{"id":1037,"date":"2024-09-16T07:16:01","date_gmt":"2024-09-16T06:16:01","guid":{"rendered":"https:\/\/research.reading.ac.uk\/accommodating-diversity-in-the-workplace\/?p=1037"},"modified":"2025-06-13T07:52:48","modified_gmt":"2025-06-13T06:52:48","slug":"webinar-series-2024-2025","status":"publish","type":"post","link":"https:\/\/research.reading.ac.uk\/accommodating-diversity-in-the-workplace\/webinar-series-2024-2025\/","title":{"rendered":"Webinar Series 2024\/2025"},"content":{"rendered":"

 <\/p>\n

Our 2024\/2025 webinar series has now ended and you can find the recordings of all the webinars at the end. You can register for our 2025\/2026 webinar series using the same registration link below. If you would like to present in our 2025\/2026 webinar series please email Professor Sarah Jewell (s.l.jewell@reading.ac.uk).<\/p>\n

The Accommodating Diversity in the Workplace research initiative aims to understand issues relating to diversity & inclusion in the workplace. We are a group of researchers based at the University of Reading working on a range of projects focusing on best ways to accommodate diversity in the workplace. We aim to create a two-way dialogue between academic researchers, and employers and other stakeholders to reach a shared understanding around issues related to diversity and inclusion in the workplace and their implications for good workplace practice and policy. We are delighted to announce the speakers of our 2024\/2025 webinar series, which will be held monthly on a Thursday at 1pm via MS Teams. The webinar is aimed at anyone who has an interest in diversity and inclusion in the workplace.<\/p>\n

Click here to register for the webinar series<\/a><\/strong><\/span><\/p>\n

By registering you will get links to all the webinar series and any recordings (you can also sign up to our monthly newsletter if you wish). If you have any questions or would be interested in presenting in future webinar series please contact Professor Sarah Jewell (s.l.jewell@reading.ac.uk). We will also be hosting our 3rd Accommodating Diversity in the Workplace Conference in June 2025 and will launch the call for papers in due course.<\/p>\n

2024\/2025 Speakers<\/strong><\/p>\n

Links to the recordings from the webinars can be found at the end after the full schedule.<\/p>\n

\n
\n

Thursday 3rd October 2024\u00a0<\/strong><\/p>\n

Minority Genders: Unpacking policy and SME work experiences<\/p>\n

Presenters: Professor Katrina Pritchard and Dr Helen Williams, Swansea University<\/p>\n<\/div>\n

\"\"<\/div>\n<\/div>\n
\nRead Abstract ><\/u><\/summary>\n

In this session Helen and Katrina will outline their Breaking Binaries Research programme (https:\/\/breakingbinariesresearch.wordpress.com\/<\/a>), exploring two recent funded projects. \u00a0They will unpack their theoretical stance on minority genders, sexes and sexualities, connecting their work to issues associated with cis and heteronormativity. \u00a0Having explained their qualitative research approach they will then present findings from a project reviewing UK policy and exploring this with research participants. \u00a0They will also outline findings from an interview study exploring experiences of safety at work for gender minority participants working in small and medium sized enterprises. \u00a0Helen and Katrina will then discuss their plans for the Breaking Binaries programme, describing work already underway and their longer term ambitions.<\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Katrina is a Professor in the Business Management department of the School of Management. Her research interests include identity (in a variety of employment\/volunteering contexts) and diversity (with a specific focus on age and gender). Katrina is an Academic Member of the CIPD. <\/span><\/span><\/p>\n

Helen is Senior Lecturer in People & Organisations, Business in the Business Management department of the School of Management. Drawing on her professional experience as an organisational psychologist, Helen seeks to better understand the meaning of work across a range of contexts and has particular interests in critical approaches to gender, diversity and inclusion at work. \u00a0<\/span><\/p>\n<\/details>\n

 <\/p>\n

Thursday 31st October 2024\"\"\"\"\"\"<\/strong><\/p>\n

Supporting perinatal (pregnancy and post-birth) mental health in the context of UK policing<\/p>\n

Presenters: Dr Krystal Wilkinson, Manchester Metropolitan University, Dr Sarah-Jane Lennie, The Open University<\/p>\n

Other contributors: Dr Keely Duddin, The Open University<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

In this session Krystal and Sarah-Jane will outline the background and focus of their research collaboration (with Keely) with Greater Manchester Police Association of Women in Policing on the topic of perinatal (pregnancy and post-birth) mental health in the context of UK policing. Perinatal mental illness is a common phenomenon (affecting at least 1 in 5 women and 1 in 10 men) in the transition to parenthood, and yet it has been largely overlooked in the workplace \u2013 despite existing narratives on the importance of maternity management and support around mental health. The UK policing context offers unique challenges, linked to both the nature of the job and also organisation culture. Krystal and Sarah-Jane will explain the qualitative research approach, which involved in-depth interviews and a multi-stakeholder focus group, and importantly the resulting innovations in policy and practice at Greater Manchester Police and beyond. The presentation will also reference related projects from the team, including a report from Keely\u2019s work on maternity management in policing<\/a> more broadly, and resources from Sarah-Jane\u2019s research around supporting police families.<\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Krystal is an Associate Professor in HRM at Manchester Metropolitan University. She is a work and employment scholar focusing on the work-life interface, wellbeing at work and reproductive health.\u00a0She is a passionate advocate for awareness raising around perinatal mental health (in the workplace and beyond) and is an official Ambassador for the Maternal Mental Health Alliance. She is a Chartered Member of the Chartered Institute of Personnel and Development (CIPD). <\/span><\/span><\/p>\n

Sarah-Jane is a Chartered Psychologist (British Psychological Society) and Lecturer in the Department for Policing at the Open University. Sarah-Jane specialises in social psychology, emotions in the workplace and the mental health and well-being of police officers.\u00a0 Prior to returning to academia Sarah-Jane served for 18 years as a police officer, to the rank of Detective Inspector. Sarah-Jane is an Associate to the College of Policing, as a subject matter expert in mental health and organisational culture, and leadership.\u00a0\u00a0 Sarah-Jane\u2019s research focus is on supporting police officer\u2019s emotional wellbeing through the exploration of officer lived experience and the impact of organisational culture and leadership on individual mental health.\u00a0 Sarah-Jane works with police forces around the country and challenges the perception that mental wellbeing and \u2018resilience\u2019 are individual qualities, raising awareness of the role of stigma, emotional suppression, and dissociation in the increasing cases of PTSD within British officers. <\/span><\/span><\/p>\n

Keely is a Lecturer in Policing Practice and Organisation at the Open University and leads the Policing stream for the new OU Centre for Protecting Women Online. As a Chartered Psychologist with a PhD in Health Psychology, she has a rich background in translating research into actionable strategies, particularly in the domains of well-being and mental health with a dedicated focus on maternal experiences in policing and perinatal mental health. Her interest extends to women’s rights and working parents\u2019 issues within policing contexts. Previously, she served as the Head of Research for a UK police force and worked as a Special Constable in a domestic violence unit. Her ongoing collaborations with police forces aim to elevate practices and facilitate knowledge exchange to enhance support, particularly for women and other underrepresented groups in policing. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday 5th December 2024\"\"<\/strong><\/p>\n

How the MBA might promote women\u2019s careers \u2013 lessons from the Henley alumni<\/p>\n

Presenter: Dr Liz Houldsworth, University of Reading<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

Liz will initially outline the background to the project which emerged based on recent research collaborations with University of Reading colleagues Karen Jones from the Institute of Education and Andrea Tresidder and Tatiana Rowson from the Henley Business School. These earlier projects not only highlighted that women develop more career capital from the MBA programme than their male counterparts, but also that they appear more likely to report a transformational experience. To explore this in more detail, a further study was conducted to follow up with the prize winners of Henley\u2019s Women in Leadership Scholarship scheme – which has been in operation since 2013. The study focused on understanding:<\/span><\/span><\/p>\n

1) How these women alumni report the MBA to have impacted their sense of self?
\n2) What elements of the teaching and learning environment and the women\u2019s broader social and professional context support or negatively impact their development?<\/p>\n

Although the sample size is small, the findings confirm the positive impact of the scholarship scheme and highlight particularly beneficial elements within Henley\u2019s teaching and learning environment. However, the picture is not all rosy and the prestige of the MBA scholarship is not enough to counter the work-based challenges associated with motherhood which were experienced by respondents.<\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Liz\u00a0 is an Associate Professor of Management Education and Learning at Henley Business School. Her research focuses on management learning and personal and career development, predominantly on post-experience management learners. She received the prestigious title of University Teaching Fellow in 2022 in recognition of her contribution to teaching and learning. She is also an Academic Fellow of the CIPD and an Associate Certified Coach of the International Coaching Federation. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday 9th January 2025\"\"<\/strong><\/p>\n

Metaphors that matter – how figurative language influences perceptions of
\npromotability of women and men.<\/p>\n

Presenter: Professor Sylvia Jaworska, University of Reading<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

This study examines the influence of metaphorical language in performance evaluations on perceptions of promotability for women and men in white-collar workplaces. Through a quasi-experimental online survey with 280 participants, the research investigated six metaphorical personas: athlete, soldier, master, confidant, diver, and driver. Findings show that metaphorical language significantly enhances perceptions of promotability compared to non-metaphorical descriptions. The master persona received the highest promotability ratings, while confidant received the lowest. However, the study also exposes a strong gender bias. All personas were rated higher for male candidates, indicating that metaphors amplify existing gender biases and reinforce a male-dominated business view. While metaphors from traditionally masculine domains boost promotability perceptions for men, their effect is less pronounced for women. The study recommends raising awareness of metaphors\u2019 persuasive power and monitoring their use in performance reviews and other forms of evaluations to mitigate unintended bias in organizational decision-making regarding promotion and pay.<\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Sylvia is a Professor of Language and Professional Communication. She explores professional communication in (new) media, business and health settings focusing predominantly (but not exclusively) on the ways in which language and other semiotic choices are used to construct identities and perpetuate social stereotyping, biases and stigma. Her research is interdisciplinary, cross-linguistic and cross-cultural. Beyond academia, Sylvia engages in consultancy work on matters pertaining to equality, diversity and inclusion in workplace, and effective organisational communication for and between diverse stakeholders. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday 6th February\u00a0 2025 \"\"<\/strong><\/p>\n

Neurodiversity and Flexible Working Practices<\/p>\n

Presenter: Lisa Barclay, University of Reading<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

Lisa will explore the topic of neurodiversity in the workplace, highlighting current research insights and emerging best practices in this area. She will also share preliminary findings from her qualitative research on flexible working practices in the context of neurodiverse organisations.<\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Lisa is a PhD student in the International Business and Strategy department at the Henley Business School. Her research is interested in flexible work practices and neurodiversity in the workplace, effects on career progression, well-being and the implications for multiple stakeholders. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday 13th March 2025\"\"<\/strong><\/p>\n

Getting Dads talking<\/p>\n

Presenter: Mark Gatto, Northumbria University<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

In recent years, the space for parents at work has opened up, though this emergent \u2018caring commons\u2019 is still typically predominantly occupied by women. The COVID-19 pandemic lockdowns meant that some dads spent additional time doing caregiving and working flexibly, presenting an unexpected opportunity to experience extended time with their children . During this time, the boundaries between work and home became more blurred, enabling the potential normalisation of caring discourses. This timeframe saw the proliferation of parents and carers networks in workplaces, particularly in Universities, as sites where caring discourse could take root. \u00a0However, in the context of historically patriarchal organisation norms, the cultural task remains pressing to shift the discourse from breadwinning to care for dads. Indeed, campaign groups such as The Fatherhood Institute and Pregnant then Screwed have shifted their focus to the policy area of 6 weeks of statutory leave for men as one approach to achieving meaningful cultural change.<\/span><\/span><\/p>\n

This talk will focus on my ongoing cultural activism as a Parent and Carer Network Chair and the aspiration to create caring communities that can shift the dial for dads at work. During this talk I will discuss the growth of parents and carers networks across the University sector, their membership, and the emergence of a national network, UK-PACT. Drawing on Dr Jasmine Kelland\u2019s research into fatherhood forfeits and father\u2019s forums, I will then share my own local project to develop a group called, \u2018dad chat\u2019, and the lessons I have learned in collaboration with other dads in the pursuit of a community of dads at work.\u00a0<\/span><\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Mark is an Assistant Professor in Critical Organisation Studies at Newcastle Business School, Northumbria University. His main research interest is parents at work (paid and unpaid). Mark\u2019s research explores patriarchy and masculinities in organisations. Mark\u2019s 2023 book \u2018Parents at work\u2019 combined parent narratives, autoethnography and dystopian fiction into a \u2018fictocriticism\u2019. Mark also does research, teaching and activism on the themes of Justice, Equality, Diversity and Inclusion (JEDI). As an academic activist, he established and proudly leads the Northumbria University Parents and Carers Network in 2020,\u00a0<\/b>and Co-Chairs the national organisation for parents and carers in UK Higher Education, UK PACT. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday April 3rd 2025 \"\"<\/strong><\/p>\n

Race Inequalities in the UK labour market<\/p>\n

Presenter: Dr Meenakshi Krishnan, Institute for Employment Studies<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

The 2021 UK Census data collected by the Office of National Statistics shows a steady decline in the past two decades of those identifying as belonging to white ethnic groups. At the same time, the proportion of ethnic minority workers in the UK\u2019s future workforce continues to rise. However, labour market analysis shows varying and disproportionate participation rates between different ethnic minority groups, especially Pakistani, Bangladeshi, and Black Caribbean. What does this mean for racial relations in the UK labour market?<\/span><\/span><\/p>\n

Using recent research insights from the health and adult social care sector and from youth employment, Dr. Meenakshi Krishnan, Principal Research Fellow at the Institute for Employment Studies, discusses the evolving landscape of racial inequalities in UK workplaces. She demonstrates how ethnicity intersects with gender, age, and nationality to exacerbate experiences of workplace inequalities, and identifies the systemic and institutional conditions that drive racism and unequal treatment at work. She further suggests ways that are likely to prove more effective in tackling workplace inequalities than standard diversity training.<\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Meenakshi is a Principal Research Fellow at the Institute for Employment Studies. Her research expertise lies at the intersections of diversity, equality, inclusion, and labour market policies. She is passionate about promoting inclusive workplaces by bringing an evidence-based approach to HR policy and employer practice. She is currently leading two projects on race inequalities in the labour market, bringing an intersectionality lens to her work in diversity and inclusion. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Thursday 29th May 2025 (note this is a date change)\"\"<\/strong><\/p>\n

Regulation of Part time work<\/p>\n

Presenter: Rachel Horton, University of Reading<\/p>\n

\nRead Abstract ><\/u><\/summary>\n

Part time work is often seen as the solution to a multitude of problems, including for employees needing to reconcile paid work with caring responsibilities, for those managing long term health conditions and for those wishing to reduce working hours towards the end of their working lives. It may also serve as a stepping stone to full time work for those seeking to enter, or to re-enter, the job market and as a mechanism for job creation. In some ways, part time work represents the acceptable face of flexible working, in an age of precarious work, because it often involves stable, permanent and predictable contractual working relationships and so does not always bring with it the job insecurity that besets so many other forms of flexible work arrangement. To be a genuine solution for workers however, part time work needs to be \u2018quality\u2019 work \u2013 both in relation to pay and conditions and in the opportunities it provides for employees to deploy and develop their skills and for career progression. Yet in the UK evidence suggests that the majority of part time work is not quality work. Both women and men in part time work are often engaged in work which is below their capabilities, and which offers them little chance to progress out of low pay. This paper reviews and critiques the legal framework regulating part time work in the UK \u2013 including the right to request flexible working arrangements, the rights under the Part Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and the relevant sections of the Equality Act 2010 \u2013 and the changes proposed under the current Employment Bill.<\/p>\n

 <\/p>\n<\/details>\n

\nRead Bio ><\/u><\/summary>\n

Rachel is an Associate Professor in the Law school. She previously practiced as a solicitor specialising in employment and discrimination law. Her research interests are in equality and non-discrimination law, particularly in relation to health and access to health care and to employment. Rachel is the UK gender equality law expert for the European Equality in Law Network – a network of legal experts from 35 countries providing information to the European Commission on gender equality and non-discrimination issues. Previously, she has also acted as the Specialist Advisor on the Equality Act 2010 to the Women and Equalities Committee of the House of Commons. \u00a0<\/span><\/span><\/span><\/p>\n

 <\/p>\n<\/details>\n

 <\/p>\n

Webinar Catch Up<\/strong><\/p>\n

Thursday 3rd October 2024\u00a0<\/strong><\/p>\n

Minority Genders: Unpacking policy and SME work experiences<\/p>\n

Presenters: Professor Katrina Pritchard and Dr Helen Williams, Swansea University<\/p>\n