Between 2009-2013, I formed part of a collaborative research team from the University of Leicester and University of Loughborough to carry out a NHS Service Delivery Organisation (SDO) project entitled ‘Mobilizing Identities: the shape and reality of middle and junior managers’ working lives’. The project adopted a range of qualitative research methods to explore the work of middle and junior (clinical and non-clinical) managers within the organisational context of NHS hospital trusts.
Recent collaborations include projects focused on the gender composition of corporate boards and women’s under-representation in senior academic positions in STEMM (Science, technology, engineering, maths and medicine) and other academic fields in the context of the UK’s Athena SWAN action programme to redress gender imbalances in higher education (with Professor Colette Fagan at the University of Manchester). It also includes an ESRC-funded pilot project on driving organisational cultural change in relation to work-life and family-oriented initiatives, conducted with Professor Fagan in partnership with the charity Working Families; and an advisory role for the European Commission’s expert SAAGE network (Scientific Analysis and Advise on Gender Equality in the EU) which provides analysis and evaluation of national and international policies and initiatives to progress gender equality in employment, politics, welfare and living standards, including social investment in eldercare and childcare and measures to counter violence and harassment against women. Commissioned reports have been delivered as part of the SAAGE network on gender pay gap policy and practice (Analysis of Pay Transparency Cases: UK (February 2018), Teasdale, N. and Fagan, C.) and country specific reporting on gender mainstreaming for the European Institute for Gender Equality (EIGE). My current research continues to explore flexible working and work-life policies and practices in the context of progressing organisational cultural change. Adopting an intersectional approach, consideration is being given to the experiences of low paid and older workers, as well as line managers responsible for implementing practices at the micro level of daily workplace life.