The Centre for Research in Equality and Diversity (CRED) at Queen Mary, University of London, was established in 2005 and is a prominent international research centre at the leading edge of equality and diversity research.
CRED is committed to critical scholarship in researching equality and diversity and seeks to be guided by principles of social justice and inclusivity. In the contemporary political and economic context, research on equality, inequalities and diversity is vital to advance theoretical understanding and to appraise the impact of contemporary public policies internationally and nationally, and both at the level of the organization and the individual.
CRED’s research is interdisciplinary and draws on sociological, economic, industrial relations, psychological and subaltern studies to explore key debates and conceptual developments such as intersectionality, the value of capitals (social, cultural and economic), (global) diversity management, the contested nature of career concepts, the role of legislation and social movements in challenging inequalities. Specific research topics include inequalities and discrimination on the basis of gender, sexuality, gender identity, social class, disability and ethnicity; employment relations policies and practices; labour market and sectoral studies; subaltern knowledge; migration; career studies and organisational aspects of equality and diversity.
CRED’s research is international and comparative with completed projects on both developed and developing countries/regions: e.g. China, Germany, France, Nigeria, Norway, Pakistan, Romania, Sri Lanka, South Africa, Taiwan, Turkey, UK, US, Latin America, Middle East, and South Asia. CRED researchers have built strong links with international universities and institutions.
For further information, please contact the Co-Directors of CRED Patrizia Kokot-Blamey and Tessa Wright by emailing firstname.lastname@example.org
Co-director of CRED and Lecturer in Organisation Studies
Patrizia’s research interests are in gender at work. In her current research, she seeks to better understand the experiences of women undergoing IVF while working. Her broader research interests focus on motherhood, breastfeeding and women’s bodies at work. She has a particular interest in the accounting profession, comparatively and historically, and women’s careers in Professional Service Firms (PSFs). Her past research focused on the careers of women who made partnership in PSFs in Germany and the United Kingdom and to examine the challenges women experiences on the way to partnership from a feminist perspective.
Co-director of CRED and Professor of Employment Relations
Tessa's research focuses on equality and discrimination at work, covering gender, sexuality and intersectionality, with a particular interest in male-dominated occupations. Before entering academia, Tessa worked for many years as a researcher and writer for the trade union movement, which shaped her interests in strategies for advancing equality at work, including in trade unions and through public procurement. She is joint editor of the Gower Handbook of Discrimination at Work (2011) and author of Gender and sexuality in male-dominated occupations: women workers in construction and transport (2016), published by Palgrave Macmillan.
Head of Department, People & Organisations and Senior Lecturer in Organisational Behaviour
Andromachi Athanasopoulou is the Head of the People & Organisations department and Senior Lecturer in Organisational Behaviour at the School of Business and Management. She is also Associate Fellow, Executive Education at the Saïd Business School, University of Oxford and Visiting Associate Professor in Organisational Behaviour at the London Business School. Her areas of expertise are leadership (including gender and leadership and CEO studies), corporate social responsibility and ethics. Andromachi has published peer-reviewed academic papers in these fields and a book on executive coaching for the Oxford University Press. She is an editorial board member at the Journal of Change Management. Andromachi previously held appointments as a research fellow at the Edmond J. Safra Center for Ethics at Harvard University and at the University of Oxford. She has an MBA, MSc and DPhil in Management from the Saïd Business School, University of Oxford.
Reader in Economics
Sanghamitra Bandyopadhyay specialises in the economics of growth and development, measurement of inequality, poverty and mobility and applied econometrics, with a specific focus on Asia and Africa. Her theoretical work has dealt with measurement issues in income convergence and mobility, and applied work deals with institutional barriers to economic development. She has held previous academic appointments at the University of Oxford, University of Birmingham and the London School of Economics and was Visiting Professor/Fellow at the Toulouse School of Economics and Cornell University. She holds a PhD from the London School of Economics and is currently the guest editor for Research on Economic Inequality.
Professor of Organisational Psychology
Rob Briner is Professor of Organizational Psychology in the School of Business and Management. He conducts research into several areas of organizational psychology and HR such as work and well-being, the psychological contract, work-nonwork relationships and ethnicity. In addition, he is very active in developing evidence-based practice in management, HR and organizational psychology.
Senior Lecturer in Accounting
Ishani Chandrasekara's research interests are in the field of Critical Accounting and Finance with a particular focus on the presence of a feminine narrative in response to the phallocentric culture that has defined women's subjectivity in the Western philosophy of management. Her doctoral research investigates subaltern knowledge of finance and accounting. In particular, she is interested in the way women in Sri Lanka, in local organisations, develop alternative understandings of finance and accounting, and how both international finance, and large NGOs' seek to convert these women into globalised financial subjects by disregarding this subaltern knowledge. At present Ishani works with the Centre for Women’s Research on the impact of austerity measures on locally based women organisations in Sri Lanka.
Professor of Organisation Studies
Nelarine Cornelius holds research interests in equality, diversity and inclusion in the UK and emerging, fragile economies, and international comparisons of policy and practices. Much of her work employs Sen’s capabilities approach in organisations and for community development. Current projects include the emergence of EDI practices in Pakistan and Nigeria; diversity practices and senior management progression in FTSE 250 companies, the role of social organisations in addressing EDI and theoretical critique of diversity practices and EDI policy and practice in public sector organisations. Her work in this area has been funded by HEIF, CIPD, British Academy, British Academy of Management and ESRC. She is also a member of the diversity impact working group for the Chartered Association of Business Schools, and has advised on EDI policy and practice to many public, private and social sector organisations.
Senior Lecturer in Corporate Social Responsibility/Business Ethics
Sadhvi Dar holds a Diploma in Art and Design, a BSc in Psychology and a PhD in Management Studies. Her research investigates the juncture between measurement and culture, and contributes to current understandings in organization studies about accountability, reporting and processes of knowledge production. Theoretically, Sadhvi finds inspiration in postcolonial studies, social philosophy and psychoanalytic approaches, however, she also has an interest in post-structural theory more broadly. Her empirical work is diverse, ranging from critiques of NGO management, international development, mental health organizations and arts organizations. Sadhvi has expertise in ethnography, archival research, discourse / narrative approaches, cross-cultural analysis and interviewing.
Senior Lecturer in Organisational Behaviour
Elena Doldor’s research interests are in the field of diversity and leadership, with an emphasis on the processes shaping the career progression of women and ethnic minorities in organizations. Her research tackled diversity on UK corporate boards and the role of headhunters in increasing board diversity; the role of power and organizational politics in the experiences of male and female managers; the experiences and identities of highly skilled Romanian professionals in the UK; and the career trajectories of ethnic minority professionals in professional services firms. She published papers in the British Journal of Management, Human Resource Management Journal, Gender in Management, and Equality, Diversity and Inclusion: An International Journal. Elena is a Visiting Fellow at Cranfield School of Management and was a Fulbright Visiting Fellow at Northwestern University USA.
Nkechinyelu’s research interest are interdisciplinary, spanning organisational psychology, cultural studies and organisational studies. Her work covers issues of identity, inequality regimes, and migration, taking an intersectionality stance. She has studied intersectional feminism in the NHS, which focused on the mediating role of professional status in the experiences of first-generation migrant healthcare professionals.
Dr Claire English
Claire’s research is situated within the sociology of work and draws from gender and postcolonial organisation studies. She writes about how communities and organisations change when they centre the needs of marginalised communities by collectivising the micropolitical everyday acts of social reproduction. Her current research makes present the under-examined aspect of ‘emotion’ in social reproduction theory and what it means for motherhood when ‘emotions’ feel like ‘work’. She is particularly interested in the impact of neoliberalism as a governing political rationality and the way this shapes individual and collective emotionality.
Professor of Employment Relations
Geraldine Healy has extensive experience of researching equality and inequalities in organisational and international settings. She is currently researching the gender pay gap (GPG) in the financial services sector and in universities. Her work in 2016-17 includes The Challenges of Organising Women Casualised Workers TUC) ‘Close the Deal, Fill the Gap’ (for EU) a comparative study of the GPG in Italy, Poland and the UK, member of CMI/BAM research advisory group on BAME leadership. She had published widely in leading journals and her recent books include: Gender and Union Leadership, Routledge 2013 (with Gill Kirton), Diversity, Ethnicity, Migration and Work: International Perspectives, 2011, Palgrave Macmillan (with Franklin Oikelome). Forthcoming edited books are Gender and the Professions and The Gender Pay Gap and Social Partnership (both Routledge).
Professor of Employment Relations
Gill Kirton has been conducting research on equality, diversity and inclusion at work for around 20 years. Her research has investigated different stakeholder perspectives on the development and implementation of diversity management in UK organizations. Another strand of her research explores women's participation in unions and unions’ gender and race equality strategies. One recent project explored the gender and union effects of restructuring/outsourcing of a public service within the context of a professional occupation. Gill Kirton’s work is published in journals such as British Journal of Industrial Relations, Gender, Work and Organization, Human Resource Management Journal, Human Relations, International Journal of Human Resource Management, Work, Employment and Society. Gill is an Associate Editor of Human Resource Management Journal and of Gender, Work and Organization.
Lecturer in Human Resource Management
Maria Koumenta’s research activities are in the fields of labour economics, labour market policy and employment relations. Her work explores the characteristics and prevalence of various forms of occupational regulation, analyses their impact on labour market outcomes such as wages, skills and employment, and compares it to other labour market institutions such as unionism. She has recently been involved in a research project funded by the UK Commission for Employment and Skills investigating occupational regulation in the UK (with John Forth-NIESR, Amy Humphries-LSE, Alex Bryson-NIESR and Morris Kleiner- University of Minnesota). Additionally, Maria is interested in public sector labour market policy and the management of employees in the public services.
Professor Patricia Lewis
CRED Visiting Professor 2019/20
Patricia is full Professor of Management at the Kent Business School, University of Kent and a Visiting Professor in the Centre for Research in Equality and Diversity at Queen Mary University. Her research is located in the broad area of gender and organization studies. She has sought to make visible the way in which organizations, managers, leaders & entrepreneurs are subject to and constituted by gendered cultural norms and how such constitution contributes to inequality. Her research emerges from a fascination with the dynamic durability of inequality based on gender and other forms of difference and she has led several research agendas to build understanding of its changing form. This includes work on the gendered nature of entrepreneurship manifest in its inherent masculinity, the emergence of feminised entrepreneurship, the development of the concept of entrepreneurial femininity connected to postfeminism and the identification of the mumpreneur as a postfeminist enterprise character.
Professor of Applied Economics
Pedro Martins is Professor of Applied Economics at SBM since 2009, having joined in 2004. Secretary of State for Employment in the Government of Portugal (2011-2013). Member of Group of Experts advising the Government of Greece and the European Commission on labour market reforms (2016). Research fellow of IZA, Bonn, and NovaSBE, Lisbon. PhD in Economics, University of Warwick. Author of over 20 academic articles (published in Journal of Labor Economics, American Economic Journal, Labour Economics, British Journal of Industrial Relations, etc). Consultant to international organisations, national agencies, multinationals and NGOs. Current main research and policy interests are employment services, including ALMPs, and employment law, in particular collective bargaining.
Reader in Management Practice / Deputy Director of Education / Director of Skills and Employer Engagement
Patrick leads on undergraduate curriculum development projects, student skills- and career-development and employer engagement for the School of Business and Management. He was previously Head of Human Resources and Organisational Behaviour at the University of Greenwich and has several years of experience of management education for corporate clients across multiple sectors in the UK and Germany. At QMUL, Patrick teaches various modules concerned with leadership and management practice at undergraduate and postgraduate levels.
Dean of the School of Business and Management / Professor of Human Resource Management
Mike Noon's main research focuses on workplace equality and diversity, including employee experiences, management initiatives, and local and national policy. His publications critically question what might be considered ‘mainstream’ approaches to the challenges of equality, such as the business case, managing diversity and positive action initiatives, and he advocates taking a more progressive stance. He has been invited to present his ideas to various equality forums including the Government Equality Office, the Higher Education Leadership Foundation, the Equality Challenge Unit, the Metropolitan Police Service and the College of Policing. He has published in leading academic journals, has co-edited two research books, and co-authored two successful textbooks.
Senior Lecturer in Management
Mustafa Bilgehan Ozturk is Lecturer in Management in the School of Business and Management at Queen Mary University of London. Mustafa’s research focuses on workplace equality and inclusion, with particular reference to gender, sexual orientation and gender identity minorities. His empirical work has often an international focus, and he has been involved in research projects addressing diversity challenges emanating from the Chinese, Turkish, US and UK contexts. His academic work has appeared in a range of leading management journals, such as British Journal of Management, Human Relations, Human Resource Management, and International Journal of Human Resource Management. He has also contributed to key edited volumes in his field, published by Cambridge University Press, Oxford University Press and Routledge among others.
Emily has recently submitted her PhD thesis entitled: The Silence of Transparency: A Critical Analysis of the Relationship between the Organisational Salary Environment and the Gender and Gender/Ethnic Pay Gap in UK Higher Education. She is a mixed-methods researcher, with qualitative experience using NVIVO for thematic analysis, quantitative experience using SPSS, and survey experience using the Qualtrics platform. She is currently working on a collaborative paper analysing the gender pay gap in UK universities and developing work for publication from her thesis.
Professor of International Human Resource Management
Ahu Tatli conducts research on intersectionality of disadvantage and privilege at work; inequality and discrimination in recruitment and employment; diversity management, agency and change in organizations. Ahu’s research contributed to the advancement of knowledge on EDI at work culminating in over 100 journal and conference papers. She has widely published in edited collections, practitioner and policy outlets and international peer-reviewed journals such as Academy of Management Review, British Journal of Management, European Journal of Industrial Relations, Human Relations, Human Resource Management, International Business Review, International Journal of Human Resource Management, and International Journal of Management Reviews. Her recent books include Global Diversity Management: an evidence-based approach (2015, Palgrave) and Pierre Bourdieu, Organisation and Management (2015, Routledge).
Head of Department of Accounting and Financial Management
The main theme of Dr Suki Sian's work has been exclusion from and marginalisation within the accounting profession. She has studied historical race-based and caste-based exclusion from the accounting profession in specific colonial settings. More recently, She has been involved in two projects examining gender-based marginalisation. The first of these looks at the experiences of women auditors in large audit firms in Saudi Arabia. The second study examines a returnship programme for women accountants wishing to re-enter the accounting profession post career-break.
Reader in Human Resource Management
Dr Mark Williams specialises in mapping socio-economic disparities in the labour market using large-scale survey and administrative data. He regularly engages in consultancy and advisory work for government, trade unions, and professional bodies, both in the UK and internationally. Recent completed projects include a review on the gender pay gap in the medical profession for the Department of Health and Social Care and the production of two pay claims and gender pay gap analyses for a large public sector trade union. His latest project, funded by the Economic and Social Research Council, explores disparities in the quality of working life across occupational groups to help inform the development of official statistics and government policy on the issue.
PhD students make up an important constituency of CRED. You can see a list of all current CRED PhD students under the 'PhD Study' tab on this page.
CRED academics publish widely in leading journals, books and other media and adopt a critical and multi-disciplinary approach. Since 2008, scholarly outputs by CRED members include 107 peer reviewed journal articles, 19 books, 46 book chapters.
We undertake research in the following broad areas:
Trade unions, community organising and activism for change
Equality, diversity, inclusion policies and practices
Sexuality and gender identity
Race, ethnicity and migration
Income inequalities, mobility, labour force and occupations
Intersectionality, inequalities and privilege
Accountability, CSR and Governance
Leadership and entrepreneurship
Time, work and careers
CRED researchers have secured grants from a range of funding bodies including: ESRC, Leverhulme Foundation, Nuffield, British Academy as well as organisations such as Equal Opportunities Commission (now EHRC), Advisory Conciliation and Arbitration Service (ACAS), BBC, Chartered Institute of Personnel and Development (CIPD), IPEA, Accounting Association, Feminist Review, South Africa’s National Research Foundation, TUC and other labour unions and various government departments.
Examples of recent and ongoing funded research projects by CRED researchers since 2014 include:
Research Impact and engagement is an important aspect of CRED’s work. CRED members are involved in a wide range of public and research engagement activities including media contributions by Dar, Doldor, Kirton, Martins, Ozturk, Seierstad, Wright (Guardian, BBC Radio 4, LBC Radio, BBC World Service; CNN, The FT, HR Magazine, The Conversation, THES).
We stress the importance of meaningful and impactful research in the area of equality, diversity and inclusion. This is reflected in our collaborations with NGOs, public bodies, corporations and practitioner’s organisations, e.g. British Psychology Society (Atewologun); Center for Social Concerns in Sri Lanka and Women’s Development Centre (Chandrasekara); Butler Trust, Chartered Management Institute, Chartered Association of Business Schools, British Academy of Management, Kent Police, South Birmingham Primary Care Trust,Youth Hostel Association of England and Wales (Cornelius); Shenley Hospital, Local authority child services (Dar); Professional Women’s Network Romania, KPMG, Barclays (Doldor), TUC, UCU, UNITE, ETUC, Horizon 2020 Advisory Groups (Healy); Royal College of Nursing (Kirton); European Commission (Koumenta, Martins, Seierstad); Department for Business Innovation and Skills (Cornelius, Koumenta); Association of Chartered Certified Accountants, Chartered Institute of Personnel and Development (Tatli); Fire Brigades Union, TSSA and Network Rail (Wright).
Some recent examples of impactful research by CRED members are in the areas of:
Read our recent research and policy reports:
Healy, G. & Bergfeld, M. (2016) . Report for TUC, TUC/CRED: London.
Kirton, G. & Guillaume, C. (2015) . London: Napo.
Koumenta, M., & Williams, M. (2016) , CIPD, London
Koumenta, M. & Humphris, A. (2015) , European Commission, Brussels
Koumenta, M., Humphris, A., Kleiner, M. & Pagliero, M. (2014) , Department for Business, Innovation and Skills, London
Koumenta, M. & Sevilla, A. (2014) , London: The High Pay Centre.
Martins, P. et al. (2016) .
Özbilgin, M. Tatli, A., Ipek, G. & Sameer, M. (2014) .
Wright, T. (2014) The Women into Construction Project: an assessment of a model for increasing women?s participation in construction [PDF 2,831KB], Centre for Research in Equality and Diversity, Queen Mary University of London.
Please contact us for a full list of research and policy reports by CRED members.
CRED is keen to welcome new PhD students to the Centre. If you are interested in doing a PhD in aspects of equality, inequalities, diversity and inclusion with us, are highly qualified and motivated, please get in touch by emailing the co-directors at email@example.com
We can help match you with potential supervisors, but you can also contact CRED academics directly via email.
Some of the areas that CRED academics are keen to supervise PhDs are:
Both QMUL and SBM offer a number of scholarships to PhD researchers for suitably qualified candidates from the UK, EU and overseas for full-time study. To apply, you will normally have a first degree with first class honours (or equivalent) and a Master's degree at distinction level, in business/management or a related discipline. Applicants are required to have an IELTS overall score of 7 at the time of application.
These are competitive and you are encouraged to get in touch with a potential supervisor early in the academic year (September) to prepare a suitable proposal for submission in January. Please email us on firstname.lastname@example.org or have a look here at the SBM PhD Pages for more detailed information.
Current PhD Candidates
PhD research: Women's experiences of migration and work in the architecture profession: a post-colonial feminist analysis of female migrant architects from the Commonwealth living and working in Britain.
This research intends to contribute to the literature on professionalisation and closure of architecture by examining the intersections of gender and race and migration – an intersection hitherto underexamined in the context of architecture. In terms of management practice, this study can inform female architects about strategies for achieving better socio-economic objectives, through a better understanding of how gender, race and migration-related issues impact their professional identities, and how to devise actions to mitigate such challenges.
PhD research: ‘Breaking silence: pain or pride? An exploratory study of professional working mothers’ pregnancy experience in Pakistan.’
Conference presentation: Presented developmental paper; “What will they think when I come to work with my huge pregnant body? Investigation of professional image of pregnant working women in Pakistan” to Gender in management track of BAM 2018 conference. Published in conference proceedings, available online (ISBN: 978-0-9956413-1-0)
Edith is interested in the politics, language and practices of diversity management. Her current research focuses on nonprofit organisations who not only manage diversity as employers, but also engage in policy change as advocates of minority groups on a national level. She studies the Israeli-Palestinian context and the Anglo-Jewish context.
Sarah Marks’ research focuses on entrepreneurship and innovation. She is currently investigating the financial, psychological and social rewards women extract from running their own businesses to explore if and how entrepreneurship increases or decreases well-being for women and the contextual factors that affect this. Sarah is also interested in small business survival in inner-city areas and sits on the Mayor of London’s steering committee for affordable business rents.
Sarah co-chairs a monthly feminist and gender reading group for PhD students together with researchers at Kings College London. If you are interested in joining please contact her directly via her email.
How women of colour academics use Black feminism to make sense of their lived experiences in UK's academia using intersectionality and critical race theory.
Past research profile: Careerism, Organizational Politics and Strategic Emotions (Research paper presented at academy of management conference 2017), Careerism, career success, & power (Research paper presented at University of Lahore conference, Pakistan)
Organizational Justice, OCBO, OCBI, Impersonal and Interpersonal Trust (Research paper presented at SZABIST University, Pakistan)
CRED Annual Lecture (part of a two-day series of events set up in partnership with Building the Anti-Racist Classroom Collective (BARC))
25-26 October 2019.
The two-day series of events have been designed as an intervention against the systems of white power that structure our places of learning. We ask: what does it mean to build an anti-racist classroom? What worlds should we be imagining and building in spite of the violence that surrounds us? Inspired by the work of Building the Anti Racist Classroom Collective, this event asks participants to build ethical principles that will inform our organizing. All of the sessions will feed into digital and print resources that will be made available after the event.
Given that these conversations are taking place in the shadow of Brexit, at a university located in East London, we must ask: why now and why here? The question of Brexit has been informed by a nostalgia for Britain as Empire and a desire to harden borders. We also know that Brexit is just one of several national contexts of increased violence and uncertainty for those positioned outside of deathly border regimes, as these borders manifest at everyday, local, national and international scales. In times of explicit racist violence, we refuse to wait for “progress” within inherently violent systems. This workshop is an opportunity to collaborate in community and imagine our future in a principled space; centering people of colour, our knowledge and methodologies for survival.
Equal Pay at 50, in partnership with the Equality Trust
5th November 2019, 11 am-5pm (followed by reception).
In the wake of the 50th anniversary of the 1970 Equal Pay Act, Queen Mary's Centre for Research in Equality and Diversity (CRED) is hosting an event on 5 November 2019 to explore ways of ‘making equal and fair pay a reality’. 5 November is particularly timely as it is close to the 2019 Equal Pay Day, after which women effectively work for nothing. In 2017, as a means to close the pay gap, the UK Government introduced annual mandatory gender pay gap reporting for companies of 250+ employees and, after two annual rounds of reporting, it is clear that for some organisations transparency is not sufficient and further radical change needs to take place. Equally, the UK Government’s Women and Equality Committee is arguing for further changes with respect toEnforcing the Equality Act. We are also seeing greater concern expressed at the lack of information and action on the ethnicity pay gap[ii], including a Government consultation on ethnicity pay reporting.[iii] A further challenge lies in understanding the intersectional nature of unequal pay. Our event will engage with these and other issues relevant to making equal and fair pay a reality.
We have a great range of speakers already confirmed. Carrie Gracie (BBC) and Professor Liz Schafer (RHUL), will be speaking on their personal experiences of fighting for equal pay. Insights on the equal pay context and strategies and practices for closing the pay gaps will be shared by speakers from a number of organisations including Business in the Community (Sandra Kerr), PwC (Anne Hurst), Equality Trust (Dr Wanda Wyporska), UnitetheUnion (Diana Holland), EHRC (Rebecca Thomas), Institute for Employment Studies (Duncan Brown), Emma Webster (Yesslaw) and academics (Professor Jeff Frank, Dr Cecile Guillaume and Emily Pfefer). Do join us and share your experience to what is bound to be a stimulating and interactive day that will make a real contribution to ‘Making equal and fair pay a reality’.
CRED Members will be co-organising five streams at next year’s GWO conference at the University of Kent.
Please follow the link to submit your abstract. The deadline for submission of abstracts is Friday 1st November 2019.