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February 27, 2019 / Sian Moore

Seminar: Young people, work and activism

DATE: Wednesday 10th April 2019
TIME: 15.00 – 18.00
VENUE: Room HH103, Hamilton House, Park Vista, Greenwich SE10 9LZ

Young people have been among groups most affected by the recent economic crisis and are more likely to be in precarious employment or unemployed, with less access to benefits due to tightened workfare controls. While there is a growing tendency for young people to stay in education instead of moving into employment, there are almost 900.000 full-time students with part-time jobs – nearly two thirds of students work part time to help fund their studies. The rising school-leaving age, decreased job prospects and the rise in precarious employment make it increasingly difficult for young people to achieve economic and social security and become fully independent adults.

Since today’s school-to-work transitions are characterised by extended precarity, youth is likely to be employed in workplaces and economic sectors where union presence is weak or non-existent. Trade unions have had a relatively poor record of representing young and precarious workers, especially those in cyclical transitions between various work and non-work statuses.  However, more recently we have seen young workers take industrial action against precarious work in McDonald’s, Wetherspoons, Uber Eats and TGI Fridays and this seminar will bring together activists and researchers to discuss these issues.


Vernessa Adjodha and John Ibitoye, University of Greenwich Students, will speak about their dissertation research on young people in work.

Anisha Badshah, Research assistant at the Centre for Research on Employment and Work, will present findings from her BA dissertation on students and non-standard work.

Gareth Lane, from the Bakers and Allied Food Workers Union, will talk about the union’s Fast Food Campaign.

Liz Gorman, Unite Steward, will report on the union’s campaign in Antic pubs in South London.

Andy Hodder, Senior Lecturer in Employment Relations at the University of Birmingham, will speak about his research on the relationship between young workers and trade unions.

This is a free seminar, open to the public and all are invited, but places are limited, so please book your place by emailing your name and affiliation to Dr Barbara Samaluk (


Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ
For more detailed information on how to get there, please visit this website:

February 27, 2019 / Sian Moore

Seminar on HR Attributions

DATE: Monday 4th March 2019
TIME: 5 – 7 pm
VENUE: Room HH103, Hamilton House, Park Vista, Greenwich SE10 9LZ

Why does your organization utilize HR practices, such as performance appraisals, training, or performance-based rewards? Do you believe that they are designed increase employee performance….to reduce organizational costs…to be an administrative hurdle? Despite even the most well intentioned HR practices, employees may nevertheless interpret the reasons why these practices exist in unintended, and even at times, unimaginable ways!

This comes as little surprise to psychologists who have long argued that it is not “reality” that makes a difference, but instead, our filtered perceptions of reality. New research in HR is beginning to demonstrate that to capture the way in which HR can make a real difference in organizations is to focus on the why of HR practices, or why employees believe that HR practices exist in the first place. This is important because research shows that it is not necessarily the intention of senior leaders that matters for engaging and motivating the workplace, but employees’ beliefs about their senior leaders’ intentions, despite the “reality.”

This new understanding of the role of the why of HR shines a spotlight on activities that are often overlooked in organizations today. In taking the why of HR into account, the key take-aways from this presentation include the importance of tracking and communicating the intention of HR practices to employees. HR professionals need to diagnose employee beliefs regarding why HR practices exist, and then develop a communication plan to articulate the true intentions behind those practices. It also implies a strong partnership between HR and senior and line managers, as they are oftentimes the people who translate HR practices into action. Finally, attendees of this presentation will learn how to create a strong HR system to generate enthusiasm, commitment, and support for HR practices.


Dr. Amanda Shantz, Associate Professor in Trinity Business School, Trinity College Dublin, University of Dublin.  She received her bachelor degree from McGill University, her MSc from the London School of Economics, and her PhD from the University of Toronto. Her research interests include work engagement and human resource management practices. Her research has appeared in journals such as European Journal of Work and Organizational Psychology, Human Relations, Human Resource Management, Human Resource Management Review, Journal of Organizational Behavior, and Sloan Management Review.

This event is open to academic staff, HR specialists and practitioners, as well as HRM students. Seminar is free of charge, but please RSPV to Dr Adrian Madden (

February 8, 2019 / Sian Moore

‘‘I can’t afford to be ill’’

TUC writes about our research for Low Pay Commission, which included
interviews with 36 UK workers on non-standard contracts as part of their research for the Low Pay Commission.Zero hour workers face periods of unpaid labour which leaves them reliant on a welfare system that finds such erratic employment difficult to support. Read more on page 5 of the TUC Newsletter. 

January 22, 2019 / Sian Moore

Symposium on Public Sector Pay and Employment

Wednesday 20th March 2019
TIME: 13.00 – 18.00
VENUE: Room HH102, Hamilton House, Park Vista, Greenwich SE10 9LZ

After nearly a decade of pay restraint in the UK public sector, pay settlements are now being reached at higher levels than the previous 1% limit. The Government has tried to restrict the first post-cap increases, but faced with recruitment and retention difficulties, especially in the NHS, in schools and elsewhere, there are upward pressures that cannot be ignored. This symposium will examine aspects of Government Policy, employee relations and pay and reward strategies in the context of a post-1% world. It will examine pay rises, progression pay, staff shortages and skill requirements across large parts of the public sector.

This symposium brings together a strong range of speakers with expertise on how pay decisions are made and the pressures experienced by negotiators, and key issues related to reward and to the current and future skill requirements in the public sector.

Ken Mulkearn, Director, Incomes Data Research – ‘Pay developments in the public and private sectors 2018/19’.
Nicola Allison, Remuneration adviser to the Office of Manpower Economics – ‘Pay developments in the Pay Review Body world and evidence-based research’.
David Powell, Lead Officer, Pay Policy and Negotiations for the National Education Union – ‘Pay and progression for teachers in schools and academies’.
Paul Wallace, Director of Employment Relations and Reward for the NHS Employers – ‘The current three-year pay agreement and the skill and people requirements of the NHS’.
Simon Pannell, Principal Adviser (Employment and Negotiations) Local Government Association – ‘Pay and skill requirements in local government’.
Professor Ian Kessler, Kings College, London – ‘Reward and skill requirements into the 2020s’.

Chaired by Alastair Hatchett Visiting Fellow, CREW, University of Greenwich. Alastair was previously Head of Pay Services at Incomes Data Services.

Ken Mulkearn, Director, Incomes Data Research. His team produce comprehensive research on private and public sector pay trends and pay policy. IDR is currently doing research for the Low Pay Commission on the impact of the new National Living Wage. He was previously Head of Pay & Research at Incomes Data Services (IDS) and has a wide knowledge of public sector pay trends.

Nicola Allison, Remuneration Adviser to the Office of Manpower Economics. Nicola leads on research and economic issues for the public sector pay review bodies, which set pay increases for the NHS, school teachers, the police, prison officers, the armed forces, senior civil servants and judges.

David Powell, Lead Officer, Pay Policy and Negotiations for the National Education Union. After graduating from New College, Oxford and working in the civil service, David has been working in education since 1993.
Paul Wallace, Director of Employment Relations and Reward for the NHS Employers. Paul has extensive knowledge and experience in pay and reward policies across the UK public sector. Paul and his team have led the recent work for employers in the NHS on the negotiations for the modernisation and reform of the terms and conditions of service in operation for medical and non-medical staff.

Simon Pannell, Principal Adviser (Employment and Negotiations) Local Government Association. Simon plays a lead role in the development and implementation of employer policy in national negotiations with trade unions on pay, conditions of service and associated workforce issues. This includes advising the Employers’ sides of the national negotiating bodies covering a wide range of employee groups.

Ian Kessler, Professor of Public Policy and Management at King’s College London. Ian has carried out research on pay systems and structures in local government, the health service and the civil service. He was a member of the Local Government Pay Commission in 2005 and special advisor to the House of Commons select committee inquiry on senior management pay in local government, in 2016.

This is a free seminar, open to the public and all are invited, but please can you inform us if you are planning to attend from outside the University of Greenwich by emailing to with your name, job title and organisation to attend. They can also advise on parking. Or email Dr Ruth Ballardie on

Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ
Telephone: +44 20 8331 9083 E-mail:

December 13, 2018 / Sian Moore

Keeping Europe’s Workers in Line

Read the latest Jacobin article from Umney et al. on how austerity in Europe, has not led to economic growth but was used to discipline workers. More on the following link.

November 16, 2018 / Sian Moore

Intergenerational Legacy of Windrush Nurses

On Monday, 29 October, the Work and Employment Research Unit and Applied Sociology Research Group hosted a symposium on the Intergenerational Legacy of Windrush Nurses:  Exploring the impact and legacy for successive generations of African-Caribbean people in the UK. The event was organised by Dr Myrtle Emmanuel, Professor Tracey Reynolds and Dr Leroi Henry

Dr Jan Etienne, Birkbeck University of London gave a keynote speech on “Windrush Sisters – survival and success:  Legacy for a new generation”. The address situated the sacrifices of the Windrush generation in the context of moves to decolonise higher education and forefront the voices of black women. As part of an explicitly black feminist womanist agenda, Dr Etienne highlighted the centrality for black women of caring and the importance of passing on the survival skills critical to maintaining communities. She went on to discuss matriarchal learning hubs as emancipated spaces for learning where black female voices could be foregrounded.

Dr Myrtle Emmanuel, Professor Tracey Reynolds and Dr Leroi Henry then presented some initial findings from their research on Windrush nurses. The presenters discussed the nurses’ motivations for becoming nurses and coming to the UK, their early experiences in the UK, the negative implications of the nurses being channelled into SEN rather than SRN training, their subsequent career progression, their experiences of racism and how they responded to it and the ways in which they developed career resilience. The session concluded by discussing the nurse’s reflections on their overall contribution to the NHS, relationships with younger generations and inter-generational legacies and finally the recent Windrush Scandal.

Dr Louise Owusu-Kwarteng then chaired an inter-generational roundtable discussion with Greenwich sociology students and RCNA research project participants. The panel included 4 retired nurses (Ruth Roberts, Lucy Reid, Correl Hileene Evelyne Zamore and Hazel Watson) and 3 students from the University were interested in finding out what brought the nurses to the UK. The nurses outlined that opportunities were better in the UK for people in their position. The students asked about their initial experiences of the UK. The nurses discussed getting used to the food and weather, support from other nurses and migrants and their differing experiences of discrimination. The nurses were interested in whether the older generation discuss their experiences with younger generations to which the students discussed how they had been told about their struggles, where they came from and how the older generation had instilled in them a work ethic. The nurses asked about the students experiences of racism with the students discussing their varied experiences. The session concluded with a discussion on the importance of young and old interacting and learning from one another in order to maintain the community.

The event continued with a Rehearsed Reading of “Voices of the Windrush Nurses” a script produced by Adeola Solanke and performed by Anni Domingo, Martina Laird, Ellen Thomas, Marci Lecky and Vivienne Rochester This dramatization developed from interview transcripts brought to life some of the key narratives of the nurses.

The day concluded with a traditional Caribbean supper and a performance by “Bolder Voices”,a community campaigning choir.

If you need more information, please contact: Dr Myrtle Emmanuel <>.


October 26, 2018 / Sian Moore

Is whistleblowing the new normal?

This seminar on whistleblowing  will take place on Wednesday, 12th December 2018, between 3-6 pm, at the University of Greenwich (Room HH102, Hamilton House, Park Vista).

In the context of whistleblowing, policy-makers have recently started to shift the focus from the person of the whistleblower towards the recipients of whistleblowing, i.e. those whom whistleblowers call upon to stop wrongdoing. Increasingly, organisations are implementing speak-up policies through procedures, training, and in-house or outsourced hotlines. Is this a new form of managerialism? Is it, as some voice scholars wrote recently (Barry & Wilkinson, 2016 BJIR), “pro-social or pro-management”? On the other hand, research shows that external whistleblowing is most often a result of badly managed internal whistleblowing. Hence, the way organisations institutionalise whistleblowing warrants our attention. This seminar discusses the institutionalisation of whistleblowing, around four pieces of recent research conducted by invited speakers:

Dr Erik Mygind du Plessis, Copenhagen Business School. “Speaking truth through power: Conceptualizing internal hotlines using Foucault’s dispositive.”

Prof David Lewis, Middlesex University. “What information about whistleblowing do the FTSE top 100 firms post on their website?”

Dr Mahaut Fanchini, University of Paris-Dauphine. “The co-construction of whistleblowing: How expectations of the recipient frame ‘acceptable’ whistleblowing narratives.”

Arron Phillips, University of Greenwich. “Do trade union members blow the whistle differently? Exploring data from a UK whistleblower advice line.”

Chaired by Dr Wim Vandekerckhove, University of Greenwich

Biographies of speakers:

Erik Du Plessis is assistant Professor at the Department of Management, Politics and Philosophy at Copenhagen Business School. His research explores ways in which whistleblowing is institutionalised. Previous studies include whistleblowing in the context of Danish trade unions.

David Lewis is Professor of Employment Law at Middlesex University. He is the convenor of the International Whistleblowing Research Network. He is head of the Whistleblowing Research Unit at Middlesex University, and has published widely on the topic of whistleblowing since the mid-1990s.

Mahaut Francini is Assistant Professor in Organisation Studies at the University of Paris-Dauphine. Her research focuses on understanding practices and discourses related to the reception of whistleblowing episodes.

Arron Phillips is a WERU/CREW PhD student at the University of Greenwich. His current research focuses on the role of trade unions in the whistleblowing process.

Wim Vandekerckhove is Reader in Business Ethics at the University of Greenwich, and WERU/CREW member. He has provided expertise on whistleblowing to various stakeholders, including Council of Europe, Transparency International, ACCA, British Standards Institute, Financial Conduct Authority, Department of Health, and Public Concern at Work. He is currently the convenor of the ISO working group (TC309/WG3) developing an international standard on internal whistleblowing systems.

This is a free seminar, open to the public and all are invited, but please can you inform us if you are planning to attend from outside the University of Greenwich by registering your interest at:   Business School Events with your name, job title and organisation to attend. Or email Dr Ruth Ballardie on


Hamilton House, 15 Park Vista, Greenwich, London SE10 9LZ

Telephone: +44 20 8331 9083 E-mail: