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August 1, 2016 / Sian Moore

Conference on Blacklisting, Bullying & Blowing the Whistle


The conference will take place at the University of Greenwich on 16th and 17th September 2016. It is organised by Blacklist Support Group (BSG) and the Work & Employment Research Unit (WERU) at the University of Greenwich supported by New Internatinalist and Joseph Rowntree Reform Trust. A key aim will be to explore the different and interlocking ways in which surveillance and intensified control operate; in the workplace, in employment and in relation to community campaigns and civil rights activism.

Plenary sessions and workshops will consider the blacklisting and victimisation of activists and the treatment of whistleblowers, who have both highlighted corporate malpractice in the private sector and failures in public service provision. They will also consider the modern workplace tyranny of performance management where workers are bullied by intense monitoring and measurement of their work, with potentially discriminatory effects on disabled, Black and Minority Ethnic, migrant, women and older and younger workers.  The conference brings together academics, politicians, lawyers and activists with a view to inputting into the formulation of a programme of policy and action that can restore workplace rights and fairness at work.

The conference will be accompanied by:

For more information on the conference and how to book your place, please visit the following link.


July 2, 2016 / Sian Moore

Research on work transitions and transnational mobility of young and precarious workers

A WERU member, dr Barbara Samaluk, was awarded the Leverhulme Trust Early Career Fellowship tenable for a research project entitled “Aiming for skilled or secure employment on the EU market: a Sisyphean task?”. The project will investigate the process of work transitions and transnational mobility of qualified young and precarious teachers and social care workers. It will expose the labour invested by workers when moving between various work and non-work statuses and geographical and political boundaries and their strategies and choices of channels/intermediaries used in search for skilled or secure employment on the EU market. The context is the socio-economic costs of Slovenian austerity and these are considered through a multilevel and transnational methodological approach which aims to explore the effects on employment, emigration and the relations of transnational exchange.

More information about this award can be found on the following link:

June 29, 2016 / Sian Moore

MPhil/PhD Scholarship: Disclosure, Disability and Performance Management: Exploring the linkages

University of Greenwich offers an MPhil/PhD Scholarship for a research project that will examine the impact of disability disclosure on performance management in the public sector specifically. Despite the introduction of the Equality Act 2010, disabled people experience discrimination and disadvantage at work, some of which manifests itself through the decision about whether to disclose one’s impairment to the employer, therefore this PhD topic is timely and relevant. The research will be mixed methods to allow rich data collection.The successful candidate will receive a bursary for three years and a contribution to tuition fees equivalent to the university’s Home/EU rate for the duration of their scholarship.
The closing date is 15th July 2016.For further information, please visit the following link:
June 17, 2016 / Sian Moore

Collaboration meeting on ‘Bargaining for productivity’ project

In late May 2016 Dr Graham Symon, Dr Ulke Veersma, Dr Bethania Mendes De Brito Antunes and Dr Laura William travelled to Bergamo, Italy to engage in the first meeting for their exciting project on ‘Bargaining for productivity: an international comparative study of how productivity is manifested on the collective bargaining agenda’.  Partner institutions that attended the meeting alongside the University of Greenwich were the University of Duisburg-Essen (Germany); University of Amsterdam (Netherlands); Warsaw School of Economics (Poland); ADAPT & University of Modena & Reggio Emilia (Italy); and Universitat Autonomia de Barcelona (Catalonia). The meeting was productive with partners agreeing on the framework for the project and key dates set.

June 16, 2016 / Sian Moore

National Living Wage has only a small effect on earnings figures

The introduction of the National Living Wage (NLW) in April appears to have only had a minor effect on the latest Average Weekly Earnings (AWE) figures. The earnings data released today by the ONS are for the period to the end of April 2016 and the figures were expected to show a boost to earnings in the lowest-paid sector, that covering wholesale, retail, hotels and restaurants. However total pay growth in this large sector for the period from February to April 2016 was comparatively modest at 1.3%, up slightly on the even weaker three-month average of 1.0% for January to March.

The single-month figures for the sector showed stronger growth, of 2.3% in the year to April, up from a negative -1.4% in the year to March. But in terms of actual pay there was little movement in the sector between February and April: in February average weekly earnings were £338, in March £336 and in April £339. One possible explanation is that cost-offsetting measures to minimise the impact of the NLW, such as the reduction or removal of premium payments, might have had the desired effect, countering the increase in basic rates.

Overall, average weekly earnings in the whole economy grew by 2.0% in the year to April 2016, the same as in the year to March. Earnings growth in the private sector was 2.1% and in the public sector was 1.8%.

Within the private sector the data shows variations between industries. Earnings growth in the finance and business services sector was 1.7%, down from 2.2% in March, the March figure having been boosted by bonus payments.

Pay growth in construction continues at very high levels.  The rate of growth in April was 8.4%, up marginally on the revised figure of 8.3% in March. Skill shortages in a booming sector continue to be the motor for change here.

Pay growth in manufacturing continues to reflect the economic weakness in this sector. Average weekly earnings in April were 1.6% higher than a year ago, down from 1.7% in the year to March.

By: Alastair Hatchett, Visiting Fellow, University of Greenwich




June 16, 2016 / Sian Moore

Philosophy of Management 2016

The 11th Philosophy of Management International Conference 2016 will be taking place at St Anne’s College Oxford 14 – 17 July 2016. It is organized by Philosophy of Management, sponsored by University of Greenwich Business School and chaired by Wim Vandekerckhove from the University of Greenwich. The conference will be of special interest to philosophers, management researchers and teachers, consultants and practising managers.

For more information on the conference and its program details, please follow the link:

June 7, 2016 / Sian Moore

What Makes Work Meaningful — Or Meaningless

The study by researchers at the University of Sussex and the University of Greenwich shows that quality of leadership receives virtually no mention when people describe meaningful moments at work, but poor management is the top destroyer of meaningfulness.The study was carried out by Professor Katie Bailey, an employee engagement expert at Sussex’s School of Business, Management and Economics, and Dr Adrian Madden of Greenwich’s business school.

The researchers interviewed 135 people working in 10 very different occupations, from priests to garbage collectors, to ask about incidents or times when the workers found their work to be meaningful and, conversely, times when they asked themselves, “What’s the point of doing this job?”. They expected to find that meaningfulness would be similar to other work-related attitudes, such as engagement or commitment, in that it would arise purely in response to situations within the work environment. However, they found that, unlike these other attitudes, meaningfulness tended to be intensely personal and individual; it was often revealed to employees as they reflected on their work and its wider contribution to society in ways that mattered to them as individuals. People tended to speak of their work as meaningful in relation to thoughts or memories of significant family members such as parents or children, bridging the gap between work and the personal realm. They also expected meaningfulness to be a relatively enduring state of mind experienced by individuals toward their work; instead, their interviewees talked of unplanned or unexpected moments during which they found their work deeply meaningful.

More information about the research can be found on the following link: