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School of Business and Management

Professor Geraldine Healy


Emerita Professor of Employment




  • Emeritus Professor of Employment


Geraldine Healy joined the School of Business and Management in 2004 as Professor of Employment Relations and is founding Director of the Centre for Research and Equality (CRED). She was previously Professor of Employment Relations at the University of Hertfordshire where she was Director of the then Centre for Research in Employment Studies. She has taught and researched on employment relations, the experience of work and inequalities over a number of years. She has taught at undergraduate and postgraduate level and has considerable experience of PhD supervision to completion. Her research has focused around inequalities in employment and the workplace. She has a particular interest in the interrelationship of a number of themes including intersectionality; inequality regimes; individualism and collectivism; career and the gap between equality policies and practices. Her recent work has centred on the gender pay gap, the organisation of casualised women workers and she is beginning a new study on the relevance of mid-20th Irish century Irish migration in understanding the contemporary context of migration. Her work has been funded by the EU, ESRC, Leverhulme, the Equal Opportunities Commission, the TUC and Government Departments.

She has been a visiting scholar/professor at the University of Sydney, Griffith University, Cornell University and presented at a School of Excellence at the University of Piemonte Orientale in the summer of 2018. 

Twitter: Geraldine Healy @GHealy6 


Research Interests:

Geraldine’s research interest has focused around inequalities in employment and the workplace. She has a particular interest in the interrelationship of a number of themes including the intersectional nature of discrimination, inequality regimes; individualism and collectivism; career and the gap between equality and diversity policies and practices and migration.  She is currently working on sectoral studies of the Gender Pay Gap and has recently commenced a study on mid-20th century Irish migration.  Her research is informed by a sociological approach, a multilayered analysis and the role of history. She has published extensively in leading international journals in the fields of employment and work.  Geraldine’s books include: The Gender Pay Gap and Social Partnership in Europe, (2019) Routledge (with Hazel Conley, Donata, Gottardi et al);  Gender and Professions (2018) (co-editor with Kaye Broadbent and Glenda Strachan), Routledge; Gender and Union Leadership, Routledge (2013) (with Gill Kirton); Ethnicity and Gender at Work, Palgrave 2008, (with Harriet Bradley); Diversity, ethnicity, migration and work: international perspectives, 2011, Palgrave Macmillan (with Franklin Oikelome); Equalities, Inequalities and Diversity (Palgrave) (2011) and The Future of Worker Representation (Palgrave 2004). She has also published widely in leading international journals.

She has just completed the EU funded project on ‘Close the Deal, Fill the Gap’ a comparative project on the gender pay gap with universities of Verona and Silesia (with Hazel Conley and Pedro Martins). She has previously undertaken a number of projects on equalities and disadvantage including a project for the TUC on The Challenges of Organising Women Casualised Workers and a Leverhulme funded International Network on Women and Trade Union Leadership with Cornell and Rutgers universities (with Gill Kirton),  the ESRC funded Future of Work project on 'Handling the Double Disadvantage - the experience of black and minority women in trade unions' and the Equal Opportunities Commission (EOC) project on 'Workplace Cultures: what does and does not work'. In addition, she has led projects for the ESF, 'Challenging occupational segregation among young BME workers? and ‘Ethnicity, Career and Work in the Health Services', and for the Department of Constitutional Affairs (now the Ministry of Justice) on ‘Assessment Centres for Judicial Appointments and Diversity'.

She welcomes PhD applications that wish to pursue studies engaging with contemporary challenges in the study of equality, inequalities and diversity, particularly from a sociological perspective. She is also interested in the relevance of mid-20th century migration (including Irish migration) to the current experience of migrants.




  • Hazel Conley, Donata Gottardi, Geraldine Healy, Barbara Mikołajczyk, Marco Peruzzi (2019) The Gender Pay Gap and Social Partnership in Europe, London and New York: Routledge ISBN: 9781138738508
  • Broadbent, K., G. Strachan and G. Healy (eds) (2018) Gender and Professions – International and Contemporary Perspectives, London and New York: Routledge.
  • Kirton, G. and G. Healy (2013) Gender and Union Leadership, London and New York: Routledge.
  • Healy, G. and F. Oikelome, (2011) Diversity, ethnicity, migration and work: international perspectives. Basingstoke: Palgrave Macmillan.
  • Healy, G., G. Kirton, and M. Noon, (eds) (2010) Equality, Inequalities and Diversity - Basingstoke, Palgrave.
  • Bradley, H. and G. Healy, (2008) Ethnicity and Gender at Work: inequalities, careers and employment relations:  inequalities, careers and employment relations, London, Palgrave.
  • Healy, G., E. Heery, P. Taylor and W. Brown (2004) Future of Worker Representation, London, Palgrave.

Journal articles

  • Healy, G. and Ahamed, M. M. (2019), Gender Pay Gap, Voluntary Interventions and Recession: The Case of the British Financial Services Sector. British Journal of Industrial Relations. doi:10.1111/bjir.12448
  • Healy, G. (2019), "Visible and invisible borders in time and space: History, biography and work borders in a research career", Equality, Diversity and Inclusion, Vol. 38 No. 6, pp. 676-691.
  • Healy, G, Tatli, A, Ipek, G, Özturk, M, Seierstad, C, Wright, T. (2019) In the steps of Joan Acker: A journey in researching inequality regimes and intersectional inequalities. Gender Work Organ.; 26: 1749– 1762.
  • Kirton, G. and G. Healy  (2013). Stratégies en faveur de la démocratie de genre dans les syndicats: Points de vue de responsables syndicales au Royaume-Uni et aux États-Unis. Travail, genre et sociétés, 30(2), 73-92. doi:10.3917/tgs.030.0073.
  • Healy, G. and Kirton, G. (2013), The Early Mobilization of Women Union Leaders — A Comparative Perspective. British Journal of Industrial Relations, 51: 709–732. doi: 10.1111/j.1467-8543.2012.00902.x
  • Kirton, G. & G. Healy (2013) Commitment and collective identity of long-term union participation: The case of women union leaders in the UK and USA Work Employment and Society, doi;10.1177/0950017012460304.
  • Kirton, G., and G. Healy. 2012. "‘Lift as you rise’: Union women’s leadership talk." Human Relations 65(8):979-99. doi: 10.1111/j.1467-8543.2012.00902.x
  • Noon, M., G. Healy, C. Forson & F. Oikelome (2012) The Equality Effects of the ‘Hyper-formalization’ of Selection. British Journal of Management, doi; 10.1111/j.1467-8551.2011.00807.x.
  • Kirton, G., & Healy, G. (2012). Women’s union leadership in Barbados: Exploring the local within the global. Leadership & Organization Development Journal, 33(8), 2-2, 10.1108/01437731211280802
  • Seierstad, C, and G. Healy. (2012) ‘Women’s equality in the Scandinavian academy: a distant dream? Work Employment and Society 26(2):300-17.1177/0950017011432918
  • Healy, G., H, Bradley and C. Forson, "Intersectional Sensibilities in Analysing Inequality Regimes in Public Sector Organizations." Gender, Work & Organization 18, no. 5 (2011): 467-87, DOI: 10.1111/j.1468-0432.2011.00557.x
  • Healy, G., G, Kirton., G, Ozbilgin. and F, Oikelome, (2010) The Politics of Assessment Centres: competing rationalities in the diversity project of the judiciary, Human Relations,63(4), 10.1177/0018726709343335.
  • Kirton, G. and G. Healy., (2009) Using competency-based assessment centres to select judges - Implications for equality and diversity. Human Resource Management Journal, 19(3): 302-318, DOI: 10.1111/j.1748-8583.2009.00099.x.
  • Oikelome, F. and Healy, G. (2007), Second‐class doctors? The impact of a professional career structure on the employment conditions of overseas‐ and UK‐qualified doctors. Human Resource Management Journal, 17: 134-154. doi:10.1111/j.1748-8583.2007.00033.x
  • Healy, G. and F. Oikelome, (2007) A global link between national diversity policies? The case of the migration of Nigerian physicians to the UK and USA The International Journal of Human Resource Management 18: 1917 – 1933
  • Healy, G. and F. Oikelome, (2007) Equality and diversity actors: a challenge to traditional industrial relations? Equal Opportunities International, 26, 44 -65
  • Healy, G., Hansen, L.L. and Ledwith, S. (2006), Editorial: still uncovering gender in industrial relations. Industrial Relations Journal, 37: 290-298. doi:10.1111/j.1468-2338.2006.00404.x
  • Healy, G., H. Aliefendioglu and M. Ozbilgin, (2005) Academic Employment and Gender: A Turkish Challenge to Vertical Sex Segregation? European Journal of Industrial Relations, 11(2):247-264, DOI: 10.1177/0959680105053966
  • Healy, G., Rainnie, A. F., & Telford, J. (2004). Policy and practice in general print: the workplace reality of national bargaining. Employee Relations, 26(5), 550 - 566. DOI:10.1108/01425450410550509
  • Healy, G,  Bradley, H. and Mukherjee, N. (2004), Individualism and collectivism revisited: a study of black and minority ethnic women. Industrial Relations Journal, 35: 451-466. doi:10.1111/j.1468-2338.2004.00326.x ISSN: 0019-8692
  • Kirton, G. and G. Healy, (2004) Shaping Union and Gender Identities: A Case Study of Women-Only Trade Union Courses, British Journal of Industrial Relations, 42(2): 303-323, ISSN: 0007-1080
  • Grey, S., and G. Healy, G. (2004) Women and IT Contracting Work - A Testing Process, New Technology, Work and Employment, 19(1): 30-42, ISSN: 0268-1072
  • Bradley, H., G. Healy, and N. Mukherjee, (2004) Union influence on career development - bringing in gender and ethnicity
    Career Development International, Vol. 9 No. 1, pp 74-88
  • Kirton, G. and G. Healy, (2004) Shaping Union and Gender Identities: a case study of women-only trade union courses'.
    British Journal of Industrial Relations, 42:2, 303-324
  • Calveley, M. and Healy, G. (2003), Political Activism and Workplace Industrial Relations in a UK ‘Failing’ School. British Journal of Industrial Relations, 41: 97-113. doi:10.1111/1467-8543.00263
  • Healy, G and G. Kirton (2000) Women, Power, and Trade Union Government British Journal of Industrial Relations, 38:3, 343-360, DOI: 10.1111/1467-8543.00168
  • Kirton, G. and Healy, G. (1999), Transforming union women: the role of women trade union officials in union renewal. Industrial Relations Journal, 30: 31-45. doi:10.1111/1468-2338.00107

Book chapters

  • Healy, G. and F. Oikelome (2017) Racial Inequality & Managing Diversity in the UK and USA in Chanlat, J.F and M.Ozbilgin (eds) Management and Diversity – Perspectives from Different National Contexts, Bingley: Emerald Publishing.
  • Healy, G. (2016) The Politics of Diversity in Bendl, Regine, Bleijenbergh, Inge, Henttonen, Elina, Mills, Albert (eds) (2015): Oxford Handbook of Diversity in Organizations. Oxford University Press. Oxford.
  • Healy, G. (2016) ‘Diversity Management’ in A. Wilkinson and S. Johnston (eds) Encylopedia of Human Resource Management. Edward Elgar.
  • Healy, G. and Bradley H, (2010) What Shapes the Careers of Young Black and Minority Ethnic People? in Healy, G., Kirton, G, and Noon, M (2010) Equality, Inequalities and Diversity - Contemporary Challenges and Strategies. pg 270-288 Palgrave Macmillan, London.
  • Healy, G., G. Kirton, and M. Noon, (2010) ‘Inequalities, intersectionality and equality and diversity initiatives: the conundrums and challenges of researching equality, inequality and diversity’ in Healy, G., G. Kirton and M. Noon, (eds) Equality, Inequalities and Diversity, Basingstoke, Palgrave, (1-17)
  • Healy, G. and H. Bradley (2010) What Shapes the Careers of Young Black and Minority Ethnic People? In Healy, G., G. Kirton and M. Noon (eds) Equality, Inequalities and Diversity, Basingstoke, Palgrave, 270-288
  • Healy, G, (2009) ‘Reflections on researching intersectionality and inequality regimes’ in Ozbilgin M. (ed) Theory and Scholarship in Equality and Diversity Research, Edward Elgar, 88-101.
  • Bradley, H., G. Healy and N. Mukherjee, (2005). Multiple Burdens – the experience of black women trade unionists in The Future of Work Life Balance, edited by D. Houston, London: Palgrave, 211-230

    Healy, G., W. Brown, P. Heery and P. Taylor (eds.), (2004) The Future of Worker Representation London: Palgrave
  • Bradley, G., G. Healy and N. Mukherjee, ‘Including Minority Ethnic Women – Trade Union Strategies in the UK’ (2004) in H. Knudson and J. Lind (eds) ‘Labour and Employment Regulation in Europe’ Brussels: P.I.E. Lang, pp 47-69.
  • Healy, G., H. Bradley and N. Mukherjee, (2004) Inspiring Union Women – Black and minority ethnic women in trade unions in ‘The Future of Worker Representation’, edited by G. Healy, E. Heery, P.Taylor, W. Brown, Palgrave, 103-126.
  • Heery, E., G. Healy and P. Taylor, (2004), Representation at Work: Themes and Issues, in ‘The Future of Worker Representation’, edited by G. Healy, E. Heery, P.Taylor, W. Brown, Palgrave, 1-36.
  • Healy, G. and G Kirton, (2002) Professional and Highly Qualified Women in Two Contrasting Trade Unions in Colgan, F. and S. Ledwith, Gender, Diversity and Trade Unions: International Perspectives, Routledge: London
  • Kirton, G. and G. Healy, (2002) Professional and Highly Qualified Women in Two Contrasting Unions Gender, Diversity and Trade Unions: International Perspectives, 186-204, Colgan, F & Ledwith, S (eds), London, Routledge

Reports and public engagement

Geraldine Healy’s research has focused on contemporary issues of social justice and inequalities. To do this, she has worked with a range of organisations including unions, the Trades Union Congress, the Equal Opportunities Commission, Government Departments, the European Trades Union Congress, the Chartered Management Institute, the British Institute of Management and with scholars from the UK and internationally. She has presented her work to a range of UK and international practitioners, including trade unions, managers, professional bodies and the European Trade Union Institute. An indication of her public engagement may found in the following reports and of course in her publications.

Grants, contracts, awards and external publications

  • 2014-16 'Close the Deal Fill the Gap' EU Progress funds action grant JUST/2013/PROG/AG/GE [Support for Civil society and other stakeholders aiming at promoting equality between men and women] on the Gender Pay Gap. The project is a three country study with Italy, the UK (H.Conley P-I) and Poland. €321,085
  • 2014 Trades Union Congress, ‘The organising challenges presented by the increased casualisation of women’s work’ TUC/CRED
  • 2008-10 Leverhulme Trust International Networks ‘Women and Trade Union Leadership Development in Comparative Context’ £111,569 (Co-I with G. Kirton as P-I).
  • 2007-9 BBC ‘Cultural factors impacting on the selection of black and minority ethnic people in the BBC’  £43, 500 (P-I)
  • 2006-7 Equal Opportunities Commission ‘Workplace Cultures and Ethnic Minority Women’ £61.000. (Co-I)
  • 2005-6 Department for Constitutional Affairs ‘The Impact of Assessment Centres on Judicial Appointments and Diversity’ £49,100. (P-I)
  • 2004-6 European Social Fund ‘Challenging Occupational Segregation – a study of young black workers in high technology and traditional industries’ £352K (including match funding). (P-I)
  • 2004-6 European Social Fund ‘Challenging Discrimination – a study of highly qualified (doctors) and low skilled workers in the Health Services’ £352K (including match funding). (P-I


Current Doctoral Students

1st Supervisor: 

  • Maria Fernanda Quintero, 'Migration and Labour Market integration of highly skilled Colombians in Britain' First Supervisor: 

2nd Supervisor:

  • Anita Maharaj, 'South Africa vs. UK: the role of situational and organisational factors in the facilitation or conflict of leader identities and their race/gender'


PhD Supervision Completions

  • Emily Pfefer, 'The Cloak of Silence: A Critical Analysis of the Relationship between the Culture of Pay Secrecy and the Gender Pay Gap in UK Higher Education'
  • Gulce Ipek 'Privilege, careers, and the Civil Service in Britain'. Completed 2016.
  • Barbara Samaluk ‘The Racial Price Tag – the case of central and eastern European migrants to UK, completed 2013, now post doc at University of Greenwich
  • Tessa Wright ‘Gender and sexuality in non-traditionally female work: an intersectional analysis of the experience of women in different occupational groups in the UK construction and transport industries’, 2011. Now Professor of Employment Relations at Queen Mary University of London
  • Catherine Seierstad ‘Equality strategies and occupational segregation – the Norwegian paradox and paths’ 2011. Now Professor University South-Eastern Norway
  • Nicole Avdelidou-Fischer ‘What is the value of women’s independent business and professional networks? A comparative study of four settings in the United Kingdom and Germany’ 2010 now a freelance researcher
  • Gozde Inal. ‘Turkish Cypriot small businesses in Britain and North Cyprus – a comparative study2008. Now lecturer at Cyprus International University
  • Ahu Tatli ‘Diversity management and organisational change’ 2008, now Professor of International Human Resource Management at Queen Mary University of London.
  • Cynthia Forson.   ‘African women entrepreneurs: a comparative study of two small business sectors’, supported by Small Business Services (DTI) Bursary, (Principal Supervisor). 2007. now Reader and Deputy Provost, Lancashire University in Ghana

Public Engagement

Geraldine served on European Union Horizon 2020 advisory groups including the cross-cutting Gender Advisory Group.

She is a member of the editorial board of Industrial Relations Journal and Equality Diversity and Inclusion – an international journal and former member of the boards of Work, Employment and Society (2009-12) and British Journal of Management.

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