Welcome to the CESR Review
The CESR Review is aimed at employment relations and human resource management practitioners, trade unionists, researchers, lecturers and students in these and related fields. Follow the links to access pdf versions of short articles, book reviews and interviews.
Details of the major journals and other web-sites useful to those working in these fields can be found at the bottom of this page.
Professor Hazel Conley
Editor, CESR Review
Current issue: March 2016
By Hazel Conley
This issue of CESR Review marks the celebration of International Women’s Day 2016 and contains articles from academics and practitioners that highlight the continued importance of equality and social justice research.
Back in March 2015, an article in the CESR Review (Mentoring Professional Women in Aviation and Aerospace) reported on an ESRC co-funded project to design a mentoring scheme for women in the aviation and aerospace industry. The project was based on a knowledge-exchange partnership between ourselves (the UWE team), the Royal Aeronautical Society (RaeS), the Royal Air Force (RAF) and Airbus. In this CESR Review special issue to celebrate International Women’s Day, we are delighted to report that the mentoring scheme (called alta) was launched in October, 2015, at the Women in Aviation and Aerospace conference at the prestigious Royal Aeronautical Society headquarters in Mayfair, London. The aim of this article is to update CESR Review readers on the project, to report what we learned from the research, how alta is progressing within its first three months and our plans for the future.
By Vanda Papafilippou and Laura Bentley
Lane (1997) argued nearly a decade ago that “[engineering] is a subject where women are currently catastrophically underrepresented”. Unfortunately, this statement still holds true as the UK appears to have the lowest proportion of female engineering professionals in the EU with only five and a half per cent working within the sector. In this paper we try to understand how the journey of seven engineering graduates unfolds in gendered ways: how their graduate, professional identities are being elaborated and developed, how they project themselves into the future and how their career choices are affected by gender.
This research note examines one of the tensions identified in the role of HR: the challenge of reconciling the often competing aims of organisational performance with fairness for employees. This tension is arguably reflected in the CIPD’s current manifesto to ‘champion better work and better working lives’. The context for the research is HR practitioners’ application of protective employment law, specifically the Equality Act 2010. In taking a reconstructive ‘both-and’ stance towards performance and fairness, the research analyses the nuances of HR practice and, as such is oriented to be of relevance to practitioners as well as academics.
By Sonia McKay, Visiting Professor, UWE
With rare exceptions, such as the death by drowning on 2 September 2015 of the young boy, Alan Kurdi whose family had fled Syria, those fleeing war and famine are presented in the media as persons without names, identities and seemingly no stories. In their book, Living on the margins, published in January 2016, Alice Bloch and Sonia McKay aimed for a different perspective, by focusing on the everyday lives of undocumented migrants living and working in London. Based on an ESRC funded project which ran from 2011 to 2013, their research focused on three communities of migrants in London, those from Bangladesh, China and Turkey (including North Cyprus). Knowing that the research would be carried out in the context of economic downturn, increasingly restrictive immigration controls, raids on businesses suspected of employing undocumented migrants and rising numbers of deportations, the authors wanted to understand how those without documents survived and what use they made of social and family networks in this hostile environment. The additional dimensions of disadvantage, based on gender, ethnicity or imbalanced power relationships was also explored.
Detailed analysis of ONS published data on pay and hours worked disaggregated by gender shows that when a woman experiences a ‘gender pay gap’ the extent will depend on her occupation, whether she works full or part-time, her age and where she lives. The gender pay gap is thus found to be a series of different gaps between the pay of women and men. They occur within occupations as well as between occupations, though occupational segregation has the bigger effect. To understand the causes of pay gaps it is necessary to understand both the factors which impact pay within occupations and those which cause women to move between occupations at certain times in their lives. It is also necessary to understand how where people live affects their choices. To do this, numerical data and statistics need to be supplemented with local qualitative information gathered from surveys and consultations with women and women’s organisations.
The number of women in senior management remains stubbornly low. This book examines the real life experiences of forty-six senior women who have 'made it' into senior management. It considers the strategies that these women adopted, the support they received and the relationships they formed in building their careers.
Bristol Business School
University of the West of England
Bristol, BS16 1QY
Tel +44 (0) 117 32 83435