Forthcoming research Below are some projects being pursued by members of the Group: l l l l l l l
disability and experience of sexual harassment sexual orientation and workplace bullying managing HRM across organisational boundaries migrant workers in the labour market care workers in the NHS older workers in service industries dignity at work in the transport sector.
The University of Manchester The University of Manchester has a 180 year record of excellence. It is the largest single site university in the UK and one of the largest in Europe with over 35,000 students. The University has an exceptional record of generating and sharing new ideas and innovations and can lay claim to 23 Nobel Prize winners. The Fairness at Work Research Group involves academics from various departments and schools such as Manchester Business School, the School of Law, the School of Social Sciences, the School of Environment and Development and others.
60% of people think balancing work and family life is harder for women now than it was 30 years ago and most people think it will be harder in 10 years time (EOC, 2007).
Those with a disability or long-term illness; gay, lesbian or bisexual employees; and members of ethnic minorities are more likely to have experienced unfair treatment at work (Fair Treatment at Work Survey, DTI, 2005).
Engaged workers perform better, are more likely to recommend their organisation to others, take less sick leave and are less likely to quit than non-engaged workers. However, just 35% of employees are engaged with their work (CIPD, 2006).
Dr Helge Hoel Manchester Business School The University of Manchester Booth Street West M15 6PB tel +44 (0)161 275 6333 firstname.lastname@example.org email@example.com www.mbs.ac.uk/research/fairness-at-work.aspx The University of Manchester, Oxford Road, Manchester M13 9PL Royal Charter Number RC000797 J2576 10.09
Fairness at Work Research Group Fair treatment, diversity and well-being
This new research group at the University of Manchester has been established to develop cross-disciplinary research on fair treatment, diversity and wellbeing at work. Fairness at work concerns not only employees and trade unions but also policy makers and the business community. Changes in work and employment are being introduced at a time when traditional collective safeguards against unfair treatment are in decline and even though new forms of regulation are emerging at both national and European level, there is a need for a rethink of policy and practice to address new challenges. These include, amongst others; the changing nature of stress at work in a service economy, the increasing need to reconcile work and family life, the rising problem of working poverty, new forms of social disadvantage such as migrant labour, the spread of bullying and harassment to an increasing range of occupations and the problems of developing employee voice amongst groups excluded from traditional collective organisation. The Fairness at Work Research Group draws on a strong track record in internationally-recognised publications covering issues such as gender and diversity; workplace health, stress and well-being; dignity at work, bullying and harassment; voice and representation; pay, working time and human resource management (HRM).
Full-time female employees earn on average 83% of average hourly earnings of male full-time employees, female part-timers earn on average 62% of average hourly earnings of male part-timers (EOC, 2007).
This research is disseminated not only in high quality academic journals and books but also in practitioner reports through training and consultancy for a range of organisations and professional bodies in both private and public sectors. Examples of the organisations we have worked with include: l l l l l l l l l l l
The Chartered Institute of Personnel and Development The Institute of Occupational Safety and Health The Department for Business, Innovation and Skills The Trades Union Congress The European Trade Union Institute The International Labour Organisation The Advisory, Conciliation and Arbitration Service The Equality and Human Rights Commission The European Social Fund The European Commission The Council of Europe.
We are developing an active seminar series addressing key strategic issues and developments in relation to fairness at work. We have an active PhD programme, with students directly engaged with the Group.
In 2007, nearly one in three adult workers aged 22 or over were low paid, a figure that was even worse for women and for workers from ethnic minorities (ILO, 2008).
Current and recent research Our work covers a variety of research themes, including: l
dignity at work/bullying and harassment: the role of the legal system in addressing bullying; effectiveness of bullying intervention; bullying, power and control; global perspectives of bullying; abuse by customers; dignity at work and emotional labour gender and diversity: the impact of a mentoring programme on nursing careers; the issue of older workers; female black and minority ethnic workersâ€™ experience of sexual harassment; e-coaching and skills/training pay, working time, HRM: HRM in the health sector; HRM across organisational boundaries; recruitment and retention of care workers; decent work; and minimum wages voice and representation: embedding employee involvement in the workplace; trade union learning representatives workplace health, stress and well-being: health and safety cultures; stress and call centre workers; the impact of emotions and stress; commitment at work; and workplace stress.
Bullying and harassment cost the NHS more than ÂŁ325 million a year (The Department of Health, 2008).
Published on Mar 2, 2010