Human Resources, Work and Employment (HRWE) research group
Read about this UWE Bristol research group and their research interests.
The Human Resources, Work and Employment (HRWE) research group undertakes research oriented towards human resource management and employment, from a critical perspective.
Group members conduct research with organisations and individuals in the public, private and not-for-profit sectors within five specialist areas:
- equality, diversity and inclusion (EDI);
- HR and work;
- employment relations;
- labour markets; and
- pedagogical research.
HRWE’s lead is Professor Susan Durbin.
The Group explores, through a critical, intersectional perspective, the below five key areas:
- EDI researchers focus upon diversity management, the gendered nature of work, men and women working in non-traditional employment roles, Equality Act, 2010, gender pay gaps, LGBT pay gaps, the gendered construction of the meaning of work, corporate egg freezing, the under-representation of women in senior management, female part-time managers, inclusion at work, the psychology of ageing, planning for later life/end of life, women’s corporate and professional networks, HR practitioners, equality and diversity and the role of women volunteers.
- Those with an HR/work perspective are involved in research with a focus upon manager-employee interactions, line managers and performance management, newcomer and socialization theory, project based work, mentoring support, organisational resilience, liminal spaces of work, displacement, mobility and commuting, HRM in SMEs, reduced hours working at executive and senior levels in organisations, critical perspectives on management.
- Employee relations research, includes, employee relations and trade union strategies, the problems with low pay, apprentice pay, employee benefits occupational regulation and trade union representation, from a UK and international, comparative perspective.
- Those who take a the broader labour market perspective are concerned with entrepreneurialism, nomadic work, digitalisation, professional culture, sociology of the professions, flexible labour markets (e.g temporary workers, zero hours contracts), the Public Sector Equality Duty.
- Pedagogical researchers share an interest in the responsible management of education, ethics, participation and emancipation, student low pay, student academic skills, student perceptions of impact on transition from foundation to university degree and student attitudes to working in the third sector.
Human Resources, Work and Employment blogRead the blog
Dr Rochelle Haynes, Senior Lecturer in Human Resource Management at UWE Bristol and CEO of Crowd Potential Consulting Group co-authored a recent global survey of nearly 2,000 independent workers and business leaders, some of the survey findings were highlighted in a recent article written by Larry English for Forbes last month. (Excerpts taken from Forbes … Continue reading "Forbes Article – ‘Gig workers are the workforce of the future: Here’s how to engage them’"
This guest post was written by Aykut Berber, Associate Professor in Critical HRM and Management Studies at UWE, Bristol. What does having power mean ‘to’ an individual at work? Power and power relations in organizations have long been among the major topics explored in management. Studies are countless, yet, the conventional perspective is extensively structural … Continue reading "Power crafting at work: Notes from a journey in search of a phenomenon"
This month’s guest post is written by Dr Vanda Papafilippou, Senior Lecturer in HRM, UWE Bristol. Women comprise just 12% of the UK engineering workforce (EngineeringUK, 2018), and despite the efforts of both the state and the industry, it remains one of the most male-dominated occupations. One of the main barriers for women in all … Continue reading "The networked self: exploring networks as a source of career development and identity for female engineers"
A British Academy/Leverhulme Trust funded project, led by Professor Susan Durbin, with Professor Jennifer Tomlinson (Leeds University Business School) and Stella Warren (UWE) The Problem The challenges of greater gender balance at senior management levels and on corporate boards are faced by businesses worldwide (Durbin, 2015). Working hours are critical to career advancement and women … Continue reading "Navigating reduced hours careers: experiences of male and female executives and senior managers"