Raising the ceiling on diversity and inclusion: a corporate retail case study
Lead Research Organisation:
University of Leeds
Department Name: Leeds University Business School (LUBS)
Abstract
The retail sector is a crucial part of the UK economy accounting for 11% of UK economic output and nearly 16% of GB employment in 2014 (Rhodes, 2014). The UK government recognises the importance of the sector and its potential to contribute to economic growth and published 'A Strategy for Future Retail: Industry and Government Delivering in Partnership' in 2013. A UKCES report (Vokes and Boehnke, 2014) highlights key themes for the sector including attracting talent, image of the sector (as employers), employee retention and progression and employee issues relating to technological innovation/change.
A great deal has been written about diversity and inclusion, and prior to that equality and equal opportunities, in the business, academic and public policy domains. Yet much of this literature focuses on the negative effects of inequality or lack of diversity or on making the business and moral case for adopting diversity policies and relating diversity to organisational performance. While this has been a worthy focus, what is lacking is a clear understanding of the processes involved in bringing about a major programme of organisational change in a large company or public sector organisation and understanding what it is that makes diversity policies actually work and achieve the desired results.
The research focus on a major British retail company who are collaborative partners with the University of Leeds provides a unique opportunity to access a large organisation during a period of strategic change. The proposal has been user-led with the research objectives and topics being discussed and agreed with the company and emerging from an initial exploratory study commissioned by them with members of the research team.
Using a case study approach focusing on the company, the team will investigate diversity and inclusion in relation to a number of Human Resource (HR) issues: retention and inclusivity, career success, progression and development and the intersectionality of protected characteristics under UK legislation (The Equality Act, 2010). The research objectives cover these topics.
The research design uses mixed methodologies including face to face interviews with employees, HR staff, directors and senior managers. There will be a shadowing/observation study with regional teams in the company. Survey data will be collected at two intervals.
The research team will analyse the data on an ongoing basis throughout the longitudinal study, with themes emerging and building as the data grows. This organic process will mean that the company will be provided with interim reports on the findings at various stages along the way.
DELIVERABLES SUMMARY
1) Direct benefits for the employees, senior management and Directors of the company. Research findings to be shared in a business-friendly manner with regular presentations and full involvement of the company in the process
2) Generalizable findings to be disseminated through academic channels: research conferences and seminars, journal articles and business channels: business conference presentations and seminars, business networks, institutions (e.g. 30% Club, 2% Club, Women in Business), Executive Education and teaching
3) Policy engagement including a parliamentary briefing and an event targeted specifically at policymakers. Proactive use of the key findings to stimulate progress in all sectors
A great deal has been written about diversity and inclusion, and prior to that equality and equal opportunities, in the business, academic and public policy domains. Yet much of this literature focuses on the negative effects of inequality or lack of diversity or on making the business and moral case for adopting diversity policies and relating diversity to organisational performance. While this has been a worthy focus, what is lacking is a clear understanding of the processes involved in bringing about a major programme of organisational change in a large company or public sector organisation and understanding what it is that makes diversity policies actually work and achieve the desired results.
The research focus on a major British retail company who are collaborative partners with the University of Leeds provides a unique opportunity to access a large organisation during a period of strategic change. The proposal has been user-led with the research objectives and topics being discussed and agreed with the company and emerging from an initial exploratory study commissioned by them with members of the research team.
Using a case study approach focusing on the company, the team will investigate diversity and inclusion in relation to a number of Human Resource (HR) issues: retention and inclusivity, career success, progression and development and the intersectionality of protected characteristics under UK legislation (The Equality Act, 2010). The research objectives cover these topics.
The research design uses mixed methodologies including face to face interviews with employees, HR staff, directors and senior managers. There will be a shadowing/observation study with regional teams in the company. Survey data will be collected at two intervals.
The research team will analyse the data on an ongoing basis throughout the longitudinal study, with themes emerging and building as the data grows. This organic process will mean that the company will be provided with interim reports on the findings at various stages along the way.
DELIVERABLES SUMMARY
1) Direct benefits for the employees, senior management and Directors of the company. Research findings to be shared in a business-friendly manner with regular presentations and full involvement of the company in the process
2) Generalizable findings to be disseminated through academic channels: research conferences and seminars, journal articles and business channels: business conference presentations and seminars, business networks, institutions (e.g. 30% Club, 2% Club, Women in Business), Executive Education and teaching
3) Policy engagement including a parliamentary briefing and an event targeted specifically at policymakers. Proactive use of the key findings to stimulate progress in all sectors
Planned Impact
Diversity and inclusion are important issues across many fields and have never been more so in the labour market than now as companies, in particular, face many competitive challenges and changing market environments. The drive for competitiveness is especially acute in the retail sector with many global players challenging British retailers both at home and abroad. As a result of this many businesses recognise the need to attract the best possible talent and engage in organisational change to facilitate this.
The focus of the research on diversity and inclusion is timely as large employers increasingly recognise that there is a gap between organisational policies and the experiences of employees at work. The lack of diversity in top management positions is becoming glaringly obvious. The problem is even more acute where an employee encounters barriers and discrimination for multiple reasons - referred to as intersectionality, defined as "the mutual reproduction of class, gender, and racial relations of inequality" (Acker, 2006). The definition of intersectionality used in this proposed research will include any of the protected characteristics under UK equality legislation.
The research area offers great potential for the generation of new knowledge and given its importance to people in their daily working lives it has considerable potential for broader societal impact. By working with one of the UK's top companies and harnessing the support of an influential project Advisory Board, the findings of the research will lead directly to strategies and policies that will bring about change. In this respect, the project supports the ESRC's commitment to knowledge exchange and encouraging collaboration between researchers and the private, public and civil society sectors supporting growth and innovation (http://www.esrc.ac.uk/collaboration/knowledge-exchange/index.aspx).
The research will have significant direct influence on the partner company where the team have unparalleled access to a large and significant British company. The partnership is highly innovative in that it is both collaborative and utilises an action research model. There is also a long term commitment to the sustainable development of the partnership by the University of Leeds, hence the co-production of knowledge exchange will go beyond the lifetime of the project and potentially inform future collaborative projects.
As well as developing knowledge, thinking and practice in the retail sector, businesses in general will benefit from the outputs and this will be supported by the partner company. The team will broaden the dissemination of the findings to include knowledge exchange with a range of non-academic beneficiaries including non-retail businesses and small businesses, HR managers, consultants and policy makers. Whilst the research will be carried out primarily in a large company, the team will ensure that businesses of all sizes will have access to and benefit from the findings and will specifically tailor outputs for their needs.
The team will use established dissemination methods to connect with audiences as well as thinking of new and exciting ways of gaining their attention through high profile events, PR and digital (social) media. Engagement with the support infrastructure at the Universities of Leeds and Bradford will facilitate knowledge exchange; this will include Executive Education. Also, the team will use external groups such as Women in Business, Business in the Community and others to facilitate the broader reach of the projects findings and recommendations. Members of the Advisory Board will open doors to fruitful engagement, and a range of different events will be used to brief and engage with the policy sector. Many of the planned events include a workshop element so that there is direct knowledge exchange and debate around the implications of the research thus going beyond simple dissemination.
The focus of the research on diversity and inclusion is timely as large employers increasingly recognise that there is a gap between organisational policies and the experiences of employees at work. The lack of diversity in top management positions is becoming glaringly obvious. The problem is even more acute where an employee encounters barriers and discrimination for multiple reasons - referred to as intersectionality, defined as "the mutual reproduction of class, gender, and racial relations of inequality" (Acker, 2006). The definition of intersectionality used in this proposed research will include any of the protected characteristics under UK equality legislation.
The research area offers great potential for the generation of new knowledge and given its importance to people in their daily working lives it has considerable potential for broader societal impact. By working with one of the UK's top companies and harnessing the support of an influential project Advisory Board, the findings of the research will lead directly to strategies and policies that will bring about change. In this respect, the project supports the ESRC's commitment to knowledge exchange and encouraging collaboration between researchers and the private, public and civil society sectors supporting growth and innovation (http://www.esrc.ac.uk/collaboration/knowledge-exchange/index.aspx).
The research will have significant direct influence on the partner company where the team have unparalleled access to a large and significant British company. The partnership is highly innovative in that it is both collaborative and utilises an action research model. There is also a long term commitment to the sustainable development of the partnership by the University of Leeds, hence the co-production of knowledge exchange will go beyond the lifetime of the project and potentially inform future collaborative projects.
As well as developing knowledge, thinking and practice in the retail sector, businesses in general will benefit from the outputs and this will be supported by the partner company. The team will broaden the dissemination of the findings to include knowledge exchange with a range of non-academic beneficiaries including non-retail businesses and small businesses, HR managers, consultants and policy makers. Whilst the research will be carried out primarily in a large company, the team will ensure that businesses of all sizes will have access to and benefit from the findings and will specifically tailor outputs for their needs.
The team will use established dissemination methods to connect with audiences as well as thinking of new and exciting ways of gaining their attention through high profile events, PR and digital (social) media. Engagement with the support infrastructure at the Universities of Leeds and Bradford will facilitate knowledge exchange; this will include Executive Education. Also, the team will use external groups such as Women in Business, Business in the Community and others to facilitate the broader reach of the projects findings and recommendations. Members of the Advisory Board will open doors to fruitful engagement, and a range of different events will be used to brief and engage with the policy sector. Many of the planned events include a workshop element so that there is direct knowledge exchange and debate around the implications of the research thus going beyond simple dissemination.
Organisations
- University of Leeds (Lead Research Organisation)
- HIGHWAYS ENGLAND (Collaboration)
- West Yorkshire Police (Collaboration)
- Department for Work and Pensions (Collaboration)
- Leeds Teaching Hospitals NHS Trust (Project Partner)
- Marks and Spencer (United Kingdom) (Project Partner)
- Chartered Institute of Personnel and Development (Project Partner)
Publications
Cassell C
(2021)
Understanding inclusion in the retail industry: incorporating the majority perspective
in Personnel Review
Juliet Kele
(2022)
Intersectional identities and career progression in retail: the experiences of minority-ethnic women
in Gender, Work & Organization
| Description | Inclusion: RQ1: What makes an organisation inclusive? • A collegiate culture where people are treated well, especially when encountering personal difficulties. Efforts are made to make everyone feel included and valued. The organisation demonstrates support for initiatives and enhances opportunities for everyone. Diversity information is crucial: the organisation needs to be aware of the barriers that exist and develop contextually appropriate strategies. RQ2: What are the drivers of inclusivity that influence how employees think they should behave? • Organisation culture, line manager behaviour, organisational leadership, acceptance of difference. Theoretically and practically we found that inclusivity is not an all or nothing phenomena, nor is it a continuum. Employees have both 'inclusive feelings' and 'exclusive feelings' although one set might outweigh the other. RQ3: What are the dynamics of organisational culture? • Leadership is fundamentally important. However, inclusive corporate values need to be embedded at all levels throughout the organisation. Communication is critical to achieving and enabling a diverse and inclusive organisation. Career Success: RQ4: To what extent do perceived characteristics required for leadership reflect traditional leadership models? • Networking, sponsorship and endorsement are linked with success and this can disadvantage those less likely to put themselves forward. A hierarchical, male-dominated culture discourages staff from taking personal responsibility for their career development. Traditional leadership models replicate themselves. RQ5: What appropriate messages about leadership and progression should be communicated? • Targeted mentoring, training and development opportunities require strong communication of the need to create a 'level playing field'; to foster broad acceptance that opportunity is not the same for everyone. Mentorship training to focus on developing the individual and future leadership forms should reflect contemporary post-heroic notions in which more relational and collaborative approaches support inclusion. Career Progression: RQ6: What structural/procedural barriers limit career progression? • Structural barriers include the geographical centralisation of senior roles therefore lack of mobility is a barrier. Peak trading periods challenge work-life balance. High turnover of key career progression influencers leads to lack of continuity for staff appraisal and development. • Procedural barriers include lack of transparency around opportunities for promotion; graduate entry level recruitment into key roles and prioritisation of external recruits. RQ7: What policy and process improvements have taken place? • A number have taken place in response to the research including targeted mentoring aimed at overcoming inequalities; increasing support for diversity networks; linking each network with a senior Director; greater recognition of intersectionalities and interventions designed to address the challenges faced by those returning to work after a career break. Intersectionality: RQ8: How is the effect of multiple social identities experienced as a barrier to career progression? • Stereotyping of mothers can lead to wrong assumptions about their career intentions. • BAME women perceived colleagues to lack cultural awareness and some felt that colleagues had stereotypical perceptions of them. • Other intersecting characteristics influencing inclusivity: socio-economic background, parenthood/carer, migrant status, religion and mental health. RQ9: What are the implications of this combined disadvantage for D&I management? • Diversity groups need to collaborate and not work in isolation. Inclusion for everyone with integration of perspectives is important. |
| Exploitation Route | The research findings have helped our partner organisation M&S. They are also useful in helping us to address diversity and inclusion issues in other areas: as a result of this research we have been working with West Yorkshire Police on their inclusion strategy and undertaking two small qualitative research studies with them. We held an event on 7th June in London when the more generalisable findings were presented business and practitioner audience. |
| Sectors | Communities and Social Services/Policy,Financial Services, and Management Consultancy,Government, Democracy and Justice,Retail,Other |
| URL | https://business.leeds.ac.uk/directory_record/1208/ceric_-_raising_the_ceiling_on_diversity_and_inclusion_a_corporate_retail_case_study |
| Description | The research has helped Marks & Spencer develop and implement its diversity and inclusion strategy in relation to employee groups with 'protected characteristics'. It helped M&S understand what is needed to bring about organisational change with regard to diversity and inclusion. The research informed decision making by the main Operations Committee and the Director/Network Inclusion Group of M&S. Actions taken include implementation of mandatory unconscious bias training, policy review in relation to flexible working, parental leave and equal opportunities, better marketing of the employer brand, development programmes for diverse colleagues, support for diversity networks, active leadership to promote inclusion and open posting of vacancies. Building on the findings with M&S, research on BAME career progression with West Yorkshire Police has contributed to their Equality & Inclusion Strategy and influenced their communication on positive action. Informing strategic decision making at M&S There has been a high level of engagement with the research findings by M&S directors and senior managers, HR personnel, diversity group leaders and regional staff. The research was used to inform a report presented to the Operations Committee by the HR Director in September 2017. Recommendations in the Key Stakeholder Report were implemented with the adoption of an M&S Inclusion Strategy in June 2018. Specific recommendations from the 75 Staff Interviews report (November 2017) were valuable to M&S in framing the Inclusion Strategy, including: i) The implementation of appropriate mandatory diversity and unconscious bias training for all involved in recruiting and selecting ii) A review of key HR policies to ensure they are inclusive and reflect best practice, specifically in relation to flexible working, parental leave and equal opportunities iii) A review and development of external content which represents diversity and inclusion within M&S, e.g. marketing images, social content and careers website iv) Implementation of specific development programmes for diverse colleagues and using their talent management processes to highlight and support diverse candidates v) The provision of increased leadership and support to the employee-led diversity networks covering: LGBTQ+, Gender, BAME, Parents and Buddy (Well-being) vi) The inclusion strategy ensures that senior leaders play active roles in promoting inclusion and individually role model this and act as allies vii) In December 2017 M&S revised their policy on open posting of job adverts requiring nearly all jobs to be posted openly so that staff can apply Informing strategies on BAME inclusion A specific research focus was on BAME employee inclusion. This influenced HR practices at M&S including: additional top level support given to the BAME and other diversity networks, raising awareness of diversity, communicating business benefits, building grassroots engagement and building a diverse pipeline. Processes were set in place for the delivery of the expanded Inclusion Strategy. In a follow-on study (separately funded) a research report with seven key recommendations was presented to the BAME Gold Inclusion Group of West Yorkshire Police in July 2019. The insights and evidence base informed the Inclusion Strategy of the force and several initiatives have been instigated based on the findings. This work is continuing. |
| First Year Of Impact | 2018 |
| Sector | Retail,Other |
| Impact Types | Societal,Economic,Policy & public services |
| Description | Collaborative research with National Highways |
| Organisation | Highways England |
| Country | United Kingdom |
| Sector | Private |
| PI Contribution | Kathryn Watson is an Investigator on a new project with National Highways which is a project lasting just under three years and is funded by National Highways |
| Collaborator Contribution | Kathryn is working with Professor Jennifer Tomlinson (PI) and Danat Valizade and Cheryl Hurst on this project. The research focuses on EDI in the supply chain and Kathryn is jointly responsible with colleagues for qualitative research aspects of the study. The study is in three phases and we are currently in Stage 1, |
| Impact | The research is underway and regular meetings are held with the project partner. |
| Start Year | 2021 |
| Description | Department for Work & Pensions - Leeds |
| Organisation | Department for Work and Pensions |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | University of Leeds have a joint workshop and seminar series with DWP in Leeds called Linking in Leeds. As a result of attending an event the PI Kathryn Watson was introduced to a policy officer |
| Collaborator Contribution | This introduction led to an initial meeting to discuss the topic of career break returners which is of particular interest to DWP in connection with their In Work programme. A two hour meeting was held with a regional policy officer where there was a fruitful discussion on this topic. It is hoped that the initial relationship established will lead to other opportunities. Kathryn Watson presented the findings of the research from this project at a DWP Linking in Leeds seminar in September 2019. |
| Impact | No further collaboration beyond the presentation and discussion with a senior policy officer |
| Start Year | 2019 |
| Description | West Yorkshire Police |
| Organisation | West Yorkshire Police |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | As a result of a presentation of the research to a Workshop on BAME women's career progression in summer 2018 we have made a new relationship with West Yorkshire Police. This led to the research team conducting a new research project on BAME career progression and inclusion at WYP (qualitative interviews with key stakeholders and staff/officers). The findings from this research were presented to the BAME Gold group at WYP in July 2019 with recommendations, all of which were acted up by the force. In 2020 the PI together with two women researchers from University of Leeds is conducting a further study with WYP on the same topic with a sample from the majority population together with three additional BAME interviews. This will bring the completed interviews up to 45 and enable some identification of issues by different groups. The second report will be presented to the force later in 2020. |
| Collaborator Contribution | See above. More details will follow next year. |
| Impact | Report and presentation to BAME Gold Group in July 2019. Presentation comparing BAME women police employees and retail employees at Global Equality and Diversity Conference in London in November 2019. As a result of the above the PI met with the Chief Constable of Greater Manchester police to discuss the research. The Chief is also the national lead on diversity for the National Police Chief's Council. |
| Start Year | 2019 |
| Description | Advisory Board Meeting |
| Form Of Engagement Activity | A formal working group, expert panel or dialogue |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | An advisory board meeting was held for the project at University of Birmingham Business School attended by key HR and Inclusion Managers from M&S. Reports were given on several aspects of the project and plans for the remainder of the project discussed. |
| Year(s) Of Engagement Activity | 2019 |
| Description | Advisory Board Meeting |
| Form Of Engagement Activity | A formal working group, expert panel or dialogue |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | The first Advisory Board meeting was attended by the M&S Head of Talent, the Public Policy Advisor of CIPD, and two Professors from other institutions who are experts in diversity and inclusion issues. As this was the first meeting with the team, the research project overview, plan and pathways to impact were presented and the external Advisory Board members were able to feedback some very useful ideas to help the project get underway. |
| Year(s) Of Engagement Activity | 2017 |
| Description | Advisory Board Meeting |
| Form Of Engagement Activity | A formal working group, expert panel or dialogue |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Advisory Board meeting at M&S Head Office on 18th May 2018 attending by Simmone Haywood, Tamsin Slade, Becky Cheng (all from M&S) and Adelina Broadbridge and Mustafa Ozbilgin |
| Year(s) Of Engagement Activity | 2018 |
| Description | Article in Leeds University Business School Network Magazine and online version - Feb 2018 |
| Form Of Engagement Activity | A magazine, newsletter or online publication |
| Part Of Official Scheme? | No |
| Geographic Reach | International |
| Primary Audience | Industry/Business |
| Results and Impact | An article about the research was published in the Leeds University Business School alumni magazine called 'Network' . The circulation figures for this are: Electronically - approx 20,000 (it fluctuates slightly over time) Mail - approx 4600 Surplus - approx 2400 (for internal distribution, external contacts, going to fairs and exhibitions and for the foyer etc) The impact of this is not known at this stage. The electronic version can be accessed via the URL given. |
| Year(s) Of Engagement Activity | 2018 |
| URL | https://network.business.leeds.ac.uk/raising-the-ceiling-on-diversity/ |
| Description | Collaborative Meeting with M and S to agree survey questionnaire design |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | On 30th March 2017 the Diversity & Inclusion Manager and Partnership Manager from M and S attended a meeting with the research team to discuss the final design of the survey questionnaire to be administered to M and S staff. |
| Year(s) Of Engagement Activity | 2017 |
| Description | Final presentation of research to M&S |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | The investigators presented the final research reports to Paul Friston (International Director and Chair of the Inclusion Group at M&S and Cleo Thompson, Group Head of Inclusion & Diversity at M&S on 22.01.21 via Teams. We presented the three final reports and discussed the research findings for the project overall. There were comments that indicated that the discussion influenced thinking and that had implications for strategy. It was agreed that we would hold a webinar in the spring at which Paul and Cleo will present. |
| Year(s) Of Engagement Activity | 2020,2021 |
| Description | Global Equality and Diversity Conference, London, November 2019. |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Invited Presentation: Nurturing an inclusive organisational culture and the intersectionality of ethnicity and gender. As a result of this Dr Watson met with the Chief Constable of Greater Manchester Police to discuss the research. CC Ian Hopkins is the national diversity lead for the National Police Chiefs' Council and will also present at our final project event on 26th March 2020. |
| Year(s) Of Engagement Activity | 2019 |
| URL | http://www.gedconference.com/conference-2019/ |
| Description | High Level Analysis Meeting 1 (Key Stakeholder) |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Policymakers/politicians |
| Results and Impact | Claire Maydew and Tamsin Slade attended a high level analysis meeting where the research team all presented their analysis of key stakeholder interviews held with M&S. The discussions were reported back to key personnel in M&S. This analysis was subsequently written into a report. |
| Year(s) Of Engagement Activity | 2017 |
| Description | High Level Analysis Meeting 2 (75 Staff Interviews) 27th October |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | On 27th October Tamsin Slade and Claire Maydew attended a High Level Analysis meeting with the project team members where detailed presentations were given on the 75 Staff Interviews that had been conducted over the summer. The summary results from this meeting were fed back to the HR team and senior personnel at M&S. The research findings have been discussed at the Operations Committee within M&S. A details report on this analysis was produced after the meeting and this was submitted to M&S along with a 4-page summary |
| Year(s) Of Engagement Activity | 2017 |
| Description | Ideas in Practice: Highlights from our research with M&S |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | This event was held to give an overview of our final research findings to a wider business audience. The event also included presentations from the International Director and Chair of the Inclusion Group at M&S and the Group Head of Inclusion & Diversity who both commented on the research. |
| Year(s) Of Engagement Activity | 2021 |
| Description | Inspiring Speakers 27th September 2017 |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Professor Cathy Cassell (Co-I) gave a presentation to approx 50 staff at the M&S Head Office 'Inspiring Speakers' event. The audience included M&S HR Director, David Guise and Head of Talent Simmone Haywood as well as members of the HR team and the Diversity Networks within M&S. The event contributed to strategic decision making and discussions by M&S senior management on the way forward for the company. |
| Year(s) Of Engagement Activity | 2017 |
| Description | Key Stakeholder Report for M and S |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Report on Key Stakeholder Interviews provided to M and S in June 2917. This was reported at a senior level within the company |
| Year(s) Of Engagement Activity | 2017 |
| Description | Leeds University Business School podcast |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Public/other audiences |
| Results and Impact | Jackie Ford and Kathryn Watson produced a podcast for International Women's Day as part of the Leeds University Business School Podcast Series |
| Year(s) Of Engagement Activity | 2021 |
| URL | https://soundcloud.com/leedsunibschool/matters-that-affect-women-in-the-workplace |
| Description | Meeting in London with Simmone Haywood and Becky Cheng |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | This was a meeting with Simmone Haywood, Head of Talent and Becky Cheng attended by Kathryn Watson and Cathy Cassell. The purpose was to discuss the current position on the project and agree future direction and plans. |
| Year(s) Of Engagement Activity | 2018 |
| Description | Meeting with Alex Nelson and Claire Maydew at M&S |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Industry/Business |
| Results and Impact | Specifically to share information and collaborate on the project with Key stakeholder within M&S |
| Year(s) Of Engagement Activity | 2019 |
| Description | North East Chamber of Commerce webinar presentation |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Industry/Business |
| Results and Impact | Presentation by Professor Jackie Ford at a webinar for the North East Chamber of Commerce on 7th January 2021. |
| Year(s) Of Engagement Activity | 2021 |
| Description | Panel Member for LGBT Inclusivity in the Workplace |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Industry/Business |
| Results and Impact | Kathryn Watson was a panel member at an event in Leeds hosted by the Yorkshire Post and MEPC (landlords of Wellington Place business complex) at Sky Betting in August 2018 |
| Year(s) Of Engagement Activity | 2018 |
| URL | https://business.leeds.ac.uk/research-and-innovation/blog/article/what-are-the-benefits-of-diversity... |
| Description | Participation in Round Table discussion at Global Equality and Diversity 2018 conference |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Took part in an invited round table discussion with experts on diversity and inclusion |
| Year(s) Of Engagement Activity | 2018 |
| Description | Presentation and Workshop at Bradford BAME Women's Career Progression event |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Policymakers/politicians |
| Results and Impact | Kathryn Watson gave a presentation on the research findings from the project. This was followed by a discussion with the audience which included policymakers, businesses, public sector organisation and third sector. Kathryn participated in the full day's proceedings which focused on BAME women's jobs and career progression. As a result of this met contacts from Positive Action with West Yorkshire Police and this led to a new research relationship. |
| Year(s) Of Engagement Activity | 2019 |
| Description | Presentation of the research to the M&S Business Improvement Group |
| Form Of Engagement Activity | A formal working group, expert panel or dialogue |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | The research team presented an overview of the findings to the BIG group of M&S. This is an employee representation group with membership from all regions where the company operates. The meeting held at the Support Centre in London was attended by approximately 20 - 25 BIG representatives. |
| Year(s) Of Engagement Activity | 2019 |
| Description | Presentation to Social Sciences Seminar Series on Research Inequalities |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Other audiences |
| Results and Impact | Kathryn Watson (PI) with Kyle Griffith and Karen Da Silva gave a presentation on the research project to a group of approximately 50 academics from other disciplines (i.e. not business and management). This was one of three presentations. The methodological approach of the study was emphasized as this is of interest to other researchers in the social sciences. A brief account of some of the findings to-date was given. The event took place on 25th October |
| Year(s) Of Engagement Activity | 2017 |
| Description | Press article: Yorkshire Post 03.10.17 |
| Form Of Engagement Activity | A press release, press conference or response to a media enquiry/interview |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Public/other audiences |
| Results and Impact | An article was published in The Yorkshire Post 'M&S opens doors to academics for study of inclusion strategies'. This article is not available online. The article describes the study and gives a brief outline of the On Your Marks event at which Cathy Cassell and Simmone Haywood from M&S spoke. |
| Year(s) Of Engagement Activity | 2017 |
| Description | Project Team Meeting with M and S in attendance |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | Tamsin Slade from M and S attended a Project Team Meeting at University of Leeds when the team gave presentations on Work/Life Balance (quants findings) - Kathryn, NVIVO analysis of the 75 staff interviews (with alluvial diagrammes etc) - Karen and Observation Study - Kyle |
| Year(s) Of Engagement Activity | 2018 |
| Description | Project website |
| Form Of Engagement Activity | Engagement focused website, blog or social media channel |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | Website created for the project |
| Year(s) Of Engagement Activity | 2017 |
| URL | https://business.leeds.ac.uk/research-and-innovation/research-projects/raising-the-ceiling-on-divers... |
| Description | Report on 75 staff interviews November 2017 |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | A report on the 75 Staff Interviews and a summary were presented to M and S in November 2017. This was subsequently made available to M and S HR Director and members of the Operations Committee |
| Year(s) Of Engagement Activity | 2017 |
| Description | Seminar hosted by Juliet Kele at MAC Birmingham |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Professional Practitioners |
| Results and Impact | Leaders Unlike You Date: Tuesday 6th November 2018 Time: 10am - 12pm Location: mac Birmingham, Cannon Hill Park, Birmingham, B12 9QH |
| Year(s) Of Engagement Activity | 2018 |
| Description | Talk by Cathy Cassell at Manchester Business School |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Professional Practitioners |
| Results and Impact | Manchester Business School - Inequalities at work institute - presentation by Cathy Cassell in December 2018 |
| Year(s) Of Engagement Activity | 2018 |