sanders, K., Shipton, H., & Sun, J. M. J. (2021). Structuring for innovative responses to human resource challenges: A skunk works approach. Human Resource Management Review, 31(2), 100768.
Nyfoudi, M., Kwon, B., & Wilkinson, A. (2024). Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength. Human Resource Management, 63(4), 537-553.
Track 3: Diversity and Inclusivity in Organisations
Please submit you extended abstract (500 words) for considerations to Dr. Neve Abgeller (n.abgeller@bham.ac.uk) and Professor. Scott Taylor (s.taylor@bham.ac.uk)
The Work Inclusivity Research Centre invites submissions for its Diversity and Inclusivity in Organisations stream session. This part of the Centre advances understanding of the myriad experiences of diversity within all organizational settings and at all stages of working life.
Topics of interest might include but are not limited to:
- Experiences and inclusion of individuals with disabilities in the workplace
- Occupational or professional gender segregation
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Social mobility and access to professional career structures or cultures
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The gender pay gap and other forms of pay discrimination
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Managing age-diverse workforces
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Diversity and inclusivity in time use, well-being, and work-life balance
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Implementation and impacts of shared parental leave or other well-established government policies, in the UK and elsewhere.
We encourage the broadest possible range of empirical research methodologies and theoretical lenses that enable us to address issues related to diversity and inclusivity in the workplace. We also encourage submissions that explore innovative strategies for promoting inclusivity or making diversity happen. Work at any stage, from early idea development to fully developed analysis, is all welcome.
Track 4: Workplace Wellbeing and inclusivity
Please submit you extended abstract (500 words) for considerations to Dr. Chris Darko (c.k.darko@bham.ac.uk) and Dr. Dan Whateley (d.wheatley@bham.ac.uk)
There are inequalities in workplace well-being and workers can be disadvantaged in relation to a range of work-related characteristics and circumstances. The changing nature of work is at the same time providing more flexibility while also presenting new challenges around job quality, job insecurity and employee well-being, leaving workers and particularly those in marginalised and underrepresented groups more likely to be ‘left behind’. Work inclusivity and well-being is now, more than ever recognised as being central to workplace engagement and performance. The core aim of this session is to create a sustainable network to generate, inform and support debates in research, policy and practice on widening understanding on the changing nature of work and what this means for workers.
We invite papers that aim to address, but not limited to, the following:
- Work-life balance and flexibility in work
- Employee well-being
- Gendered implications of the changing nature of work
- Challenges facing marginalised and underrepresented groups in accessing and progressing at work
- The role of education and human capital in the work of the future
- Digital well-being in work
Track 5: Inclusive Learning and Teaching
Please submit you extended abstract (500 words) for considerations to Dr Caroline Chapain (c.a.chapain@bham.ac.uk) and Dr. Mattia Boscaino (m.boscaino@bham.ac.uk)
Theme: Enabling Diverse Voices and Experiences in Education: from Inclusive Pedagogy to the Decolonisation of the Curriculum
Since the UK Equality Act (2010), there has been growing emphasis on incorporating diverse voices and experiences in British society both in terms of national policies and professional organisations such as the Higher Education Academy (HEA, 2010, 2011; DFE, 2017). The University of Birmingham’s 2021-
2024 Equality, Diversity and Inclusion (EDI) Strategy shows a strong commitment to this agenda and aims to foster EDI in all of the University’s activities and address structural barriers preventing equal outcomes for all. This agenda has expanded with calls to decolonise UK universities, exemplified by the “Rhodes Must Fall” campaign at Oxford University (Ghopal, 2021), and subsequently reinforced by the global Black Lives Matter movement.
Building on this, we seek contributions presenting and/or reflecting on learning and teaching activities and initiatives:
- addressing racism, identities and power in organisational contexts;
- enhancing cultural diversity and cross-cultural dialogue;
- promoting EDI in specific disciplines or across disciplines;
- promoting inclusive pedagogy and student experience;
- enabling diverse academic, professional services and student voices in academia;
- highlighting the use of creative methodologies supporting empathy, compassion, and dialogue as inclusive and decolonial education in universities;
- establishing partnerships with a variety of internal and external actors to enhance student experience;
- reimaging both the university curriculum and the student experience;
- Incorporating non-western voices, theories, values, and content in education.
We welcome submissions from academics, professionals, students and/or joint contributions including external partners in the form of presentations focusing on practice and evaluation and/or research papers and/or the organisation of panels sessions.