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38th Annual Conference“Inclusive and exclusive labour markets in times

of inequality and uncertainty”

WORK & EQUALITIES INSTITUTE

Welcome to Manchester. This booklet provides details of the programme, and other useful information relating to the conference.

ContentsWelcome to Manchester.............................................................................................................................3

About Manchester.......................................................................................................................................4

Venue Information......................................................................................................................................5

Accessibility.................................................................................................................................................9

Registration desk.........................................................................................................................................9

Useful Telephone Numbers during the workshop.......................................................................................9

Internet access............................................................................................................................................9

Technical Information..................................................................................................................................9

Social activities/conference dinners..........................................................................................................10

Programme Overview................................................................................................................................11

Keynote speaker – Professor Arne. L Kalleberg (University of North Carolina).........................................15

Thursday 14th September – parallel sessions.............................................................................................16

Friday 15th September – parallel sessions..................................................................................................20

Abstracts....................................................................................................................................................23

List of delegates (A-Z)................................................................................................................................83

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Welcome to Manchester The Conference team are delighted to welcome you to the 38th Annual IWPLMS Conference.

The International Working Party on Labour Market Segmentation is an annual international meeting of academics who specialise in the multiple aspects of labour market segmentation. It is coordinated by an International Steering Committee. Each year the conference papers are organised around a central axis proposed to the participants of the meeting as a guide for submitting abstracts. The theme of the 2017 annual meeting held in Manchester is ‘Inclusive and exclusive labour markets in times of inequality and

uncertainty’.

We are honoured to have as our keynote speaker Arne Kalleberg, University of North Carolina who will give a paper titled ‘Precarious Lives: Job Insecurity and Well-Being in Post-Industrial Democracies’ on Thursday 14th September at 11.30-13.00. The abstract for Arne’s paper can be found in the programme below.

We hope that you will find the conference and your stay in Manchester both valuable and enjoyable.

Conference team

IWPLMS Steering Committee

Members of the IWPLMS Steering Committee:

Jill Rubery (Alliance Manchester Business School) Gerhard Bosch (University of Duisberg – Essen) Iain Campbell (University of Melbourne) Pilar Gonzales (University of Porto) Albert Recio (Autonomous University of Barcelona) Maria Karamessini (University of Panteoin) Pertii Koistinen (Tampere University) Paola Villa (University of Trento) Philippe Mehaut (Univerisite de Provence Aix – Marseille) Dominic Anxo (Linnaeus University)

IWPLMS 2017 organising team

Damian Grimshaw Mat Johnson Anthony Rafferty Isabel Tavora

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Firas Masri

About ManchesterManchester is a modern major city in the northwest of England with a rich industrial heritage and a vibrant and lively culture. On the world stage, it is perhaps best known for its world-class football clubs and its musical successes.

One of Manchester’s symbols is the ‘worker bee’ which represents the significant contribution made by the city to the industrial revolution, as well as the struggles of organised labour across the years. Once home to Marx and Engels, Manchester is rightly proud of its political, economic and philosophical heritage and the People’s History museum captures many of the significant social and political events that have occurred in and around Manchester from the Peterloo Massacre of 1819 through to recent campaigns for a living wage in the city, and demonstrations against public sector austerity and welfare cuts since 2010. To bring some of this story to life there will be a guided historical walking tour of the city centre on Thursday 14th September. The walk is led by the People’s History Museum and will highlight some of the significant events, locations and communities which make up Manchester’s rich past, present and future.

For more information on Manchester as a destination please go to: www.visitmanchester.com

Download a digital version of the city map: https://www.visitmanchester.com/dbimgs/New%20Map%20Layout%20Oct%2016_LOW.pdf

The most up to date travel and transport information can be found here: http://www.tfgm.com/Pages/default.aspx

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http://www.tfgm.com/Pages/default.aspx

https://www.visitmanchester.com/dbimgs/New%20Map%20Layout%20Oct%2016_LOW.pdf

https://www.visitmanchester.com/dbimgs/New%20Map%20Layout%20Oct%2016_LOW.pdf

http://www.visitmanchester.com/

Venue Information Our conference venue is the Museum of Science and Industry (MOSI) which is housed in the world’s oldest railway station. The museum’s purpose-built Conference Centre is located on the second floor of the Grade II listed Great Western Warehouse.

Conference Venue: Museum of Science and IndustryLiverpool RoadManchester, M3 4FPPhone: 0161 832 2244 (lines open 10:00-17:00 daily)

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Towards Deansgate station

Towards Oxford Rd. station

Towards Piccadilly

station

https://www.msimanchester.org.uk/visit-us

The Garatt Suite, Dalton Suite and Joule Suite are all named after prominent British scientists and engineers whose accomplishments are celebrated around MOSI. The Garratt suite will be used for all sessions on 13th September, and for the keynote talk on the 14th and the plenary on the 15th. It will be divided into two rooms (Garratt 1 and 2) for parallel paper sessions on days two and three (14 th/15th). Registration, tea/coffee and lunch will all be organised in the foyer/reception at the top of the stairs.

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Garratt 2

Garratt 1

Dalton

FoyerJoule

How to get there:

Arriving in Manchester On arrival in Manchester you can catch a train, Metrolink tram, or take a taxi to the city centre. Free Metroshuttle buses are also available to get around the city centre.

Travelling by Metrolink (Greater Manchester tram network – see next page for map)Nearest Metrolink stop is Deansgate–Castlefield, which is serviced by all trams except for: Bury to Abraham Moss (blue line) Cornbrook to MediaCityUK (brown line) Deansgate–Castlefield tram stop is 10 minutes’ walk away. Visit the Transport for Greater Manchester website for more information about the Metrolink tram service.

Close Travelling by Metroshuttle (free city centre bus) The green Metroshuttle number 2 bus stops right outside the museum entrance on Lower Byrom Street. All 3 Metroshuttle services stop on Byrom Street, just 5 minutes’ walk away. Visit the Transport for Greater Manchester website for more information about the free bus service.

Travelling by bicycle You can lock up your bicycle on Lower Byrom Street just outside their main entrance. Visit the Transport for Greater Manchester website for more information about city centre cycle routes.

Travelling by train Nearest railway station is Deansgate, which is 10 minutes’ walk away. We are 15 minutes’ walk away from Manchester Oxford Road station, 25 minutes’ walk away from Manchester Victoria station, and 30 minutes’ walk away from Manchester Piccadilly station. You can travel to Deansgate station on the train from Manchester Piccadilly and Manchester Oxford Road railway stations. The free Metroshuttle bus service stops at all city centre railway stations. All 3 Metroshuttle services will bring you within 5 minutes’ walk of the museum.

Visit the Transport for Greater Manchester website for more information about travelling by train to Manchester.

Travelling by car If you’re travelling into the city from the motorway, head towards the M60 ring road around Manchester, and look out for the brown tourist signs directing you to the Museum of Science and Industry. The postcode for your GPS satnav is M3 4FP. Their car park and the nearby NCP car park on Water Street are now both closed but you can:

- park all day for £6.50 at the Park Avenue RCP car park (8 Albion Street, M1 5NZ) when you tell them you’re visiting the Museum of Science and Industry

- find the nearest NCP car parks

There are 2 spaces for Blue Badge holders on Lower Byrom Street next to the main entrance.

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http://www.tfgm.com/


AccessibilityAll galleries are suitable for visitors with disabilities, and they also offer a range of services and aids to make your visit as comfortable as possible.

Registration desk The registration desk is located on the 2nd floor in the Corporate Suite Entrance. The registration desk will be open from 8.30am on Wednesday 13th, and from 08.45am on Thursday 14th and Friday 15th.

Each participant will receive a name badge upon registration. All participants are requested to wear their badge at all times so as to guarantee the access to the venue.

A selection of publications and documents connected with IWPLMS and partner organisations (including the ETUI) will also be available.

Useful Telephone Numbers during the workshop999 is the official emergency number for the United Kingdom, but calls are also accepted on the European Union emergency number, 112. All calls are answered by 999 operators. Calls are always free.

For further details about the conference and any daytime difficulties please contact:

Firas Masri on: [email protected] or +447469843478

Internet accessConnect to SMG Guests wireless network. Open the internet browser, which will be directed to Science Museum Group landing page

Username: EventsPassword: Events

Technical InformationAll rooms are equipped with projector, screen, fixed PC and speakers. In the Garratt suite there is a lectern microphone and up to 2 radio microphones per room (1 tie clip, 1 Hand Held).

If you are presenting in any of the paper sessions please have your slides available on a flash drive/memory stick to be uploaded at the start of the session.

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mailto:[email protected]

Social activities/conference dinnersWednesday 13th Dinner @ Manchester Art Gallery.

Drinks reception: 19:00Dinner: 19:45

Manchester Art Gallery Mosley StreetManchester, M2 3JL

Thursday 14th Guided walking tour around Manchester city centre organised by the People’s History Museum (http://www.phm.org.uk/) The walk starts at the conference venue (MOSI) at 17:30 and finishes at the dinner venue (Castlefield rooms) 19:00.

Thursday 14th Dinner @ The Castlefield Rooms. Drinks reception: 19:00Dinner: 19:45

The Castlefield Rooms18-20 Castle StreetCastlefieldManchester, M3 4LZ

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http://www.thecastlefieldrooms.com/contact/location-and-map/

http://www.phm.org.uk/

http://manchesterartgallery.org/visit/

Programme OverviewDAY ONE - 13 September 2017

08:45 – 09:30 Registration plus Welcome Coffee & tea

09:30 – 09:45 Introduction and welcome

Damian Grimshaw, Mat Johnson, Anthony Rafferty, Isabel Tavora

09:45 – 10:20 Cambridge days

Chair: Phil Almond

Jane Humphries, Brendan Burchell, Willy Brown

10:20 – 11:00 Making Work More Equal 1: Labour market regulation

Gerhard Bosch and Steffen Lehndorff‘Autonomous bargaining in the shadow of the law: from an enabling towards a disabling state’

Jackie O’Reilly, Mark Smith and Paola Villa‘The social reproduction of youth labour market inequalities: the effects of gender, households and ethnicity’

11:00 – 11:30 Coffee & tea

11:30 – 12:00 The EU gender network

Chair: Hugo Figueiredo

Francesca Bettio, Colette Fagan, Mark Smith and Paola Villa

12:00 – 12:40 Making Work More Equal 2: Gender, care and welfare states

Chair: Sebastian Ugarte

Dominique Anxo, Marian Baird and Christine Erhel‘Work and care regimes and women’s employment outcomes: Australia, France and Sweden compared’

Jane Humphries‘Jill’s contributions to Feminist Economics’

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12:40 – 14:00 Lunch

14:00 – 14:45 The joys of case studies!

Chair: Sara Chaudhry

Huw Beynon, Damian Grimshaw, Kevin Ward‘Managing employment change’

Marilyn Carroll, Fang Lee Cooke, Jill Earnshaw, Gail Hebson, Mick Marchington‘Fragmenting work’

14:45 – 15:15 Making Work More Equal 3: Supply chains & job quality

Rosemary Batt & Eileen Appelbaum‘The networked organisation: implications for jobs and inequality’

15:15 – 15:45 Coffee and tea

15:45 – 16:30 Making Work More Equal 4: Labour market segmentation in developed and less developed countries

Chair: Mat Johnson

Annamaria Simonazzi‘Labour policies in a deflationary environment’

Gerry Rodgers and Janine Rodgers‘Labour market segmentation in India and Brazil’

16:30 – 17:00 Establishing the International Working Party

Iain Campbell, Pilar González, Philippe Méhaut, Albert Recio, Sam Rosenberg, Jill Rubery, Paola Villa

17:00 13 September 2017

Reception & Dinner atManchester Art Gallery

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19:00 Reception19:45 Dinner

Close

DAY TWO – 14 September 2017

08:45- 09:30 Registration plus Welcome Coffee & tea

09:30 – 11:00 Parallel sessionsStream 1: Employers as Architects of InequalityGender and Labour Market Segmentation

Stream 2a: Inequalities and InsecuritiesInsecurities

Stream 3: Inclusive Labour MarketsNew Directions in Labour Market Segmentation

11:00 – 11:30 Coffee & tea

11:30 – 12:30 IWPLMS Conference Keynote Talk

Arne Kalleberg ‘Precarious Lives: Job Insecurity and Well-Being in Post-Industrial Democracies’

Discussant: Jill Rubery

12:30 – 13:45 Lunch

13:45 – 15:15 Parallel sessionsStream 1: Employers as Architects of InequalityGender, Mobility & Careers

Stream 2a: Inequalities and InsecuritiesMiddle classes and Inequalities

Stream 4: Business Transformation and LMSSupply Chains and LMS

15:15-15:45 Coffee & tea

15:45-17:30 Parallel sessions

Stream 1: Employers as Architects of InequalityYouth, Unemployment and Precarious Work

Stream 2b: The State, Welfare and Unemployment

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Regulation, Integration and Exclusion

Stream 3: Inclusive Labour MarketsTrade unions and Pay Equity

17:30 Close

14 September 2017

Reception & Dinner atThe Castlefield Rooms

19:00 Reception19:45 Dinner

DAY THREE – 15 September 2017

08:45- 09:15 Registration plus Welcome Coffee & tea

09:15 – 11:00 Parallel sessionsStream 1: Employers as Architects of InequalityGender, Ethnicity and Motherhood Penalties

Stream 3: Inclusive Labour MarketsMigrants and Labour Market Segmentation

Stream 4: Business Transformation and LMSTechnologies, Fragmentation & Job Quality

11:00 - 11:30 Coffee & tea

11:30 – 13:00 IWPLMS Conference Plenary

Welfare Gaps, Gender and Inequalities

13:00-14:15 Lunch

14:15-15:45 Parallel sessions

Stream 1: Employers as Architects of InequalityChanging patterns of segmentation across Europe

Stream 2b: The State, Welfare and UnemploymentPublic Policy and Inequality

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Stream 3: Inclusive Labour MarketsWorking Time

15:45 - 16:15 Coffee & tea and closing

Keynote speaker – Professor Arne. L Kalleberg (University of North Carolina)Arne L. Kalleberg is a Kenan Distinguished Professor of Sociology at the University of North Carolina at Chapel Hill. He has published extensively on topics related to the sociology of work, organizations, occupations and industries, labor markets, and social stratification. He is the author of Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s–2000s (Russell Sage Foundation 2013) and, more recently, Precarious Lives: Job Insecurity and Well-Being in Rich Democracies (Polity Press, 2018). Other current projects include studies of the processes of mobility out of low-wage jobs in the United States and the politics of precarious work in Indonesia, Japan, and Korea. He served as the President of the American Sociological Association in 2007-8 and is currently the editor of Social Forces, an International Journal of Social Research.

Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

Abstract

Precarious work has emerged as a serious challenge and major concern in the contemporary world that has widespread consequences for many individual, family and social outcomes. Why has there been a rise in precarious work in rich democracies, with their high standards of living and privileged positions in the world economy? How and why do people experience precarious work differently in countries with dissimilar institutions and cultures? This talk addresses these questions by examining how social welfare protection and labor market institutions and policies shape the consequences of precarious work for job and economic insecurity, the transition to adulthood and family formation and subjective well-being by comparing six rich democracies representing diverse models of capitalism: Social Democratic nations

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(Denmark); coordinated market economies (Germany, Japan, Spain); and liberal market economies (the United Kingdom and United States).

Thursday 14th September – parallel sessions

Registration. Welcome Coffee/tea, orange juice and Danish pastries (08:45 – 09:30)

S1: Employers as Architects of Inequality – Gender, ethnicity and Labour Market Segmentation (09:30-11:00)Room: Garratt 1 Chair: Isabel TavoraTitle of paper PresenterAre goalposts now moving at the top? Gender pay gaps among postgraduates in Portugal

Hugo Figueiredo1,2,7, Andre Almeida1, Joao Cerejeira1,3,4, Miguel Portela1, 3, 4, 5, 7, Carla Sa1,3,4, Pedro Teixeira1,5,6

1CIPES, 2University of Aveiro, 3NIPE, 4University of Minho,5IZA, 6University of Porto, 7Banco de Portugal

The Gender Pay Gap. An Analysis of Sectorial Dynamics

Pilar Carrasquer1, Nuria Sanchez-Mira1, Marti Lopez2, Albert Trinidad1

1Autonomous University of Barcelona, 2University of Huddersfield

Career paths, motherhood and the underrepresentation of women in Information Technology

Robyn JelleyUniversity of Manchester

S2a: Inequalities and Insecurities – Insecurities (09:30-11:00)Room: Dalton/Joule Chair: Sebastian UgarteTitle of paper PresenterVarieties of insecurity: social divides and their social configurations in European labour markets during the crisis

Nadja Doerflinger, Valeria Pulignano, Martin LukacCESO, KU Leuven

Insecure transitions: social inequalities in Mireia Bolibar, Paco Belvis, Joan Benach

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employment security pathways Pompeu Fabra University

Job Quality and Workplace Adjustments during the Crisis: Evidence from French Linked Employer-Employee Data'

Zinaida SalibekyanCNAM, CEET, LIRSA, Aix Marseille University, CNRS, Lest

S3: Inclusive Labour Markets - New Directions in Labour Market Segmentation (09:30-11:00)Room: Garratt 2 Chair: Stephen MustchinTitle of paper PresenterHow does labour market segmentation affect innovation dynamics – and vice versa?

Karen JaehrlingIAQ, University of Duisberg-Essen

Norms of exchange, institutions and the Socio-Economics of labour markets

David MarsdenThe London School of Economics and Political Science

Inward investment regimes and regional productive systems: prospects and pitfalls for ‘developmental’ regimes in Europe and North America

Phil Almond1, Maria Gonzalez2, Gregor Murray3, Matthieu Pelard4

1 De Montfort University, 2 University of Oviedo,3University of Montreal, 4CRIMT

Coffee/tea break with home baked cookies (11:00-11:30)

IWPLMS Conference Keynote Talk (11:30-12:30)Room: Garratt Suite Chair: Damian GrimshawArne KallebergUniversity of North Carolina

Discussant: Jill RuberyUniversity of Manchester

Precarious Lives: Job Insecurity and Well-Being in Post-Industrial Democracies

Lunch break (12:30-13:45)

S1: Employers as Architects of Inequality – Gender, Mobility & Careers (13:45-15:15)Room: Dalton/Joule Chair: Nina TeasedaleTitle of paper PresenterSocial mobility, inequity and labour segregation in Chile: The role of organisations and human resource management

Sebastian Ugarte, Pedro LeivaUniversity of Chile

Privileges and penalties: an analysis of inclusion and exclusion of women and BAME solicitors careers in the legal labour market in England and Wales

Jennifer Tomlinson1, Danat Valizade1, Sundeep Aulakuh1, Andrew Charlwood1, Daniel Muzio2

1University of Leeds, 2University of Newcastle

Employers as architects of inequalities in careers: A comparative analysis of

Tiyesere Mercy ChikapaUniversity of Manchester

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employment contexts in education and Finance and Insurance industries in Malawi

S2a: Inequalities and Insecurities - Middle classes and Inequalities (13:45-15:15)Room: Garratt 2 Chair: Anthony RaffertyTitle of paper PresenterWage inequality and job polarisation in Portugal

Pilar Gonzalez1,2, Hugo Figueiredo3,4, Luis Delfim Santos1,2, Antonio Figueiredo1,5

1University of Porto, 2cef.up, 3CIPES, 4University of Aveiro, 5Quarternaire Portugal

French Middle-Class and the Labour Market in a European Perspective

Pierre Courtioux1 Christine Erhel2, Daniel Vaughan-Whitehead3

1EDHEC Business School, 2CNRS, 3ILO

Growing income inequality and the erosion of the German middle class

Gerhard Bosch, Thorsten Kalina,University Duisburg-Essen

S4: Business Transformation and LMS - Supply Chains and LMS (13:45-15:15)Room: Garratt 1 Chair: Phil AlmondTitle of paper Presenter

Regulating external flexibility at company level: A comparison between German and Italian manufacturing plants

Chiara Benassi1, Lisa Dorigatta2

1King’s College London, 2University of Milan

Upgrading in global value chains: Opportunities and challenges for suppliers and workers

Stephanie BarrientosUniversity of Manchester

Trade union strategies against subcontracting processes: a comparative analysis in Argentina (2008-2016)

Julieta Longo1, Mariana Fernandez Massi2

1CEIL-CONICET y UNLP, 2CEIL-CONICET y UNM

Coffee/tea break with home mini iced cupcakes (15:15-15:45)

S1: Employers as Architects of Inequality - Youth, Unemployment and Precarious Work (15: 45-17:30)Room: Dalton/Joule Chair: Stefania MarinoTitle of paper PresenterAgency and agencies: the role of intermediaries in young people’s transitions into employment

Kate Purcell1,Arlene Robertson1,Phil Mizen2, Charikleia Tzanakou3

1IER Warwick, 2Aston University, 3University of Warwick

Youth trajectories in the Labour Market in France : do all roads lead to the Norm ? Shaping labour market segmentation through the pathways of a seven years’ cohort

Nathalie Moncel1, Virginie Mora2

1Region Provence Alpes Cote d’Azur, 2CEREQ

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Wrong Place at the Wrong time? Inclusive and Exclusive Trajectories on the Youth Labour Market

Gabriella Berloffa1, Alina Sandor1, Paola Villa1, Mark Smith2

1University of Trento, 2Grenoble Ecole de Management

A different state of being NEET across the UK? Divisions of risk for economically active and inactive groups not in education, employment or training

Craig Holmes1, Ewart Keep1, Sue Maguire2, Ken Mayhew1, Emily Murphy1

1University of Oxford, 2University of Cambridge

S2b: The State, Welfare and Unemployment – Regulation, integration and exclusion (15:45-17:30)Room: Garratt 2 Chair: Hugo FigueiredoTitle of paper PresenterLabour Laws, Informality, and Development: Comparing India and China

Simon Deakin1, Shelley Marshall2,Sanjay Pinto3

1University of Cambridge, 2RMIT University, 3Rutgers Universities

Labor Market Segmentation in the United States After the ‘Great Recession’

Sam RosenbergRoosevelt University

Working poor, social integration and public policies

Josep Banyuls1, Albert Recio2

1University of Valencia, 2Autonomous University of Barcelona

Finding a job after precarious labour market experience, A cross-country factorial survey experiment with recruiters in Bulgaria, Greece, Norway and Switzerland

Lulu P. Shi1, Rumiana Stoilova2, Dimitris Parsanoglou3,Christer Hyggen4

1University of Basel, 2Bulgarian Academy of Sciences,3University of Social and Political Science, 4Oslo and Akerhaus University College of Applied Sciences

S3: Inclusive Labour Markets - Trade unions and pay equity (15:45-17:30)Room: Garratt 1 Chair: Karen JaehrlingTitle of paper Presenter

Two worlds of unionism? German manufacturing and service unions since the Great Recession

Heiner Dribbusch1, Steffen Lehndorff2, Thorsten Schulten1

1WSI, 2University of Duisburg-Essen

Austerity and equality bargaining: the case of UK local government

Mathew Johnson1, Heather Wakefield2

1University of Manchester, 2 UNISON

Trade union strategies for changing collective bargaining priorities in the UK during and after the Great Recession

Robert MacKenzie1, Danat Valizade2, Hugh Cook2,Chris Forde2

1Karlstad University, 2University of Leeds

Private regulation as a response to low pay: the impact of the voluntary Living Wage in the United Kingdom

Edmund Heery, Deborah Hann, David NashCardiff Business School

-END OF THURSDAY SESSIONS-

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Friday 15th September – parallel sessions

08:45 – 09:15 Registration Welcome Coffee/tea, orange juice and Danish pastries

S1: Employers as Architects of Inequality – Gender, Ethnicity and Motherhood Penalties (09:15-11:00)Room: Garratt 2 Chair: Gail HebsonTitle of paper PresenterReturning part-time – impacts of the intersection of changing labour markets and social policies on Australian mothers

Gillian Whitehouse1, Belinda Hewitt 2

1University of Queensland, 2University of Melbourne

The wage penalty for motherhood and discrimination: evidence from panel data and a survey experiment for Switzerland

Daniel Oesch1, Patrick McDonald1, Oliver Lipps2

1University of Lausanne, 2FORS

Conceptualising Organisational Culture and Delivering Cultural Change: towards a research agenda’

Colette Fagan, Nina TeasdaleUniversity of Manchester

S3: Inclusive Labour Markets - Migrants and Labour Market Segmentation (09:15-11:00)Room: Dalton/Joule Chair: Miguel Martinez LucioTitle of paper PresenterJob search strategies and labour market outcomes of recent migrants from Central & Eastern Europe in EU15 member states

Janine Leschke1, Silvana Weiss2

1Copenhagen Business School, 2University of Graz

The regulation of employment conditions of A8 and A2 labour migrants in the temporary work agencies sector

Wike BeenAmsterdam Institute of Advanced Labour Studies

Including migrant and precarious workers in the care sectors. Comparing union strategies and labour market outcomes in the UK and the Netherlands

Stefania MarinoUniversity of Manchester

Production, social reproduction and mobility Ania Plomien1, Gregory Schwartz2

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nexus in uneven and combined Europe1London School of Economics, 2University of Bristol

S4: Business Transformation and LMS – Technology, Fragmentation and Job Quality- (09:15-11:00)Room: Garratt 1 Chair: Tony DundonTitle of paper PresenterEscorted off the premises: Working off site, poor job quality and low employee wellbeing

Brendan BurchellUniversity of Cambridge

Job quality asymmetries among Central American countries: an analysis from institutions and human development

Magdalena SoffiaUniversity of Cambridge

Changing places of work: Examining the growth of remote working and the job quality trade-off

Alan Felstead1, Golo Henseke2

1Cardiff University, 2University College London

Gig Workers and the Psychological Contract: understanding employer-‘employee’ obligations in a precarious world

Genevieve Shanahan, Mark SmithGreboble Ecole de Management

Coffee/tea break with home baked cookies (11:00-11:30)

IWPLMS Conference Plenary - Welfare Gaps, Gender and Inequalities (11:30-13:00)Room: Garratt Suite Chair: Paola VillaTitle of paper PresenterAdapting social entitlements. Welfare reforms at a crossroads

Anne EydouxCEET, Lise-CNRS

Welfare regimes and income inequality in Europe

Marianne Furrer, Uma RaniILO

Earnings Inequalities within and between Couples: What an analysis of variation in women’s earning contribution tells us about class-specific gender inequality

Martina Dieckhoff1, Vanessa Gash2, Antje Mertens3, Laura Romeu-Gordo4

1WSB, 2University of London, 3Berlin School of Economics and Law, 4DZA

Lunch (13:00-14:15)

S1: Employers as Architects of Inequality – Changing patterns of segmentation across Europe (14:15 – 15:45)Room: Garratt 2 Chair: Damian GrimshawTitle of paper PresenterEmployers as architects of inequalities: drawing country patterns for Great-Britain and France

Heloise PetitClerse, Lille1 University- CNRS, CEET

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Uncertainty and undecidability in the contemporary state in relation to labour relations in Spain

Miguel Martinez LucioUniversity of Manchester

French Labour Markets, towards new segmentations?

Cathel Kornig1, Nathalie Louit-Martinod2, Philippe Mehaut3

1Aix Marseille University, 2Lest, 3Cnrs

What do labour market indicators (not) tell us and how do they shape our vision of changing European labour markets?

Mathilde Guergoat-LariviereLIRSA - CNAM

S3: Inclusive Labour Markets - Segmentation, Contract Types and Working Time (14:15-15:45)Room: Garratt 1 Chair: Mat JohnsonTitle of paper PresenterTowards inclusive labour markets? New regulation for zero-hours contracts in New Zealand

Iain CampbellUniversity of Melbourne

How stable are permanent contracts in Spain? Fernando Pinto HernandezUniversity of Salamanca

Reduced Wage Payments for Sunday Work in Australia: Addressing an Anachronism or Strengthening Labour Market Segmentation?

John Burgess, Sara Charlesworth, Fiona MacdonaldRMIT University

Coffee/tea (15:45-16:15)- CONFERENCE CLOSE -

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Abstracts

Day one 13 th September

Work and Care Regimes and Women’s Employment Outcomes: Australia, France and Sweden compared

Dominique Anxo (Linnaeus School of Business and Economics), Marian Baird (The University of Sydney) and Christine Erhel (CNRS)

Using a gender perspective and a comparative approach, this paper assesses the extent to which

national care regimes and family policies interact and impact upon female employment

outcomes. We restrict our analysis to Australia, France and Sweden, three advanced market

economies with contrasting employment and care regimes. For the employment regime we focus

on paid work across the life course and we focus on parental leave and childcare as indicative of

the care regime. Previous comparative studies have clearly shown that the gender division of

labour between paid work, care and domestic activities is strongly dependent on prevailing

societal norms and the institutional and societal context, in particular the characteristics of the

parental leave systems, the availability and cost of childcare services, the provision of care when

older people become partially or fully dependent, and more globally on employment and

working time regimes and the design of tax and family policies. Our central argument is

therefore that family and care policies play a crucial role in shaping the patterns of men’s and

women’s employment. The comparison shows the importance of institutional arrangements and

that lack of affordable child care facilities and poor parental leave arrangements across the life

course reduce female, particularly maternal, labour supply both in terms of labour force

participation and working time participation.

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‘The networked organisation: implications for jobs and inequality’

Rosemary Batt (Cornell University) & Eileen Appelbaum (Centre of Economic Policy Research)

The growing importance of decentralized production networks has led to a blurring of

organizational boundaries and the fragmenting or ‘fissuring’ of work. The outsourcing of work

from lead firms to contractors creates opportunities for firms in a production network to

cooperate in producing goods and services. But this impulse may be undermined by capital-

capital conflict over the distribution of value created by the network as each firm seeks to

enhance its position and its claims. Older forms of labor market segmentation persist, but labor-

capital conflict over the distribution of profit now takes place in the context of new forms of

capital-capital conflict. This chapter examines Jill Rubery and her colleagues’ important and

original contributions to our understanding of the effects of outsourcing on work and workers,

reviews recent empirical studies, and concludes with a discussion of directions for future

research.

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Autonomous bargaining in the shadow of the law: from an enabling towards a disabling

state

Gerhard Bosch and Steffen Lehndorff (IAQ/University Duisburg-Essen)

Wage-setting institutions can play a crucial part in containing the socio-economically

destabilizing growth of income inequality. Using an analytical framework that distinguishes

between protective and participative standards, the authors examines their respective effects on

the incidence of low-paid employment and income inequality under the wage-setting systems of

Belgium, France, Germany, Sweden, the United Kingdom, Spain and Greece. Their comparative

focus on the interplay of statutory minimum wages and collective wage bargaining shows that

while the latter is more effective than the former at reducing inequality, both require state

intervention, with particular emphasis on participative standards to counter the erosion of

industrial relations institutions.

25

‘Jill’s contributions to Feminist Economics’

Jane Humphries (Oxford University)

By interpreting the organisation of social reproduction, as relatively autonomous, as neither

predetermined, nor smoothly accommodating of economic changes, the chapter provides insight

into the gendered implications of an event which shattered the calm of the medieval world: the

Black Death. The growing literature on the ways in which the demographic catastrophe affected

women’s economic position is seen to split into two strands with one captured by an absolutely

autonomous interpretation of the reorganisation of economic and social reproduction and the

other by a structuralist functionalist account, linked to influential readings of the ‘Little

Divergence’ and providing a woman-centred (‘girl-powered’) interpretation of regional

variations in long run growth. These interpretations are economistic and overlook the ways in

which both the ruling elite and working people struggled to use the possibilities implicit in the

shifting tectonic plates of production and reproduction to their own advantage. Similarly, the

state reacted to secure social control and protect the interests of the landed elite with unintended

consequences for gender divisions, reinforcing the subordination of women and inhibiting their

economic independence.

26

The social reproduction of youth labour market inequalities: the effects of gender,

households and ethnicity

Jacqueline O’Reilly (University of Brighton), Mark Smith (Grenoble Ecole de Management) and

Paola Villa (University of Trento)

Abstract

Young people have been disproportionately hit by the economic crisis with rising unemployment

rates and increasing vulnerability to the risks of poverty and precarious employment,

compounded by economic inequalities and the rise of temporary, part-time, and zero-hour

contracts. Gender differences between young men and women appear to have converged on a

number of indicators yet young women are still more likely to be NEETs than young men. Youth

labour market vulnerability extends beyond simple gender differences and also relate to family

background, a gender segregated labour market and the role of ethnicity.

Our analysis of new patterns of segmentation in youth labour markets draws on the concept of

social reproduction and economic production developed by Humphries and Rubery (1984).

Drawing on the results from a large-scale EU project on transitions for youth labour (STYLE

FP7 No.613256), we consider youth trajectories across Europe and the UK for both young

women and men and examine the extent to which policy has sought to address inequalities.

We conclude by arguing that in order to understand emerging patterns of segmentation in youth

labour markets a more holistic focus is required. This includes an analysis of the legacy of

household differences from the sphere of social reproduction to understand how these interact

with the sphere of economic production. Our analysis indicates that a more holistic

27

understanding can also inform policy initiatives better targeted at making work more equal for

young women and men from different backgrounds.

Labour policies in a deflationary environment

Annamaria Simonazzi (Sapienza University of Rome)

This paper addresses two issues, analysed from the point of view of the Italian case. The first,

relates to the increasing inequality in the labour market. In Italy, the increasing dualism of the

labour market has been depicted as an insider-outsider problem, created by the ‘excessive’

protection of standard employment relations. Consequently, the recent legislation aimed at

reducing the regulation of the labour market has been presented as a necessary step towards

greater equality. The second issue relates to the search for viable models to address the

challenges of technological change in a globalised and competitive environment. Here again, the

decade-long stagnation of Italian productivity has been ascribed to the insufficient flexibility and

excessive protection of the labour market. This chapter contrasts the short-term competitiveness

effects of austerity/flexibility policies with the long-term efficiency effects deriving from a

greater commitment of both the employer and the employed workforce. The view of social

policy as a productive factor is embedded in the conviction that sustained growth and decent

working conditions are the result of the interactions between macro-policies and labour

outcomes, and great risks can spring from neglecting the systemic consequences of generalised,

pan-European austerity.

28

IWPLMS conference 14 th and 15 th September

Working Poor, Social Integration And Public Policies

Josep Banyuls (Department Of Applied Economics, University Of Valencia And Iet: [email protected])

Albert Recio (Department Of Applied Economics, Universitat Autònoma De Barcelona And Iet: [email protected])

Abstract

In the context of the current crisis in Spain the working poor are a new reality in the country and poverty rates are among the highest in Europe. Usually poverty was related with unemployment and retirement. But since 2007 the characteristics of the people concerned has changed. Employed, workers with high educational level, people working in health services and education, etc. are affected by poverty. The increase of the people affected and the generalisation of the problem to new social groups means a new challenge for decent work and social integration. If until recently the employment was one of the basic forms of social integration, with the crisis and changes in regulatory policies in the labour market is failing to have this function. The main causes are related with changes in the employers labour force management strategies and the changes in the regulatory framework in the labour market. Beside it, we have to add the public policy strategy applied by the present conservative government, removing the basis of the existing public services and social protection mechanisms.

The objective of this paper is twofold. One is to analyse the characteristics of the people in work poverty and the causes of its dramatic growth. We discuss the influence of labour flexibility as a driver of the increase in working poor, with particular reference to time flexibility. The second one is to review the economic policy proposals in order to cope it, including minimum wage proposals, social assistance measures, basic income, working time management and social dialogue.

29



Upgrading In Global Value Chains: Opportunities And Challenges For Suppliers And Workers

Stephanie Barrientos: [email protected], University Of Manchester

Abstract

The majority of trade is now channeled through global value chains (GVCs) largely sourcing from emerging economies. Hundreds of millions of workers are linked to GVCs, a significant proportion female. GVCs are governed by global and regional lead-firms coordinating cross-border supplier networks. Buyers apply cost pressures on suppliers, whilst requiring compliance with private standards covering product, environment and social criteria. A development challenge is whether economic upgrading (higher value production) by emerging economy suppliers able to meet standards leads to social upgrading (better conditions and rights) for workers? This paper interrogates the drivers of economic and social upgrading and downgrading through the nexus of cost/productivity vs. quality/skill within a GVC framework. It draws on a case study from Indonesian apparel to examine circumstances under which economic and social upgrading can be combined. It argues this also involves addressing underlying barriers to gender equality within a workforce that is largely female. A ‘high road’ outcome is not automatic, but requires proactive strategies (private, public and social) to achieve positive outcomes for workers.

31


The Regulation of employment conditions of A8 and A2 labour migrants in the temporary work agencies sector

Wike BeenAmsterdam Institute of Advanced Labour Studies, University of Amsterdam

Abstract

With the accession of the new member states to the EU in 2004 and 2007, a new group of workers became available on the internal labour market. For the employers in the ‘old’ member states, labour migrants from the newly accessing countries formed a source of cheap, temporary and flexible labour. Trade unions and governments, however, feared for the deterioration of employment conditions and crowding out at the lower end of the labour market. That these are grounded fears is illustrated by the examples of maltreatment, abuse and overall vulnerable position of labour migrants from the accessing countries on the labour markets of old member states. The deterioration of employment conditions can however be counteracted by policies and legislation.

In the Netherlands and the UK, EU labour migration has been facilitated by the temporary work agencies (TWA) sector, because this sector was already a common way to accommodate labour market flexibility. Nowadays, the sector still is the biggest employer of EU labour migrants in both countries and therefore central for upholding employment conditions. This study aims to look at whether, how and why measures have been taken by social actors in the TWA sector in the Netherlands and the UK to protect employment conditions of labour migrants. A combination of industrial relations systems and theories focusing on understanding the strategies of employers’ organizations (Afonso, 2011) and trade unions (Marino et al., 2015; Penninx & Roosblad, 2002) is used as a starting point to interpret the results of the expert interviews and the analysis of government documentation conducted in both countries. Preliminary results reflect the stronger institutional embeddedness of social actors in the Netherlands, showing a self-regulation of the sector coordinated by both employers’ organizations and trade unions and backed up by legislation. Self-regulation in the UK is more employers focused.

32

Regulating external flexibility at company level: A comparison between German and Italian manufacturing plants

Chiara Benassi (King’s College London) and Lisa Dorigatti (University of Milan)

Abstract

Drawing on matched case-studies of the German and Italian subsidiaries of two multinational companies, this paper investigates the way in which employee representatives at plant level regulate external flexibility (agency work and subcontracting) and bargain wages and working conditions for these workers’ groups. The paper finds variation in the regulation approach of workers’ representatives along two dimensions: the level of engagement of employee representatives towards agency work and subcontractors and the effectiveness of their strategies.

These two dimensions vary both across countries and between agency work and subcontracting. The interaction between two main sets of factors can explain this variation. On the one hand, the extent to which employee representatives engage with the regulation of either form of external flexibility depends on the “closeness” between workers from staff agencies/subcontractors and core workers and on the integration of the former in the labor process. Indeed, the way in which agency work and subcontractors are used within the labour process affects how solidarity develops between different workforce groups. On the other hand, the effectiveness of employee representatives in regulating the use of agency work and of subcontractors and in setting better standards for these workers is dependent on the power resources they can draw on in their institutional context. The resources are distributed at different institutional levels (national, sectoral and workplace), with important implications for the strategies workplace actors can use and for their outcomes.

Hence, this paper will argue that the extent to which workplace representatives manage to extend collective bargaining to “external” workers’ groups depends on the interaction between the integration of external flexibility instruments in the labor process and on the power resources in a multi-level institutional framework.

33

Wrong Place at the Wrong time? Inclusive and Exclusive Trajectories on the Youth Labour Market

Gabriella Berloffa*, Alina Sandor*, Paola Villa* and Mark Smith**

*University or Trento, **Grenoble Ecole de Management

Abstract

The Great Recession had profound consequences for the quantity and quality of young people’s labour market integration. With falls in the level of employment, increasing precariousness and rising unemployment it was an inopportune time for youth to join the labour market (O’Reilly et al. 2015). At the same time, policy responses were inconsistent, and at times incoherent, demonstrating an ongoing reliance on reducing employment protection and limiting income protection (Smith and Villa 2016). The conventional labour market indicators capture only some of the consequences of these changes (ILO 2015) and a more dynamic nuanced approach is required to capture the extent of inclusion on the labour market.

This paper adopts an innovative approach to the analysis of the integration of young people on the labour market using comparative European-wide data in order to explore quality of their trajectories (Berloffa et al. 2015). Firstly, we demonstrate how a medium-term perspective to labour market integration is important in order to understand the pathways involved toward decent work or unsuccessful integration. We identify six pathways during the first five years of labour market activity for young people that underline important country, educational and gender differences.

Secondly, we identify the policies and institutional frameworks that tend support more or less inclusive trajectories on to the labour market for young women and men. We argue that deregulatory approaches to employment protection legislation are associated with fragmented rather than decent trajectories and provided unintended consequences with unequal gender effects. On the other hand, the use of active labour market policies (ALMP) are associated with a greater share of inclusive trajectories, particularly for young women and the less educated.

34

Insecure transitions: social inequalities in employment security pathways

Mireia Bolíbar, Paco Belvis, Joan Benach

Health Inequalities Research Group - Employment Conditions Network (GREDS-EMCONET), Public Policy Center (UPF - JHU), Department of Political and Social Sciences, Universitat Pompeu Fabra

Abstract

Austerity and flexibilisation policies in Europe have eroded employment conditions, enhancing inequalities and fostering career paths marked by job insecurity and labour exclusion. In this context, the paper aims to study the extent to which labour trajectories have experienced an entrapment within circuits of insecurity during the period 2002-2012 in Catalonia (Spain), and to identify the factors associated with such exclusionary circles of insecurity. A particular emphasis is given to the effect of education and its interplay with other individual and structural elements such as gender, social class of origin and sector that enhance or prevent the protective effect of education.

The paper analyses the mobility of individuals between three states in relation to paid work, which are characterized by their different degrees of employment security: not occupied, unstable employment, and stable employment. To this end, data from the Catalan Inequalities Panel (PaD; Jaume Bofill Foundation) were adjusted through various dynamic multinomial logit random effects models that handle the unknown initial conditions problem.

The results present evidence of a strong state dependence in employment transitions as well as an intense flow of transitions between non-occupation and temporary occupation. The results also show that higher education does not prevent workers from transitioning into unstable occupations, but contributes to define whether the individual further moves into a secure employment or remains locked in the exclusionary circle around temporary employment and unemployment. Finally, results on the structural factors that contribute to explain these inclusionary and exclusionary transitions are presented in relation to the dynamics of segmentation of the Spanish labour market.

35

Growing income inequality and the erosion of the German middle classGerhard Bosch and Thorsten Kalina (IAQ/University Duisburg-Essen)

Abstract

The German social model in the post-war period can be described as an inclusive Bismarckian welfare state. As such, it provided the economic underpinning for a broadly based middle class that enjoyed a high level of income stability over the various phases of the life course, including old age. Since the mid-1990s income inequality has increased more sharply in Germany than in many other European countries. We analyse how increasing inequality in individual incomes leads to inequalities in the household disposable income. Household members can compensate for losses of income by increased economic activity, for example, and the welfare state can also make good such losses. In the focus of our analysis is the employment structure of households, their hourly employment volume and the evolution of individual hourly pay levels. We find that besides a growing disparity in individual pay levels the distribution of working time is growing unequal. In the lower income groups low hourly pay levels are combined with marginal part-time work, resulting in low levels of household income.

36

“Escorted off the premises”: Working off site, poor job quality and low employee wellbeing.

Brendan Burchell

Department of Sociology. University of Cambridge

Abstract

Changing norms since the global economic crisis and changing technologies have shifted the working lives of many individuals away from spending their working week in a fixed factory or office to homes, vehicles, cafes and the premises of other organisations up and down supply chains. This paper will examine the new diversity of mixed and mobile workplaces and consider the implications for the quality of employment and, in turn, the well-being of employees; the new insider-outsider dualisms might now have a literal, spatial reality. Data from the 2015 European Working Conditions Survey will examine the relationship between the place of work and job quality to determine the extent to which certain types of spatial organisation of work are associated with either high quality core jobs or precarious work.

37

Reduced Wage Payments for Sunday Work in Australia: Addressing an Anachronism or Strengthening Labour Market Segmentation?

John Burgess, Sara Charlesworth and Fiona Macdonald

RMIT University, Melbourne, Australia.

Abstract

In Australia most workers are covered by an “award” system that sets out minimum conditions and standards for work in specified occupations and industries. The awards have evolved and developed since 1904 according to changing economic conditions and community standards. The key authority responsible for the conditions of employment is the Fair Work Commission (FWC). In February 2017 the FWC delivered a decision to reduce penalty rates for Sunday (and public holiday) work in the hospitality, fast food, retailing and pharmacy awards. The reductions in hourly pay rates ranged from 5 to 25 percent and the workers affected depended on the industry, the employment contract (on going or casual), the award occupational classification, and whether the rates were for a Sunday or a public holiday.

Penalty rates have a long history and historically were constructed to provide both a premium paid for working at unsociable times – evenings, weekends and public holidays - and as a deterrence to employers to operate at those times. The decision reached by the FWC followed several years of evidence collection that included 5900 submissions and 39 days of hearings. A similar review was carried out by the Productivity Commission, a statutory body that deals with microeconomic efficiency issues, predominantly though a free market lens. Its report on the workings of workplace relations system, surprisingly dominated by the issue of penalty rates for Sunday work, recommended penalty rates for Sunday work be reduced (by a greater amount than suggested by the FWC) in retail and hospitality, but not for professional groups such as nurses and firefighters.

The decision by the FWC and the recommendations of the PC generated public criticism by many community groups and trade unions. Key criticisms highlighted that the industries/awards selected were among the lowest paid sectors, that weekend work and penalty payments were an essential income component for low paid workers and/or families, and that the impact fell on youth, women and casual workers, groups that are marginalized in terms of pay and conditions. For employer and industry groups penalty rates were seen as an unnecessary cost burden that reduced operating times on weekends, forced many small businesses to close on weekends, reduced employment on weekends, reduced consumer choice and increased prices, and resulted in offsets such as employing more junior staff or reducing staffing levels.

This paper will examine issues around the decision and examine the terms of reference and the review process; the distributive consequences of the decision; and the broader issue of wage loadings and unsociable working hours.

38

Towards Inclusive Labour Markets? New Regulation For Zero-Hours Contracts In New Zealand

Iain Campbell (University of Melbourne)

Abstract

This paper examines the outcomes of recent campaigns on zero-hours contracts (ZHCs) in New Zealand. It reviews the trade union campaign and the collective bargaining agreements concluded in the fast food sector as well as the amendments to existing legislation contained in the Employment Standards Legislation Bill, passed by the national parliament in March 2016. The latter has been heralded internationally as introducing a ban on ZHCs. Drawing on empirical data from New Zealand and a comparison with ZHC regulation in the Netherlands and the United Kingdom, the paper argues that the 2016 legislation concerns only those ZHCs that involve a formal, written obligation for the worker to be available for offers of employment. It leaves largely untouched the extensive swamp of casualised work arrangements that characterize New Zealand labour markets, including some work arrangements that can be understood as ZHCs in a broader sense. Nevertheless, both the fast food campaign and the subsequent national legislation should be seen as positive steps forward, in the sense that: a) they have achieved a genuine reform in pushing back precariousness in employment; and b) they demonstrate the potential of collective action, embracing a coalition of union, community, church and political groups, in pursuing further reforms in this important policy area.

39

The Gender Pay Gap. An Analysis of Sectorial Dynamics

Pilar Carrasquer1, Nuria Sanchez-Mira1, Marti Lopez2, Albert Trinidad1

1Autonomous University of Barcelona, 2University of Huddersfield

Abstract

Studies on the gender pay gap have often focused on measuring the differences in the individual characteristics of men and women in order to quantify the explained and unexplained part of such discrepancy, in a way that relegates gender to a sort of “residual. In contrast, the paper advocates an approach to the gender pay age as an indicator of gender inequalities in the labour market, considering the impact of reproductive factors as well.

Whereas the main factors contributing to shape the gender pay gap have been identified extensively in the literature, less attention has been paid to its translation into specific sectorial and organizational contexts. The paper argues, thus, the need to analyse to what extent the (under)valuation of women’s work and its translation into professional categories, follows different logics depending on the activity sector; in what sense that is related to different contexts of production and work organization as well as strategies of workforce management; in what way certain organizational structures and cultures foster different mechanisms of occupational segregation and thus pay hierarchies; and how these issues are perceived and addressed by social agents in collective bargaining.

With this aim, we conduct an in-depth analysis of selected activity sectors, taken as critical cases representing diverse productive and organizational contexts. The analysis includes a revision of processes and contents of collective bargaining, interviews with social agents, as well as focus groups with employees.

40

French middle-class and the labour market in a European perspective

Pierre Courtioux, EDHEC Business School,

[email protected]

Christine Erhel, Centre d’Economie de la Sorbonne (CNRS-Université Paris 1)

[email protected]

Daniel Vaughan-WhiteheadBureau International du Travail,

[email protected]

Abstract

In an international perspective, previous research has shown that France appears to be an exception (with a few other countries) in a general context of decreasing middle class. This might seem surprising in a country that has been characterized by persistent high levels of unemployment since the 1980s. In this article, like previous literature we retain an income-based approach of middle class. Based on EU-SILC data we characterized the French middle class and its evolution over the period 2004-2014. We show that the share of middle-class in the population is relatively high and that there it is resilience of French middle class over the period. In many aspects the situation of the middle class in France is similar to the situation in Belgium and in the Netherlands, whereas in other European countries (for instance in Sweden or in Germany) it has shrunk over the period.Then we focus on the French case based on French Labour Force survey matched with fiscal data. We show that in a long term perspective, the transformations of the labour market have impacted the French middle-class. Like all the participants of the labour force, the middle-class has experienced an increase in the share of short terms contracts, in the share of part–time contracts and a general trend of decreasing working time. However the middle class is less concerned than the bottom-income class by the rise in atypical work. In the French case, it seems that a strong social regulation based on the state and the social partners (partenaires sociaux) has contributed to the stability of middle-class size and contained the increase in income inequalities. More generally, the importance of public policies (including social protection, and wage setting policies) in sustaining middle-class income and social position appears quite clearly.

41

Labour Laws, Informality, and Development: Comparing India and China

Simon Deakin1, Shelley Marshall2,Sanjay Pinto3

1University of Cambridge, 2RMIT University, 3Rutgers Universities

Abstract

This paper explores trends in the formalisation and informalisation of work, focusing on the world’s two largest labour markets, India and China. A first task is to define what is meant by informal work. The definitions used by international agencies are not uniform and different countries have distinct approaches. There are numerous dimensions to informality that are not fully captured in statistical data. There is a trend towards employment and away from own-account work and self-employment in many regions of the world, particularly in East Asia where the proportion of the labour force in waged employment has doubled over the past three decades. However, the transition to wage labour does not necessarily bring with it access to labour law protection. Employment is on a spectrum of formality and security. This is the context within which a debate has developed over the multi-dimensional nature of informality. We take a close look at the contrasting cases of India, where formal work has increased recently, but to a very small extent, and China, where a variant of the standard employment contract, in which a number of social protections are attached to the status of wage labour, may be emerging. We discuss reasons for the divergence between the Indian and Chinese cases, and consider the relationship between formality and developmental outcomes in the two countries.

42

Title: Earnings Inequalities within and between Couples: What an analysis of variation in women’s earning contribution tells us about class-specific gender inequality

Martina Dieckhoff1, Vanessa Gash2, Antje Mertens3, Laura Romeu-Gordo4

1WSB, 2University of London, 3Berlin School of Economics and Law, 4DZA

Marital homogamy is regarded as a central mechanism behind rising income (Schwartz and Mare 2005) and employment inequalities (Gregg, Hanson and Wadsworth, 2002), it ensures that couples with weaker human capital are found at the bottom of the earnings distribution unable to access stable and well paid jobs, whilst those with considerable human (and other) capital resources are concentrated at the top of the earnings distribution with both partners in stable and well paid jobs. While theorists of marital homogamy often assume that similarity between couples assumes equality in their relationships, research on the partner pay-gap, that is the difference between husbands’ and wives’ labour income, suggests otherwise. There is a remarkable traditionalism between couples in their economic performance: men in the majority of instances out-earn their female partners by quite high levels (Bertrand et al. 2015; Dieckhoff et al. 2016). We look at differences in her contributions at the mean and by income tertiles to reveal class differences in working and earning strategies. We use the German Socio-Economic Panel (SOEP) from 1991-2014, The British Household Panel Survey (BHPS) from 1991-2007 and the United Kingdom Household Longitudinal Study (UKHLS) which spans the period 2008-2014. Our paper reveals that women continue to be the minority earner in households both at the mean and at different points along the distribution of household income. We also find an increasing tendency for men to out-earn their partners in Western Germany over-time. In the UK we find the opposite effect, women have been increasing their household contributions over time. There are also interesting differences by income tertile. Upper middle-class households in East and West Germany exhibit the strongest decline in her economic contributions, while in the UK women’s rising contributions are found in each social class, but working-class households show the steepest rises. Finally, we find important effects of working and institutional environment on women’s economic contributions to household income. Women who work in the public sector have higher contributions to household income in Germany, East and West, but not in the UK. In the UK, there are no clear positive effects of employment in the public sector on her relative earning capacity. Bibliography:

Bertrand, M. Kamenica E. and Pan J. (2015) ‘Gender Identity and Relative Income within Households’, The Quarterly Journal of Economics, 571–614. doi:10.1093/qje/qjv001

Dieckhoff, M., Gash, V., Romeu Gordo, L., & Mertens, A. (2016) “A Stalled Revolution? What can we learn from Women’s Drop-out to Part-time Jobs, a comparative analysis of Germany and the UK”, Research in Social Stratification and Mobility. 46(b): 129-140.

Gregg, P., Hansen, K. and Wadsworth, J. (2002) ‘Poles Apart: Labour Market Performance and the Distribution of Work Across Households’, World Economics, Vol1, Issue 2, 55-72.

Lamarche, C. (2010) ‘Robust penalized quantile regression estimation for panel data’, Journal of Econometrics, 157(2):396-408.Schwartz, C. R. and Mare, R. D., (2005) “Trends in Educational Assortative Marriage from 1940 to 2003” Demography 42, 621-46.

43

Varieties of insecurity: social divides and their social configurations in European labour markets during the crisis

Nadja Doerflinger, Valeria Pulignano & Martin Lukac

CESO, KU Leuven

Abstract

The economic and financial crisis which hit Europe from 2008/2009 onwards, has led to labour market and policy reforms in many countries. The crisis and related reforms have widely been studied from a macro-perspective (e.g. Rueda, 2014) concluding that it contributed to increased labour market insecurity (OECD, 2016). Yet, we argue that current research has not fully captured the implications of these macro-developments on the European workforce as labour market patterns, policies and characteristics below the national level (e.g. sectoral and occupational patterns) are hardly considered (Eichhorst and Marx, 2015). The paper engages in this exercise by breaking down the key objective aspects of the employment relationship (i.e. working time, contract type, wages, degree of control over work processes) and link it to employment precariousness which is defined in accordance with Rodgers’ (1989) classification of insecurity as temporal, organizational, economic, and social. We use latent class analysis applied to European Labour Force Survey data in the crisis period (2009-2015). We examine six countries (i.e. Germany, Belgium, Italy, Denmark, Poland, the UK) which reflect different configurations of coordinated, liberal and mixed marked economies. Despite these countries’ differences, results show similar insecurity typologies across the countries, with diverging levels of insecurity. Yet, the importance of single variables which contribute to shaping insecurity differs, reflecting distinctive national patterns of insecurity. Generally, the identified structural configurations of insecurity are stable throughout the investigated timeframe. When analyzing the social configuration of the identified groups, predominantly men in higher age cohorts and with high education levels show lower levels of insecurity compared to young to mid-aged women – often trapped in atypical contracts and low to medium paid jobs – who tend to be more insecure. This demonstrates the importance of age-gender-education intersection when understanding the patterns of social divides in Europe.

44

Two worlds of unionism? German manufacturing and service unions since the Great Recession

Heiner Dribbusch1, Steffen Lehndorff2, Thorsten Schulten1

1WSI, 2University of Duisburg-Essen

Abstract

Since the 1990s overall union density in Germany dropped more than in virtually all other Western European countries, before the unions managed to slow down or halt the decline over recent years. What proved crucial is the interplay between falling union density, the continuous decline of collective bargaining coverage, and the rise of precarious employment in the aftermath of labour market deregulations in the early 2000s. Thus, all major unions’ power resources were painfully reduced up onto the mid-2000s.

This experience led to important revitalisation initiatives already before the 2008/2009 crisis, but the crisis itself triggered a remarkable turn of events. It was not just the well-known ‘crisis corporatism’ which helped unions to regain public reputation but also their more confrontational and self-confident activism in wage bargaining, in industrial action aimed to upgrade social services and in public campaigning, most prominently for a statutory minimum wage. While our analysis describes major differences in cultures and policy approaches between the two largest unions IG Metall and ver.di, it points at an interesting commonality: to some extent German unions have managed to demonstrate that they not only care about their core constituency, but about society as a whole, fighting for equality and decency on the labour market. Irrespective of this paradoxical revitalisation of German trade unions against the background of the crisis, our analysis points at persistent problems in union density and challenges to structural and institutional power resources, including the need for re-regulation of precarious employment and for strengthening the collective bargaining system that ‘entail the need for unions to decide upon their capacities and willingness to act as autonomous political actors’.

The paper will be based on our contribution to the book Rough waters — European trade unions in a time of crises, edited by Steffen Lehndorff, Heiner Dribbusch, Thorsten Schulten, to be published in May 2017 by ETUI , Brussels.

45

“Adapting social entitlements. Welfare reforms at a crossroads”

Anne Eydoux (CEET, Lise-CNRS)

Abstract

Employment and income precariousness have developed in many European countries, particularly affecting some segments of the labour force: women, young people, immigrants, etc. Being part of the active population or even having paid work does not guarantee access to a decent activity income or to adequate social security.

Women in particular have been increasingly exposed to employment precariousness (often combining part-time, fixed-term and/or low-paid jobs) and hit by the rising conditionality of unemployment and social benefits. The variety of welfare regimes reflects the diversity (and somehow the weaknesses) of women’s access to social entitlements (Sainsbury, 1996). Women are more dependent on welfare than their male counterparts and more affected by austerity policies (Karamessini & Rubery, 2014). The adaptation of social entitlements under pressure of activation strategies and fiscal discipline has tended to reinforce the conditionality of welfare. Instead of increasing precarious women’s autonomy, activation strategies may have contributed to weakening their protections.

The issue of adapting social entitlements to labour market transformations is not a simple issue, especially when considered from a gender perspective. Rising awareness that precarious workers do not receive a decent activity income or adequate social security tends to reshape policy proposals. While some ask for increasing conditionality in the design of welfare benefits, others rather promote an unconditional basic income (Eydoux, 2017). These proposals are not neutral from a gender perspective.

This communication, mostly relying on the French and German cases, will first illustrate the gender dimension of precariousness: discontinuous or part-time employment trajectories hardly give access to (adequate) unemployment or social benefits. It will then analyse the role of unemployment benefits and income-support reforms in these flexi-insecure gendered income trajectories (Eydoux 2014; 2016). Finally, adopting a gender perspective, the communication will discuss current policy proposals: more activation and conditionality or unconditional basic income? Selected références

Eydoux A. (2014), « Women during recessions in France and Germany. The gender biases of public policies », in Eydoux A., Math A., Périvier H., eds., European Labour Markets in Times of Crisis. A Gender Perspective, Revue de l’OFCE/ OFCE Review, Debates and policies, 133.

Eydoux A. (2016) « Quelle couverture de la faiblesse ou de la fluctuation des revenus d’activité pour les femmes ? », written contribution to the working group of France stratégie on « protection against income risks ».

Eydoux A. (2017) « conditionnalité et inconditionnalité, deux mythes sur l’emploi et la solidarité », OFCE ebook.Karamessini M., Rubery J., eds. (2014), Women and Austerity, The economic crisis and the future for gender equality, Routlege,

London and New-York.Sainsbury D. (1996) Gender, Equality, and Welfare States, Cambridge University Press.

46

Conceptualising Organisational Culture and Delivering Cultural Change: towards a research agenda

Colette Fagan and Nina Teasdale

Faculty of Social Sciences, The University of Manchester

Abstract

Gender equality, has been described as one of the ‘less achieved promises of modernity’ (Hirata et al., 2004, p. 54). The economic and social inroads made by women in the past decades, while impressive, nevertheless mask the underlying structures of inequality - organisations remaining segregated by gender both horizontally and vertically.

It is still the case that much of the emphasis in policies and initiatives continues to be levelled at women as individuals, expecting women in the words of Sandberg (2013) to ‘lean in’ and adapt to existing organisations. Such an approach, fails to challenge the gendered power structures of organisations and organisational cultures.

In this paper we focus our attention on ‘deeply rooted’ organisational culture (Acker, 1990; 1992) and its significance for obstructing (or enabling) progress towards gender equality in organisations. We start by clarifying what is meant by the concept of ‘organisational culture’. We then turn to the question of what types of intervention are needed to change organisational culture. Schein (1985), for example, has argued that ‘culture’ is the most difficult organisational element to change and that the informal aspects of organisations and ‘how things are done’ at a more operational and day to day level need to be tackled for sustained change to be achieved. Clear, however, from the extant literature is that the practical knowledge on how to implement this change is still lacking (de Vries and van den Brink, 2016). The question driving our research agenda is thus: what practical advice on securing and embedding organisational change is provided in guidelines and action programmes designed to promote gender equality in organisations?

We report on some early findings from our analysis of the practical advice, guidelines and actions for changing organisational culture that have been developed in interventions to promote gender equality in organisations. Our research is at an early stage, and in this paper we focus on two major initiatives. One is the ‘Athena Swan’ gender equality action plan for the UK’s Higher Education Sector, which is attracting interest in the higher education sector in some other European countries and Australia. Our second case examines examples of transformative action research developed by Scandinavian scholars (De Vries, 2013; 2016) to encourage organisational culture change undertaken as part of gender equality and gender mainstreaming policy programmes. This second example is located in countries which have the highest gender equality ranking in international league tables, such as the World Economic Forum; whereas the UK has a middling and declining rank position.

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We use these two examples to reflect on the disjuncture between theory and practice – that is the ‘divide between what occurs in practice within organisations but is considered theoretically misguided by gender scholars, and what is theoretically sound but does not easily translate into practice’ (de Vries and van den Brink, 2016: 430). We close by outlining the next steps in our research.

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Changing Places Of Work:

Examining The Growth Of Remote Working And The Job Quality Trade-Off

Alan Felstead* and Golo Henseke**

* Cardiff School of Social Sciences, Cardiff University (presenting author)

** UCL Institute of Education, University College London

Abstract

This paper critically assesses the assumption that more and more work is being detached from place and that it is a ‘win-win’ for both employers and employees. Based on analysis of official labour market data taken from over the last twenty years, it finds that around two-thirds of the increase in remote working cannot be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make-up of the employed labour force. Drawing on data provided by around 15,000 workers to surveys carried out in Britain in 2001, 2006 and 2012 the paper also shows that remote working is positive for job quality in some respects and negative in others. It is associated with higher organisational commitment, job satisfaction and job-related well-being, but at the cost of greater levels of work intensification and a heightened inability to switch off.

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Are goalposts now moving at the top? Gender pay gaps among postgraduates in PortugalHugo Figueiredo1,2,7, Andre Almeida1, Joao Cerejeira1,3,4, Miguel Portela1, 3, 4, 5, 7, Carla Sa1,3,4,

Pedro Teixeira1,5,6

1CIPES, 2University of Aveiro, 3NIPE, 4University of Minho,5IZA, 6University of Porto, 7Banco de Portugal

AbstractThe relative wages of postgraduates in Portugal have increased significantly in recent years, a period which saw a massive increase in the number of young workers with such levels of qualifications. Graduates' and postgraduates' returns have also displayed very different dynamics with the former consistently decreasing along the wage distribution and the latter increasing at the bottom and remaining stable at the top. As a result, earnings dispersion among degree-only holders has increased while returns to postgraduate education have somewhat clustered to-wards relatively high levels. These trends have created a significant cleavage in the Portuguese labour market. During the same period, a significant and persistent gender gap in postgraduate returns emerged while returns to first-degrees remained practically similar across sexes.The authors gratefully acknowledge the financial support of Fundação Francisco Manuel dos Santos. In this paper we use a large official employer-employee dataset, which includes almost the whole universe of Portuguese business firms, to document and decompose the evolution of gender pay gaps among young graduates and postgraduates in Portugal during the 2006-2013 period. Using a non-parametric matching technique (Nopo 2008) coupled with a recently proposed Inverse Probability Weighting Regression Adjustment (Cattaneo 2013; Meara et al 2017), we look, in greater detail, at the role of gender differences in occupational assignment as a determinant of such gaps. By attempting to match graduates according to both gender and postgraduate attainment, we test in particular whether unmatched male postgraduates are being positively discriminated through the allocation to different jobs or to higher-productivity firms. By analysing trends across time, we also look at whether men have benefited more from the creation of postgraduate-only jobs or if women have been more exposed to displacement or deskilling elects resulting from the fast expansion of tertiary skills.In order to make sense of our results we then test whether there are significant differences in the profiles of male- and female-dominated graduate occupations. Using both O*NET and the European JobsMonitor Task Indicator dataset (Eurofound 2016), we first look at whether the task content of jobs is different and if women may have benefited less from the increase in demand for non-routine analytical tasks (as opposed to non-routine interpersonal tasks). Second, we look at issues of work intensity and the distribution of different components of pay, including bonuses and overtime. We discuss if men have been able to extract higher premiums through the assignment to family-unfriendly or more competition-oriented jobs. Finally, we consider the role of different education-subject choices. Because the still prevailing differences in the choice of education may raise comparability problems, we repeat our initial analysis for graduates in different fields of education.

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Our paper then directly engages with Rubery and Grimshaw's (2015) argument of the existence of constantly _moving goalposts_ in the debate on how to close any remaining gender pay gaps. We pay particular attention to the possibility that increases in the variation of the returns to postgraduate education can lead to stable earnings gaps among the highly-skilled. Finally, we believe that Portugal is a very interesting case study to look at the links between postgraduate education and gender wage inequality. It combines a very fast pace of expansion of postgraduate qualifications, following the implementation of the Bologna process in 2006, and a relatively weak dynamic of job creation coupled with structural adjustments motivated by the _scal consolidation policies. These two aspects provide, in our view, a suitable context to look at the relative strength of supply- and demand side explanations of the re-emergence of gender pay gaps among the young and highly qualified.

Keywords: Gender Pay Gap; Postgraduate Returns; Occupational Segregations; Matching

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Welfare regimes and income inequality in EuropeMarianne Furrer and Uma Rani, International Labour Organization, Geneva

AbstractIn recent years, there has been a rising concern about the sustainability of western welfare states, especially in the aftermath of the 2008 global economic crisis. Evidence shows increasing gaps between high- and low-income households as well as between the top and bottom wage earners. However, comparative empirical evidence for recent years is quite sparse and our paper attempts to fill this gap by addressing the questions (i) if welfare states have weakened, (ii) how they have changed in terms of redistribution and inequality outcomes and whether changes have led to a convergence, and (iii) if the public perception of the welfare state has changed over time. These questions are analysed using comparative macro- and micro-data for 16 European countries, covering the period 2006 to 2013. Countries are grouped into 5 welfare regimes based on an improvised version of Esping-Andersen’s (1990) welfare state typology: social-democratic (Finland, Norway, Sweden), conservative (Austria, Belgium, France, Luxembourg), corporatist (Greece, Italy, Portugal, Spain), liberal (Netherlands, Switzerland), and hybrid (Iceland, Ireland, United Kingdom). The analysis of Eurostat welfare state expenditure data over the period 2000 to 2014 shows that despite fiscal austerity measures, countries have expanded their public expenditure on social protection benefits. Based on EU-SILC (European Union’s Statistics on Income and Living Conditions) micro-data for the years 2006 and 2013, we find clear and persisting differences in income inequality levels between the different welfare regimes. Social-democratic countries exhibit the lowest inequality, followed by conservative, liberal and corporatist countries. While in many countries market income inequality has increased over the period analysed, transfers and taxes have helped to cushion the impact of the crisis on disposable income inequality. The inequality decomposition based on Lerman and Yitzhaki (1985) further brings out that social transfers had an inequality-increasing effect, in particular in conservative and corporatist regimes compared to others. Interestingly, while their effect was inequality-decreasing in social-democratic and liberal countries in 2006, data for the 2013 shows that their effect has become more neutral. Overall, the analysis shows that the typology of regimes put forward by Esping-Andersen continue to be relevant, emphasising the importance of social transfers, taxes and contributions though there is increasing pressure on them. Finally, the analysis of data from the European Values Study on public attitudes towards the welfare state and inequality brings out that there is increasing consensus that incomes should be made more equal, and that the welfare state is important. References Esping-Andersen, G. (1990). The Three Worlds of Welfare Capitalism. New York: Polity Press. Lerman, R.I.; Yitzhaki, S. (1985). “Income inequality effects by income source: A new approach and applications to the United States”, The Review of Economics and Statistics 67(1), pp. 151–156.

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Wage Inequality And Job Polarisation In PortugalHugo Figueiredo1,2,7, Andre Almeida1, Joao Cerejeira1,3,4, Miguel Portela1, 3, 4, 5, 7, Carla Sa1,3,4, Pedro Teixeira1,5,6 (1CIPES, 2University of Aveiro, 3NIPE, 4University of Minho,5IZA, 6University of Porto, 7Banco de Portugal)

Abstract

As the debate on inequality gathers pace, one of the issues that has been getting more attention is the relative position of middle-income/-earnings groups, often very lightly referred to as the middle-classes. Since in developed market economies, wages represent a high share of national income, the debate on income inequality is usually intertwined with that of wage inequality. The polarisation or hollowing-out of labour markets across the industrialised economies is then usually put forward as one of the decisive causes of growing wage inequality at the top of the wage distribution and the stagnation or deterioration of the relative position of middle earnings classes. Polarisation works through changes in the composition of employment and in relative occupational wages. In converging economies, this effect may be strongly mediated or hidden, however, by a number of other competing dynamics, namely the structural upgrading of the economy or changes in the skill composition of the workforce through, for example, the rapid massification of higher education among the young.

Over the last decade, the Portuguese labour market changed significantly both from a supply and demand perspective. On the one hand, the supply of tertiary skills grew very fast despite the qualifications deficit that still prevails in the country. On the other hand, firms have rapidly adjusted to new technological opportunities and to the effects of the financial crisis, reshaping the demand for high-level skills. Both processes, higher education and technological change, are expected to induce relevant changes in the country’s job structure. Effects on wages can be expected by two main mechanisms acting in two opposite directions: higher qualification of workers will push wages up but a more intense competition among a larger group of high skilled workers will reduce education premiums. Education changes are then expected to have effects on the top of the wage distribution. In the bottom of the wage distribution institutions such as minimum wage and collective bargaining (under change along the years of the crisis and bailout) are expected to have a major impact.

This paper looks at the effect that such shifts in the Portuguese labour market may have had on the relative position of middle-earnings groups. It argues, first, that movements from work to unemployment and retirement as well as increases in the supply of tertiary qualifications have contributed to sustain the relative position of middle-income groups (more likely to work and to have higher levels of education than lower-income classes). On the other hand, it shows that the occupational upgrading of private sector employment coupled with low earnings and a very skewed earnings distribution also worked to “protect” the relative position of middle-earnings groups. We show, however, that such upgrading trend is not necessarily incompatible with the polarisation of labour markets as described for other, more developed economies. Both arguments call for caution in providing a too optimistic picture of the future fate of middle-income groups in Portugal.

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What do labour market indicators (not) tell us and how do they shape our vision of changing European labour markets?

Mathilde Guergoat-Lariviere (LIRSA – CNAM)

Abstract

The rise of new forms of employment such as temporary contracts or part-time work tends to blur the boundaries between employment, unemployment and inactivity thus questioning the relevancy of these categories to analyse the labour market. Building on an existing methodology (Guergoat-Larivière and Lemière, 2014 on France) and using EU-Labour Force Survey, this article will present an empirical comparative analysis of European labour markets based on a ‘continuum’ of situations on the labour market going from full-time employment to inactivity (through part-time employment of more or less than 28 hours a week, ILO unemployment, potential additional labour force as defined by Eurostat, larger definition of potential additional labour force…). The analysis will show how very different patterns of this labour market continuum can however lead to similar levels of unemployment or employment rate thus pointing the limits of these indicators.

The unemployment rate remains the main indicator used in the public debate though it poorly reflects the situation of some social groups. This is the case for youth who are largely inactive when they study or for women who are underrepresented in unemployment statistics while overrepresented in inactivity (Maruani, 2002). The empirical analysis will thus focus on inequalities between social groups, according to gender, education level and age. Using the continuum, it will show how these inequalities are hidden or at least underestimated when using traditional labour market indicators and how they have changed over the crisis in the last decade. It will also relate the continuum of employment observed in different countries for different social groups to the diversity of European labour market institutions.

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Private regulation as a response to low pay: the impact of the voluntary Living Wage in the United Kingdom

Edmund Heery, Deborah Hann, David Nash, Cardiff Business School: [email protected].

The issues of low pay and in-work poverty have risen up the political and public policy agenda in recent years, seen most obviously in 2016 in the Conservative Government’s introduction of a higher statutory minimum wage for employees aged 25 or over. The National Living Wage has attracted much criticism but it has raised earnings for a substantial percentage of the UK workforce and has created one of the highest statutory wage floors in the developed world.

Another, associated, method of tackling low pay is through private voluntary regulation. Since the early 2000s the UK has had a Living Wage campaign that seeks to persuade employers voluntarily to raise the wage floor. This voluntary Living Wage currently stands at £9.75 per hour in London and £8.45 per hour in the rest of the UK; that is substantially higher than the statutory minimum wage. It has been promoted by the UK-arm of the international community organizing movement, Citizens UK, and results in the accreditation of supporting employers by Citizens UK’s sister organization, the Living Wage Foundation.

This paper will assess the effectiveness of the voluntary Living Wage as a means for raising low pay and tackling in-work poverty. It will perform this task in three stages as follows:-

1. Examining the content of the voluntary Living Wage standard and the means through which it is applied to identify its strengths and weaknesses as a piece of labour market regulation. Included in this examination will be a review of how the Living Wage standard has evolved over time, becoming more elaborate and ambitious in scope.

2. Presenting original data on the number, size, characteristics and industry, sectoral and geographical location of employers that have agreed to apply the voluntary Living Wage to assess the extent to which the regulation has diffused and its degree of success in covering areas of low-wage employment.

3. Presenting original data on the impact of the Living Wage on low-wage employment, including the number and types of worker that have benefited from the Living Wage, the scale of the increase in wages that has been achieved and the overall redistributive effect of the Living Wage standard.

The paper will draw upon two main pieces of research evidence. First, a dataset describing the characteristics of all accredited Living Wage Employers, which currently contains information on more than 3500 employing organizations. Second, a questionnaire survey of 2800 Living Wage Employers conducted in the latter part of 2016, which obtained responses on the employer experience of applying the Living Wage from more than 830 organizations. These sources of evidence provide a unique insight into the voluntary Living Wage, perhaps the most striking instance of private voluntary regulation in the UK labour market.

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A different state of being NEET across the UK? Divisions of risk for economically active and inactive groups not in education, employment or training

Craig Holmes *, Ewart Keep *, Sue Maguire **, Ken Mayhew *, and Emily Murphy **University of Oxford. **University of Bath

AbstractYoung people not in employment, education, or training (NEET) became a prime policy concern in the UK during the 1990s. Since then, concern has extended from young people under 20 to those in their mid/to late 20s. Following the Great Reces-sion, international and European interventions have sought to reduce NEET rates among this widening group.We examine NEET trends over time for people aged 16-29; and the institutional context shaping these patterns for England, Scotland, Wales, and Northern Ireland. A key distinction exacerbating social inequalities among young people in the NEET group is that they are either NEET and èconomically active' (EA), i.e. actively seeking employment, or NEET and èconomically inactive' (EI). The aim of the current paper is to give a comprehensive empirical picture of NEET risks over the last two decades for the four countries within the UK. Over the observation period, localised job opportunities and interventions across the countries varied substantially. The introduction of various forms of devolution across the UK in the latter part of the 1990s allows us to analyse how different policy stances help diminish NEET risks, and the extent to which local labour market conditions matter for this process. Using a combination of time-series administrative data and longitudinal data from the UK Labour Force Survey, we compare risks of entry into, and exit from EA and EI NEET status during the 1990s and 2000s. Our findings show a consistent gap between older and younger, and male and female NEET classified as ìn/active'. The study provides evidence that these distinct NEET risks are differentially responsive to shifting labour markets and policy agendas.

Keywords: Economic inactivity, NEET, policy,

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How does labour market segmentation affect innovation dynamics – and vice versa?

Karen Jaehrling (IAQ, University of Duisberg-Essen)

Abstract

A wide range of industries in Europe (and beyond) is currently facing ‘disruptive’ technological and organizational innovations that profoundly change existing market structures and business models. Although radical innovations are nothing new, their seemingly ubiquity raises questions about their cumulative impact on employment patterns and job quality and also challenges widely accepted theoretical assumptions on the institutional and societal embeddedness of innovations and production systems. Several strands of literature (‘National Innovation Systems (NIS)’, ‘societal effects’) have for instance traced the links between innovation strategies and education and training systems. The VOC approach in particular has highlighted a wider set of institutions or ‘beneficial constraints’ (Streeck 1997) in CMEs, such as strong employment protection or patient capital, that foster ‘incremental innovations’ and both benefit employees’ working conditions and companies’ market position in some industries, whereas the institutional framework in LMEs would be geared towards ‘radical innovations’ and provide companies with competitive advantages in other industries (Hall/Soskice 2001). This functionalist and static view has been challenged early onwards, not least by the segmentation theory strand of literature and other approaches pointing to additional factors, such as the social reproduction system, that contribute to more diversity within national production systems (e.g. between the manufacturing and service sector) and also generate tensions and dynamics of change (e.g. Rubery 1994). In fact, as evidenced by a wide range of empirical studies on labour market segmentation, the workplace-based prerequisites for incremental innovation is potentially disappearing with the shift to more ‘exclusive employment systems’ (Gallie 2007), because an increasing share of employees are no longer covered by the protective institutions that used to characterize (parts of) CMEs. Furthermore, the increased exit options of capital owners have contributed to the erosion of ‘patient capital’ (Hancké 2013) and thereby additionally undermined the institutional foundations supporting a reconciliation of innovation dynamics and job quality. Whether this has also paved the way for the above mentioned spread of disruptive innovations and will inevitably lead to an adjustment of national institutional frameworks and business models to the corresponding, less inclusive employment model, or whether other interrelationships between innovation strategies, job quality and institutional settings are persisting or new ones emerging, is yet another question. The paper seeks to explore this question, drawing on the results of case study research and a synthesis report prepared for the EU financed QUINNE-project (www.quinne.eu ) that is studying the interlinkages between innovation and job quality across 8 industries and 7 European countries.

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http://www.quinne.eu/

Career paths, motherhood and the underrepresentation of women in Information Technology

Robyn Jelley (University of Manchester)

Abstract:

Women account for just 16-17% of the UK IT workforce, a proportion unchanged over the last decade (ONS 2016). Moreover, non-technical IT occupations are associated with a higher level of female representation; jobs which typically enjoy lower levels of pay and status than more technical occupations (Panteli et al. 2001, Partnership 2016).

This pattern of underrepresentation and occupational segregation has been widely attributed to women’s lack of interest in IT, evidenced by lower rates of IT education amongst young women, which limits their ability to access technical IT work (for example: Woodfield 2002, Cohoon and Aspray 2008, Woodfield 2012). However, this explanation fails to address the higher turnover rates for female IT workers that also contribute to underrepresentation (Wilson‐Kovacs et al. 2006).

Women still undertake the majority of the child caring responsibilities, and extant research has highlighted that these are often incompatible with the dominant working practices in the sector (Grey and Healy 2004, Blickenstaff 2006), leading to exclusion and marginalization for mothers. However careers are changing, with IT seen as the forefront for new ‘protean’ or boundaryless careers (Arthur and Rousseau 1996, Hall 1996). There is debate as to whether these changes may advantage or disadvantage women and mothers, but little empirical examination.

To address this gap, this paper draws on an original qualitative dataset comprising the career histories and experiences of work of 62 female and male IT workers, (both parents and non-parents) to identify what form their careers take, what barriers to career progression they experience and if, and how, these structural factors contribute to the underrepresentation of women.

Findings suggest that the enactment of new career forms is, in reality, much more limited than proposed in the theoretical literature, and the advantages conveyed for mothers overestimated. Rather the issues for mothers associated with traditional career structures and “ideal worker” norms are compounded by recent developments, creating new processes of exclusion and marginalisation for mothers, albeit in more nuanced and covert ways.

Clarification of these issues informs understanding of the impact of new careers forms, and can influence development of more effective tools to address gender imbalance not only in IT but across the professional occupations more generally.

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Austerity and equality bargaining: the case of UK local government

Mathew Johnson (AMBS) and Heather Wakefield (UNISON)

Abstract

Using a mixed methods design, this paper assesses the threat to gender equality in UK local government

arising from an ongoing period of fiscal austerity. It finds that although women workers overall have seen

some relative wage gains since 2010, this is largely a result of a rising national minimum wage and

stagnant wage growth elsewhere. Similarly, although local government does still offer opportunities for

women to progress in part-time roles, wage levels across the sector are low compared with education and

health, and women are still disproportionately segmented into low paying roles with limited career

prospects and job security. Interviews with key actors from across the sector highlight three main barriers

to improving the relative and absolute position of women. The first is the further hollowing out of

centralised collective bargaining as a result of heavy job losses and outsourcing. The second is the

restructuring of pay and conditions at local level which creates greater scope for adverse trade-offs and

potentially compromises the standardisation of the sector agreement. The third is restructuring of career

paths which means the outsourcing of low paid roles to the private sector, drastic downsizing within the

back office, and fewer supervisory and middle management roles to bridge the gap between entry level

and more senior positions (particularly on a part-time basis). Although austerity has certainly shifted the

balance away from equalities issues, increasing the representation of women in senior management and

political roles (beyond social care and HR) would help ensure that the interests of women are higher up

the agenda in negotiation and consultation, and would help challenge entrenched views about the ‘value’

of work in local government.

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IWPLMS 2017 Keynote talk

Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

Arne L. Kalleberg (University of North Carolina)

Abstract

Precarious work has emerged as a serious challenge and major concern in the contemporary world that has widespread consequences for many individual, family and social outcomes. Why has there been a rise in precarious work in rich democracies, with their high standards of living and privileged positions in the world economy? How and why do people experience precarious work differently in countries with dissimilar institutions and cultures? This talk addresses these questions by examining how social welfare protection and labor market institutions and policies shape the consequences of precarious work for job and economic insecurity, the transition to adulthood and family formation and subjective well-being by comparing six rich democracies representing diverse models of capitalism: Social Democratic nations (Denmark); coordinated market economies (Germany, Japan, Spain); and liberal market economies (the United Kingdom and United States).

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French Labour Markets, towards new segmentations?

Cathel Kornig, Nathalie Louit-Martinod, Philippe Méhaut

Aix Marseille University, Lest, Cnrs

Abstract

In 1978, M. Piore analyzing the French labour market put the emphasis on the fix term contracts and on the divide between big firms and SME’s. A lot of analyses have been developed since, focusing mainly on the employment status. In 2007, Gazier and Petit suggested a fourfold segmentation including an upper and a lower tier within the secondary segment, based on HRM practices. Today more and more data provide evidences of workers in very short spells of employment. The “churning” effect due to firms practices and may be to public policies (employment policies, but also evolution of the labour law)seems to design a new segment.

The paper is based on results from the “reducing precarious work” project. Defining and examining various gaps in reference to the SER (let say approximatively the second tier of the primary segment, crossing these gaps with data about mobility, risk of unemployment, allow us to propose a renewed segmentation which must also include self-employment. Changes of HRM policies inside the core firms –subcontracting, outsourcing- the growth of the tertiary sector could partly explain the new trends. However, one can wonder also if deregulation policies (less strong than in other EU countries, but a reality) matter. And since 2002, the labour law is evolving, as shown by the so-called “Elkomry Law” in mid-2016.

Shall we say that new kinds of opt-out clauses have been fostering the changes ?

As suggested by Gazier-Petit, could we define a “churning segment” as a part of the secondary labour market?

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Job search strategies and labour market outcomes of recent migrants from Central & Eastern Europe in EU15 member states*

Janine Leschke, Department of Business and Politics, Copenhagen Business School Silvana Weiss, School of Business, Economics and Social Sciences, Department of Human Resource Management, University of Graz

AbstractThis paper examines the impact of social networks on the qualitative labour market integration of recent EU migrants from Central and Eastern European member states (NMS13) to EU15 countries. Previous research points to both positive and negative impacts of social networks on migrant workers’ outcomes. Social networks can facilitate access to employers and information on the destination country’s labour market and thereby improve access to employment and working conditions of migrant workers. On the other hand, social networks can also contribute to locking migrant workers into sectors with high shares of migrant workers. The latter can lead to suboptimal working conditions including a skills-occupation mismatch (over-qualification) and lower wages. The impact might be particularly negative for recent migrants from NMS13 countries because they are comparatively high qualified. In contrast to most of current research, which is based on qualitative research, this paper makes use of the 2014 special module on migrants and their descendants of the European Labour Force Survey (EU-LFS). This dataset includes a subjective measure on over-qualification, information on how workers found their current job including the use of social networks as well as information on language competences and other hurdles preventing a person to have a job corresponding with their qualifications. Regression analyses show that recent NMS13 migrants more often found their current job through social networks than nationals did. At the same time, our findings indicate that when recent NMS13 migrants found their jobs through social networks it is more likely that they are over-qualified for the position and that they fall in a lower earnings class as compared to recent migrants who used other job search methods. Immigrant occupational and sectoral segmentation might partially explain this outcome. Furthermore, results vary between different welfare regimes and across individual and job characteristics of the NMS13 migrants.

*This research acknowledges the support of the H2020 RIA research project ENLIGHTEN - European Legitimacy in Governing through Hard Times: the role of European Networks. European Commission Project Number: 649456

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Trade union strategies against subcontracting processes: a comparative analysis in Argentina (2008-2016)

Julieta Longo, CEIL-CONICET y UNLP (Argentina)1

Mariana Fernández Massi, CEIL-CONICET y UNM (Argentina)2

Abstract

Since 2003, Argentina’s economic recovery has brought about significant changes in the labor market. The improvement of the job market was a key factor for the upsurge of the labor movement. In this context many studies argued that Argentina was a paradigmatic example of trade union revitalization strategies (Etchemendy & Collier, 2008) in a context in which there was consensus in the social sciences literature that labor movements were in a general and severe crisis (Silver, 2003).

These studies also showed two problems for the upsurge of the labor movement: fragmentation of the labor market and precariousness. In this sense, during the last decade, there was a rich debate around the continuities and ruptures in union practices, and the possibilities of trade unions to represent a more heterogeneous working world.

In this paper we change the focus of the analysis: we do not explore how fragmentation makes the collective organization of workers more difficult. Instead, we focus the analysis on the positions and practices of trade unions against subcontracting. The article suggests that although outsourcing tends to fragment the working class, it does not necessarily imply a weakening of the power of the trade unions. In fact, it shows that there are certain union strategies that can reverse it.

Taking the notion of “strategic power” (Womarck, 2007) and the concepts of “structural power” and “associational power” (Silver, 2005), we present a qualitative study of three labor conflicts that involved different trade union strategies against outsourcing: the case of the Railway Union (Unión Ferroviaria); the conflict between the Union of Workers in Commerce (Sindicato de Empleados de Comercio) and the Truck Drivers Union (Sindicato de Choferes de Camiones); and the conflict in the Bahia Blanca Petrochemical Pole that involved the Petrochemical Union (Sindicato de Trabajadores Químicos y Petroquímicos).

1 [email protected] [email protected]

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Trade union strategies for changing collective bargaining priorities in the UK during and after the Great Recession

Robert MacKenzie (Karlstad University), Danat Valizade, Hugh Cook and Chris Forde (University of Leeds)

Abstract

Since the onset of the economic crisis in 2008 trade unions across the developed capitalist world have experienced enormous economic and political pressures posed by restricted financial policies of employers, ongoing organisational restructuring and cutbacks on public spending (Stuart et al., 2015; Glassner et al., 2011). Such an environment was especially pronounced in liberal market economies, like the United Kingdom, where austerity measures were brought to the fore of the anti-crisis plan by the neo-liberal led government (Bessa et al., 2013). This has resulted in rises in job insecurity of employees and further erosion of the process of collective bargaining (Visser, 2013). There are, however, opportunities to account for and explore changing trade union strategies in response to the Great Recession and its aftermath, notably in relation to the dynamics of unions’ bargaining priorities and associated impact on relevant union outcomes.

This paper examines the transformations in trade union collective bargaining priorities in the UK. It considers priorities across the spectrum, from pay levels for all workers, pay increases, through to emerging concerns of union representation around organisational restructuring and the use of contingent labour. Findings were derived from an original survey of trade union workplace representatives across all regions of the Trades Union Congress (TUC) in England, revealing a clear-cut structure of collective bargaining priorities composed of primary and secondary dimensions, in line with a range of other studies. The survey shows substantial changes in this structure since the recession, with job security of employees becoming a part of primary priorities alongside organisational restructuring and employers’ use of contingent labour. Further analysis demonstrates that shifts in collective bargaining priorities contribute positively both towards trade union abilities to exert greater power in the workplace, and towards the perceived effectiveness of union activities.

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Norms of exchange, institutions and the Socio-Economics of labour markets3

David Marsden: [email protected]

Abstract

Socio-Economics stands at the intersection between Economics, Sociology, and other social sciences. Its primary tenet is that markets are social institutions created by human societies for the purposes of exchange and productive enterprise. This chapter aims to give theoretical and empirical substance to this proposition in the field of employment, and this encompasses both the allocative function of labour markets, and the productive function of employment relationships. There is a perpetual tension between these as the first tends towards treating labour services as commodities, whereas the team relationships of the latter militate against this. As Alfred Marshall maintained, the demand for labour is a derived demand, derived from its value in its different productive uses. As a result, relations of exchange and production interact continuously, and this is reflected in the institutions and norms governing workers’ economic activity. Yet the impersonal relations of market exchange often conflict with the social relations of team production. Adam Smith’s two great works, his Wealth of Nations (1776), and his Theory of Moral Sentiments (1759), reflect the tension between our thinking on markets and social ties, hence their treatment in two separate works. Nevertheless, he was acutely aware of the empirical connections between them. He was deeply pessimistic about the motivation of salaried managers in charge of joint stock companies, believing their ‘negligence and profusion’ would bring ruin. He was more confident about the future of family firms whose leaders were often motivated beyond their personal gain by providing a legacy for their offspring, that is those with whom the bonds of fellow-feeling, moral sentiments, were strongest.

The Economics Nobel Laureate Robert Solow captured the sentiment of many labour economists in the title of his 1990 lectures: ‘the labour market as a social institution’. The puzzle he addressed was why wages do not appear to behave like other prices, and fall in a recession. In particular, why do unemployed workers appear to follow a social norm that overrides their individual short-term interest, and refrain from undercutting the wages of those in employment? In similar vein, Truman Bewley (1999) reported the equally interesting finding that employers do not generally cut wages in a recession because of their concerns about employee ‘morale’. From a different perspective, many economic sociologists observe that such norms play a key role in markets. Arthur Stinchcombe (1986) argues that markets use norms of exchange ‘to see to it that [people] get want they want’ out of transactions. Mark Granovetter (1974, 1985) argues that markets are ‘embedded’ in social relations, such as those supporting job referrals, and Jens Beckert (2009) argues that the social and institutional foundations of markets facilitate the pursuit of economic activity. Behind these two approaches, one may distinguish a strong and a

3The author would like thank the editor and two reviewers for many helpful suggestions along the way, and also participants at the 2015 SASE conference for their comments and suggestions.

65


weak sense of ‘institutions’. This chapter argues for a synthesis, but with a special emphasis on the strong sense to answering ‘what do institutions do?’. It focuses on how they help to clarify expectations, share risks and provide voice.

Simply to argue that labour markets are social institutions is not very helpful. Instead, the chapter seeks to show how differently constituted institutions shape the strategies of workers and firms and their collective organisations. In common with the economic approach, it builds up from the micro-level, considering how the two fundamental types of exchange relationships, whether workers engage as employees or as self-employed independent contractors, and the growing number of the hybrid forms, respond to the needs of workers and firms, and also how they shape their respective strategies at both the individual and collective levels. It is grounded in the economic theory of competitive markets, as this provides the most developed theory we have of markets as self-regulating entities, but it will be argued that this is not sufficient. It spans both ‘external’ and ‘internal’ labour markets in the sense that employment relationships encompass what North (1990) describes as the ‘transaction’ and the ‘transformation’ components of employment, that is the allocative function of labour markets, the agreement of terms of exchange, and the ensuing productive collaboration. These range from spot contracts for simple and easily defined services to long-term collaborations with complex governance structures (Williamson, 1985).

66

Uncertainty and undecidability in the contemporary state in relation to labour relations in Spain

Miguel Martínez Lucio

The University of Manchester

[email protected]

Abstract

The role of the state in Spain since the 1970s has been complex and multifaceted, and has been configured by a range of factors, both structural and strategic. On the one hand, there is a narrative which is mindful of the very deep challenges facing the state, and the way the inefficiencies of the curiously and quite expansively industrialised Spanish economy under the Franco regime had to be transformed and renewed in the context of the industrial crisis of the 1970s and 1980s – and how a system of social dialogue had to be constructed in very politically challenging circumstances. Within this context, a form of social dialogue – that somewhat broad term – and political exchange emerged that was able to configure a relatively coordinated set of joint regulations and regulatory processes in terms of employment conditions. On the other hand, there is a view that social dialogue has been truncated and uneven. There is a belief though that the inclusion of a social voice at such a level has been uneven and rarely consistent. What is more, the 1980s are seen as a period when the opportunity for labour inclusion – and the development of a systematic counterpoint to the narrative and fetishizing of post-industrial narratives – could have created a more balanced and deeper system of social dialogue and change. Much has been bound up with the nature of the social democratic tradition in. The related problem is that, as Rubery’s work has consistently shown, the question of social reproduction, gender and equality remains a major challenge in the way we conceptualise the role of regulation and the way we provide broader narratives of the limitations of contemporary public policy and social partner actors regardless of their rhetoric of ‘inclusion’. The social democratic agenda of the 1980s and 1990s established a model of development and piecemeal accommodation to a neoliberal set of agendas which configured the general imbalances in terms of the state roles which later governments simply formalised. This mirrors features of the United Kingdom where social democratic policies were constrained – and often self-constraining – in terms of their commitment to alternative and progressive labour and industrial policy.

67

Employers as architects of inequalities in careers: A comparative analysis of employment

contexts in education and Finance and Insurance industries in Malawi

Tiyesere Mecry Chikapa (Doctoral Researcher), University of Manchester

[email protected]/[email protected]

Abstract

Employers are important players in maintaining or reducing inequalities in modern workplaces.

This paper is a comparative analysis of the employment context in teaching, financial and

insurance industries in Malawi in order to examine the extent to which different employment

contexts result in inequalities between men and women. It specifically focuses on how

recruitment, selection and promotion processes and practices in these different employment

contexts may work towards maintaining ethnic, class and different types of gender inequalities in

Malawi.

The paper utilises Crenshaw (1989)’s intersectionality theory to explore the possibility that

different employment contexts can in fact result in different types of inequalities. Applying an

intersectional lens to the discourse on inequalities will encourage an understanding that the

inequalities in the studied industries may have been a product of various oppressing factors

working together. Thus by adopting an “intersectionally-sensitive’ approach to the analysis of

inequalities in the studied organisations, I argue that the identified inequalities may have been as

a result of the combined effect of gender, ethnicity and class which have different effects on

different groups of men and women. Moreover, through this approach, I will attempt to show

that the gender inequalities may not be experienced similarly by different groups of women.

Rather gender differences may be experienced differently by different groups of men and women

in the studied industries depending on their social class, ethnicity, age, marital status, life course,

family responsibilities and whether one is based in rural or urban areas among others. Thus these

factors may intersect with gender and produce different types of inequalities among different

groups of women and men.

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mailto:[email protected]/[email protected]

Youth trajectories in the Labour Market in France : do all roads lead to the Norm ?

Shaping labour market segmentation through the pathways of a seven years’ cohort

Nathalie Moncel, Région Provence Alpes Côte D’azur [email protected]

Virginie Mora, Cereq [email protected]

Abstract

Shaping labour market segmentation through the pathways of a seven years’ cohort.Since the mid-70’s and first public schemes to fight youth unemployment in France, several authors have considered that the school to work transition is getting longer because of selective processes of recruitment that promote experienced workers against new comers. It could be argued that the youth transition is limited to a specific labour market category, and that new cohorts are getting stabilized over time in long term employment forms (CDI - contrat à durée indeterminé). As it currently admits “youth is a word”, and young people progressively join the employment norm. However, regarding growing inequalities in employment in France, attention should be payed to the multiple dimensions of employment forms in order to provide an accurate picture of how youth employment evolves over time. The hypothesis is that youth entry into the labour market also contributes to widespread new forms of employment i.e. re-enforcing differentiation amongst labour market segments.

Using panel data about youth cohort in France from 1998 to 2005, the analysis displays results about five types of trajectories that are characterized in relation to the dominant forms of employment across the French labour market. In addition to the traditional opposition between stable versus unstable pathways, it appears that young people experiment on the long term segmented employment trajectories in relation both to individual characteristics (qualification level, gender, cultural origin) and to employment conditions (industries and professions).

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Including migrant and precarious workers in the care sectors. Comparing union strategies and labour market outcomes in the UK and the Netherlands

Stefania Marino, University of Manchester

Abstract

This paper provides an UK-the Netherlands comparison of union inclusive strategies towards migrant and precarious workers. It combines insights from the literatures on labour market segmentation and trade union (revitalization) strategies, building on attempts already made in this respect (Benassi and Dorigatti, 2015, Pulignano et al., 2015).

In relation to the first strand, it has been argued that the availability of migrant labour allows employers to offer low pay and working conditions in labour intensive segments, thus contributing to labour market segmentation (Anderson and Ruhs, 2010). This literature has also considered segmentation as the result of a bargaining process between capital and labour and thus dependent on their respective power (Grimshaw and Rubery, 1998). The second strand has documented an increasingly inclusive attitude towards precarious and migrant workers in recent decades while also stressing the relevance of union related variables, including institutional embeddedness and identity, in shaping union strategies (Marino, 2012).

This paper draws on these arguments to compare the union strategies and regulatory outcomes towards migrant and precarious workers in the care sector in two countries characterized by differences in institutional contexts and trade unions’ power and identities. It relies on qualitative data consisting of semi-structured interviews and analyses of union documents related to the largest union confederations, the TUC in the UK and the FNV in the Netherlands.

The paper explores the extent to which flexibilization and precarity in labour intensive sectors constitute an explanation for inclusive trade union strategies towards migrant workers – increasingly as an attempt to promote regulation for all and affirming union presence and role in these sectors. Furthermore, the paper analyses the impact of trade union power, in particular as related to institutional embeddedness, on the extent to which these inclusive strategies result in regulatory outcomes.

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The wage penalty for motherhood and discrimination: evidence frompanel data and a survey experiment for Switzerland

Daniel Oesch1,2 , Patrick McDonald1,2 * & Oliver Lipps31 Life Course and Inequality Research Centre LINES, University of Lausanne2 Swiss National Centre of Competence in Research LIVES, University of Lausanne3 Swiss Centre of Expertise in the Social Sciences FORS, Lausanne* Corresponding author: [email protected]

Abstract

Survey-based research finds a sizeable wage gap between mothers and non-mothers in most affluent countries. The source of this wage gap is unclear. It can stem either from the unobserved effects of motherhood on productivity – or from employer discrimination against working mothers. This paper opens the black box of the motherhood wage gap by directly measuring discrimination in Switzerland. We do so by combining two methods. First, we use two longitudinal surveys and fixed-effects regressions to establish the size of the wage residual for motherhood. We find an unexplained wage penalty per child that ranges from 4 to 8 percent, the first child being less consequential than the second and third. Second, test wage discrimination directly by carrying out a factorial survey experiment, a method also known as vignette study.We show the résumés (vignettes) of fictional job candidates to a sample of 400 HR managers and ask them to indicate the wage that seems adequate for these candidates. By randomly varying a set of dimensions for each vignette (such as gender, education, age, nationality, children), we are able to identify if – and how – the presence of children affects the wages that recruiters assign to candidates. We find that our sample of HR managers assigns wages that are 2 to 3 percent lower to female HR assistants with children as compared to HR assistants without children – although the two groups are otherwise strictly identical. Consistent with statistical discrimination, the wage penalty is larger for younger mothers, increasing to 6 percent for ages 40 and less. Interestingly, the penalty disappears for mothers applying for a low-skilled bluecollar occupation. Our experiment throws doubt on the assumption that the wage penalty found in the panel surveys is solely driven by work productivity.

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Employers as architects of inequalities: drawing country patterns for Great-Britain and France

Héloïse Petit (Clersé, Université Lille 1-CNRS and CEET)

Abstract

The approaches that firms take towards tenure, skill development and pay are some of the most central elements of its employment system and go some considerable way towards determining the shape of employees’ careers. Can the employee expect a long-term employment relationship, with opportunities given for training, promotion and career progression within the firm? Firm take different approaches to these questions, influenced in some part by the specific types of product and labour markets in which they operate but also by their institutional settings.

In a previous article, we examined with John Forth and Zinaida Salibekyan (Forth, Petit, Salibekyan, 2016) the nature of firms’ employment systems in Britain and France. We took advantage of two existing surveys: the British Workplace Employment Relations Surveys and the French Enquête Relations Professionnelles et Négociations d’Entreprises. These are national surveys of establishments and their employees, carried out at very similar times on the basis of very similar methodologies. They provide us with similar and rich information on the two countries’ workplaces.

We adopted a definition of internal labour market firms (ILM) as those seeking to encourage employees to further their careers within them. Empirically, we identity workplaces with an “ILM ortientation” as those characterised, at the same time, by high levels of job tenure and the payment of relatively high wages. Our data indicate that ILM orientation is considerably more widespread among private sector workplaces in France than is the case in Britain. We also found the profile of workplaces with an ILM orientation in France is more specific than is the case in Britain.

Focusing on labour flow information and worker characteristics I propose to further explore the consequences of these firm profiles on labour market segmentation patterns, at the country level. Doing so, I will question how firm strategies map worker inequalities in the labour market.

Keywords: employment relations, internal labour markets, workplace survey.

Reference:

Forth J., Petit H. and Salibekyan Z., 2016, “Tenure, Skill Development, and Pay: The Role of Internal Labour Markets”, in Amossé T., Bryson A., Forth J. et Petit H. (eds.), 2016, Comparative Workplace Employment Relations : An Analysis of Practices in Britain and France, Palgrave.

72

How stable are permanent contracts in Spain?

Fernando Pinto Hernández, University of Salamanca, SpainAbstract

One of the concerning issues for economists is measure stability of contracts referring as core variable the duration. Many labour economics studies are focused on explaining what are the effect of personal and political changes on the entry into the labour market. However, this article analyses the opposite phenomenon studying previously the evolution of the contract duration and finishing with the explanation of effects that determine why employees with a permanent contract causing time off work. The study proposed here draws on the analysis of the “Continuous Work History Sample, 2015” (MCVL, 2015). This sample, conducted by the Spanish Social Security Institute, contains information about one million of individuals in terms of changes registered along their working life. This article unfolds in two separate parts. The first one is focused on evaluate the evolution of working time using duration as reference and dividing the periods of study allude to the different regulations and policies established during the last fifteen years. This exploratory constitutes the previous step for the second part of the paper, which aims to establish a possible causal relationship between the labour regulation reform carried out by the Spanish government in 2012 and the survival of permanent contracts. To do so, I would employ survival analysis techniques. For instance, the non-parametric analysis of Kaplan-Meier accompanied by the parametric models such as the Cox regression one. Finally, a probabilistic analysis will be elaborated applying probit models for each previously distinguished period to determine the effect of personal features, such as sex or age, on the probability to be or not employed with an open-ended contract. This final approach specifies the level of stability of permanent employees depending on personal and political aspects.

73

Production, social reproduction and mobility nexus in uneven and combined EuropeDr Ania PlomienLondon School of EconomicsDr Gregory SchwartzUniversity of Bristol

AbstractThis paper draws attention to how migration and labour mobility regimes in the care, food and housing construction sectors constitute the gendered political economy of uneven and combined European capitalism. While it has been noted that the EU has become an economically integrated (but highly differentiated and unequal) space, the processes and mechanisms that construct and reproduce these inequalities are not fully understood. Faced with the crisis of production in Europe, the EU and its individual member states have responded through restructuring and expansion to defer capital’s crisis tendencies. Technological change, the compression of wages within national economies, and shifting production to regions with lower labour cost have been among the key solutions. Yet, capital’s efforts to resolve its inherent contradictions have exacerbated the concomitant, and intrinsically related, needs of social reproduction. The character of social reproduction, however, gives rise to different sets of crisis responses. Given the spatial rootedness and the limits of technological change and wage disparities in care provision, food production and housing construction, the migration of labour represents the main remedy for the dual crisis of production and reproduction. By interrogating the interconnected mobilities of labour between Poland, Ukraine and the UK this paper illuminates how the uneven European space of production and social reproduction is re/constituted. Our analysis points to the role of encroaching commodification, marketization, and privatisation in modifying, but not transforming, existing inequalities. Differences in labour market status, gender, and citizenship, used by capital to solve problems, do not (and cannot) provide a long terms solution to its crises. In fact, they exacerbate the crises tendencies.

74

Agency and agencies: the role of intermediaries in young people’s transitions into employment

Kate Purcell & Arlene Robertson, IER Warwick; Phil Mizen, Sociology, Aston University; Charikleia Tzanakou, Politics and international Relations, University of Warwick.

Abstract

This paper draws on data from interviews with two comparable samples of young people who entered the labour market in the wake of the 2008-9 recession: graduates who completed degrees in 2009/10 and were Midlands domiciled before entering higher education, studied in the Midlands or were working in the Midlands in 2011/12, and Midlands 16-22 year olds who made the transition directly from secondary education or FE colleges to employment around the same time. In investigating the impact of paid and unpaid work experience, it became clear that a range of labour market intermediaries had played important roles in labour market entry and early career experiences, with very different implications for young people in relation to their educational qualifications and socio-economic backgrounds. We explore the implications for young people and for policymakers.

75

Labor Market Segmentation in the United States After the ‘Great Recession’

Sam Rosenberg, Roosevelt University

Abstract

The ‘Great Recession’ was the longest and deepest economic downturn in the United States in the post-World War II period with extensive unemployment and very high levels of long-term unemployment. While the economy has recovered, employer strategy regarding the location and organization of work and production together with technological change, globalization and long-term structural forces resulted, to some degree, in new patterns of labor market segmentation amidst growing worker insecurity and increased inequalities in earnings, working hours and longer-term career prospects.

Widening earnings inequality may be due to growing pay inequality between organizations rather than within organizations implying changing patterns of labor market segmentation. Many full-time workers work long and, perhaps, excessive work hours. Non-standard and contingent employment have become more prevalent. The working hours of many working in these positions are short (or less than desired), irregular and precarious. Given the gender distribution of employment, the growth of contingent and non-standard employment points to gender inequality and the inability of some families to work enough hours, given pay levels, to achieve an adequate standard of living. Both excessively long work hours and irregular, precarious work impact work-family balance.

Unions and their allies have pushed back against duality and precarity with some success in raising minimum wages in states and localities. The Obama administration’s labor and social policies were steps toward creating more inclusive labor markets for all. At the state and local levels, some states and localities implemented more progressive policies than the Obama administration while other states passed laws that weakened unions in the public and private sectors. The Trump administration’s labor and social policies, while still being formulated, will likely strengthen the tendencies toward dualism and precarity.

76

Job Quality and Workplace Adjustments during the Crisis: Evidence from French linked employer-employee data

Zinaida Salibekyan CNAM, CEET, LIRSA, Aix Marseille Univ, CNRS, LEST [email protected]

AbstractDrawing on unique French cross-sectional linked employer-employee data (REPONSE 2005-2011), this paper examines the impact of workplace adjustment practices on four dimensions of job quality: wages, hours, intensity and insecurity in two different contexts: one in a rather favourable economic situation in 2005 and the other during the recession in 2011. The paper focuses on two adjustment practices that are likely to influence job quality in the context of recession: change in the volume of business activity and change in employment. Overall, hourly wages are 2% higher in 2011 than in 2005. Overtime work and higher work intensity are more prevalent during the recession than in the pre-crisis context. The perception of job insecurity is lower in 2011 than in 2005 showing a ‘survivor syndrome’. While comparing the impact of the decrease in business activity on job quality during the crisis and in the pre-crisis periods, perceptions of work intensity and job insecurity are higher during the recession. Most frequently, employment adjustment was not accompanied with the wage adjustment policies but it contributed to overtime work, higher perceptions of work intensity and job insecurity during the recession. Industry level analyses confirmed that employers prioritized external flexibility policies, and this was strongly noticed both in wholesale and retail and in the service sectors. Keywords: job quality, workplace adjustment, crisis, France, linked employer-employee data

77

Gig Workers and the Psychological Contract: understanding employer-‘employee’ obligations in a precarious world.

Genevieve Shanahan and Mark Smith (Grenoble Ecole de Management)

AbstractThe phenomenon of “gig work” has been the subject of increasing coverage and while precarious work is not new, the use of technology to match workers to discreet tasks has allowed for a further shift of risk onto workers. A defining feature of gig workers is that they are treated as self-employed contractors – they are paid piecemeal for tasks completed and do not enjoy the rights and benefits of employees. Yet protests and legal cases suggest that this definition is contested.

Central to this tension is what obligations firms and workers have towards one another. We suggest that the psychological contract is a useful lens through which to explore these explicit and implicit expectations between workers and employers. Existing research on psychological contracts has already analysed the self-employed (e.g. Wilkens and Nermerich, 2011), temporary and contingent workers (e.g. Cuyper and Witte, 2006) and generation divides (Lub et al., 2012) – thus gig work may be an extreme, and instructive, case. Indeed the literature has already noted a trend towards less extensive, more transactional psychological contracts related to the decline of job security (e.g. Blickle and Witzki, 2008). While gig economy firms may emphasise the transactional aspects of their psychological contracts much of the gig economy involves service work, which also requires aspects of a relational psychological contract (Brown and Korczynsk, 2010) as well as relationships with end users (Korczynski et al., 2000).

In this paper we explore the relevance of psychological contracts to ‘employer’-worker relationships in the gig economy. We draw upon secondary sources on protests and campaigns to understand some of the tensions in this relationship and our own exploratory semi-structured interviews.

78

Finding a job after precarious labour market experience. A cross-country factorial survey experiment with recruiters in Bulgaria, Greece, Norway and Switzerland

Lulu P. Shi, University of Basel (presenting)Rumiana Stoilova, Bulgarian Academy of SciencesDimitris Parsanoglou, Panteion University of Social and Political ScienceChrister Hyggen, Oslo and Akerhus University college of Applied Sciences

AbstractPrecarious job experience such as unemployment or work experience in unqualified jobs can signal low abilities in the employers’ eyes and impede individuals’ employment chances. In this study we aim to understand how scarring effects of precarious job experience vary across countries. We presented fictive CV integrated in an online survey to 1’920 respondents recruiting for real jobs in mechanics, finance, nursing, catering and ICT in Bulgaria, Greece, Norway and Switzerland. We varied education and (un-)employment patterns within the CV according to a D-efficient experimental design.Using multilevel models, we find that unemployment scarring is the strongest in Norway followed by Switzerland and is weaker in Bulgaria and Greece. Further, scarring effects are moderated by applicants’ education attainment: Averaged over all countries, the upper secondary degree holders are affected the most by scarring caused by unemployment and the tertiary degree holders experience the least detrimental effects. Overall, unemployment is penalised the most by employers hiring for ICT jobs and the least by recruiters in finance.The moderating effects of education and occupational specific differences vary across countries. Furthermore, work experience in unqualified call centre jobs is found to decrease applicants’ chances to be considerate for the advertised skilled positions notably more than experienced unemployment in all countries. We analyse these findings along the dimensions national economy/youth unemployment rate, employment regulations and school-to-work transition systems, arguing that these country specific settings strongly shape recruiter’s perception of individual’s precarious job experience, which in turn influence their hiring decisions. Our findings about the more disadvantageous effects caused by job experience in unqualified jobs compared to unemployment experience contribute to debates on unemployment policies in European youth labour markets. They suggest that unemployment measures aiming at quick labour market reintegration without consideration of job quality may not be a sustainable solution.

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Job quality asymmetries among Central American countries: an analysis from institutions and human development

Magdalena Soffia

(PhD © Sociology, University of Cambridge, [email protected])

AbstractThe academic community has proposed innovative methodologies to measure job quality from a multidimensional perspective of human development – the capability approach. Yet, these methodologies have not been tested in developing countries, fundamentally due to lack of data. Focusing on six countries of the Central American isthmus, this research aims at addressing a two-fold question: are there significant inequalities across Central American countries in terms of job quality, when measured from a multidimensional perspective? If so, what role do labour institutions play in creating those disparities?

The study was carried out using a mixed methods approach. First, based on Green and Mostafa’s set of synthetic job quality indices and the First Central American Survey on Working Conditions and Health conducted in 2011 (n=12,024), I first compute cross-country rankings for six job features, accounting for industrial composition: earnings, autonomy, intensity, social environment, physical environment, and working time quality. Next, considering the important role that institutions play in creating and expanding capabilities, I analyse the above rankings in light of four institutional aspects: (1) endorsement of international standards and corporate codes of conduct; (2) national legislative frameworks; (3) workplace inspection and (4) trade unionism. I draw on the qualitative data gathered from a documentary analysis and semi-structured interviews with representatives from government, employers and workers, conducted in 2016.

Findings suggest that there is considerable variation in job quality across Central American countries in terms of both earnings and intrinsic job features, with Costa Rica and Panama usually ranking at the top, while Honduras and El Salvador are at the bottom. The evidence indicates that the observed job quality rankings match the asymmetries in institutional capacity to great extent. These results reveal an objective panorama of the quality of jobs in Central America, but more importantly, they help to validate new indicators of job quality for global comparisons.

Key words: job quality, human development, labour institutions, Central America.

80

Privileges and penalties: an analysis of inclusion and exclusion of women and BAME solicitors careers in the legal labour market in England and Wales

Jennifer Tomlinson, Danat Valizade, Sundeep Aulakh, Andrew Charlwood, University of Leeds

Daniel Muzio, University of Newcastle

Abstract

Unequal opportunity structures in the legal labour market and in particular gendered and ethnically oriented patterns of inclusion and exclusion in careers remain a pressing concern for the profession and its regulators. Numerous studies including one commissioned by the LSB (Sommerlad et al 2010) illuminating the processes and mechanisms through which privilege and disadvantage (“penalties”) occur and how barriers to progression manifest (Tomlinson et al 2013). Undoubtedly, the combination of quantitative and qualitative data provides important insights into the make-up of the legal workforce and why some groups continue to experience barriers to progression, or experience different types of career trajectory, which are more or less prestigious. However, more complex analyses are required. Commissioned by the Solicitors Regulation Authority, this study seeks to better understand the diversity characteristics and career profiles of solicitors in England and Wales. Based on SRA records for all 200,000+ practicing solicitors in England and Wales, we ask:

1. How has the legal profession changed in terms of the diversity characteristics of practicing solicitors; are there increasing numbers with social characteristics associated with privilege or penalties/disadvantage?

2. How do social characteristics associated with social privilege and penalty/disadvantage affect careers progression in the legal profession?

This paper will focus on the both questions, focussing in particular on the intersection of gender and ethnicity. We utilise determinants of career progression (progression to partnership; area of law; location of practice (London/regional) and employ Latent Class Analysis to draw statistically distinct career trajectories in the legal profession. We identify 4 classes and analyse these types of career in terms of gender and ethnic composition by successive cohorts of solicitors.

81

Social mobility, inequity and labour segregation in Chile: The role of organisations and human resource management

Sebastian Ugarte and Pedro Leiva (University of Chile)

Abstract

In Chile, the promise of social mobility is many times restrained due to the strong domination of elite groups in the labour market. For instance, the social class has a greater influence on wage levels than the academic performance, race or gender (Nuñez y Gutiérrez, 2004). Authors have claimed that inequity (or lack of social mobility) is nurtured in organisations given the role of the employer in wage-setting, staffing and career development processes (Rubery, 2007; Stainback, Tomaskovic-Devey and Skaggs, 2010).

The objective of this research is to assess the extent that HRM practices implemented in Chile incorporate people’s merit or other non-merit attributes such as demographic information, social class, home address among others, as key criteria in decision-making processes affecting to people’s progress, and evaluate the moderating effect of HRM practices in labour segregation and social mobility within the sample group. The sample population are business graduates of a highly reputed public University, whose academic performance records, entry exam grades, among other important information are available for the research team. The method of analysis of the first study is quantitative, starting with the validation of three questionnaires as well as key variables in a sub-sample of 351 respondents. Later, the impact of HRM practices and the relationship between merits (and non-merits) and career/pay progress will be assessed in a new random sample of at least 500 graduates. Additionally, experiments will be conducted with a sub-sample of 200 graduates’ supervisors, to assess biases in the valuation of merits (or non-merits) in staffing decision-making processes. Finally, a second mix-methods in-depth study will be conducted in four large Chilean organisations.

References

Nuñez, J., & Gutierrez, R. (2004). Class discrimination and meritocracy in the labor market: evidence from Chile. Estudios de Economía, 31, 113-132.

Rubery, J. (2007). Developing segmentation theory: a thirty years perspective. Économies et sociétés, 41(6), 941-964.

Stainback, K., Tomaskovic-Devey, D., & Skaggs, S. (2010). Organizational approaches to inequality: Inertia, relative power, and environments. Sociology, 36, 225-247. doi: 10.1146/annurev-soc-070308-120014

82

Returning part-time – impacts of the intersection of changing labour markets and social policies on Australian mothers

Gillian Whitehouse (University of Queensland) & Belinda Hewitt (University of Melbourne)

Abstract

The situation for women returning to work part-time after the birth of a child reflects an overarching tension between increasing risks of dualism and precarity in the context of widening labour market inequalities and potentially improved protections through social policies such as job-protected parental leave and working-time flexibility entitlements. This paper explores how such tensions are playing out in Australia, where recently introduced social provisions are shaping parents’ employment choices in the context of an already strong ‘maternal part-time’ work/care regime.

We begin with a comparison of part-time work in selected OECD countries, focusing in particular on maternal uptake and identifying contrasting patterns in the prevalence and status of part-time work. Australia is shown to be distinctive in terms of its combination of very high levels of maternal part-time employment with relatively modest part-time pay penalties (indeed premiums in some analyses). Recent changes in this backdrop and social policy developments frame our detailed examination of the experiences of mothers returning to work part-time in Australia.

A combination of longitudinal survey data and interview texts is used to assess the impact of Australian mothers’ working-time transitions: this includes the Millennium Mums longitudinal survey (involving five survey waves conducted between 2012 and 2015, based on an initial sample of 4,201 mothers who gave birth to a child in late 2011), and 97 in-depth interviews conducted after the introduction of a national paid parental leave scheme in 2011. We identify high rates of transition to part-time work and widespread retention of this working-time status during preschool years. While aspects of this scenario appear benign, with limited occupational downgrading and the absence of hourly pay penalties in the short term, detailed analysis uncovers negative consequences for career prospects even in situations of job continuity, underlining complexities for policy design.

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List of delegates (A-Z)

First Name Last Name AffiliationNurjk Agloni University of CambridgePhil Almond University of LoughboroughDominique Anxo Linnaeus School of Business and EconomicsEileen Appelbaum Centre of Economic Policy ResearchMarian Baird The University of SydneyJosep Banyuls University of ValenciaStephanie Barrientos University of ManchesterRosemary Batt Cornell UniversityWike Been University of AmsterdamChiara Benassi King's College LondonMike Best The University of Massachusetts LowellFrancesca Bettio University of SienaHuw Beynon University of CardiffMireia Bolibar Pompeu Fabra UniversityGerhard Bosch University Duisburg-EssenWilliam Brown University of CambridgeBrendan Burchell University of CambridgeJohn Burgess RMITIain Campbell University of MelbourneMarilyn CarrollCatherine Cassell University of BirminghamSara Chaudhry University of Edinburgh Business SchoolTiysere Chikapa University of ManchesterFang Lee Cooke Monash UniversityPierre Courtioux EDHEC Business SchoolSimon Deakin University of CambridgeNadja Dörflinger KU Leuven - CeSOTony Dundon University of ManchesterJill EarnshawLindsay Endell University of ManchesterChristine Erhel CNAM-CEETAnne Eydoux CEET, Lise-CNRSColette Fagan University of ManchesterAlan Felstead Cardiff UniversityMariana Fernández Massi CEIL-CONICET y UNMHugo Figueiredo University of AveiroJörg Flecker University of ViennaMarianne Furrer International Labour OrganizationPeter Gahan The University of Melbourne

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Jean GardinerVanessa Gash City - University of LondonPilar González Faculty of Economics - University of PortoDamian Grimshaw University of ManchesterIrena Grugulis University of Leeds

MathildeGuergoat-Lariviere CNAM - LIRSA- CEET

Deborah Hann Cardiff Business SchoolGail Hebson University of ManchesterEdmund Heery Cardiff UniversityDebra Howcroft University of ManchesterJane Humphries Oxford UniversityCristina Inversi University of ManchesterKaren Jaehrling University of Duisburg-EssenRobyn Jelley University of ManchesterMathew Johnson University of ManchesterThorsten Kalina IAQ Uni Duisberg - EssenArne Kalleberg University of North CarolinaArjan Keizer University of ManchesterFrancis Kyong Yong Yoon Free University of BerlinSangheon Lee ILOSteffen Lehndorff University of DuisbergJanine Leschke Copenhagen Business SchoolMarti Lopez University of LeicesterSue Maguire University of BathLorraine MarchingtonMick MarchingtonStefania Marino University of ManchesterDavid Marsden London School of EconomicsMiguel Martinez-Lucio University of ManchesterFiras Masri University of ManchesterKen Mayhew University of OxfordAnne McBride University of ManchesterPatrick McDonald LINES/LIVES - University of LausannePhillipe Mehaut Aix Marseille UniversityNathalie Moncel Region Provence Alpes Cote d’AzurFrancine Morris University of SalfordEmily Murphy University of OxfordStephen Mustchin University of ManchesterMary O'BrienJackie O'Reilly University of BrightonHéloise Petit Clerse, Lille1 University- CNRS, CEETAgnieszka Piasna ETUI

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Fernando Pinto Hernandez University of SalamancaValeria Pulignano KU Leuven - CeSOAnthony Rafferty University of ManchesterUma Rani International Labour OrganizationAlbert Recio Autonomous University of BarcelonaArlene Robertson University of WarwickGerry RodgersJanine RodgersJenny Rodriguez University of ManchesterSamuel Rosenberg Roosevelt UniversityJill Rubery University of ManchesterZinaida Salibekyan CNAM, CEET, LIRSA, Aix Marseille University, CNRS, LestNúria Sánchez-Mira Autonomous University of BarcelonaGenevieve Shanahan Grenoble Ecole de ManagementLulu (Penghui) Shi University of BaselAnnamaria Simonazzi Sapienza University of RomeMark Smith Grenoble Ecole de ManagementMagdalena Soffia University of CambridgeHelen SpekeMark Stuart University of LeedsVildan Tasli University of ManchesterIsabel Tavora University of ManchesterNina Teasdale University of ManchesterJennifer Tomlinson University of LeedsDaniel Troy University of ManchesterSebastian Ugarte University of ChileDanat Valizade University of LeedsPaola Villa University of TrentoMora Virginie CEREQHeather Wakefield UNISONKevin Ward University of ManchesterChloe Watts University of ManchesterSilvana Weiss University of GrazGillian Whitehouse University of QueenslandBarbara WhitleyRichard Whitley University of ManchesterSheila WildJoanna Wilson University of ManchesterAndrew Wilson

Museum of Science and IndustryLiverpool Road

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Manchester, M3 4FPPhone: 0161 832 2244 (lines open 10:00-17:00 daily)

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