Leeds Beckett University - City Campus,
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Dr Niaz Mahmud Faysal
Lecturer
Dr Niaz Mahmud Faysal is a Lecturer in Leadership, Governance and People Management at Leeds Business School, Leeds Beckett University.
0009-0004-5360-2336
About
Dr Niaz Mahmud Faysal is a Lecturer in Leadership, Governance and People Management at Leeds Business School, Leeds Beckett University.
Dr Niaz Mahmud Faysal
Lecturer in Leadership, Governance and People Management
Leeds Business School | Leeds Beckett University
Biography
Dr Niaz Mahmud Faysal is a Lecturer in Leadership, Governance and People Management at Leeds Business School, Leeds Beckett University. His academic work spans leadership, organisational governance, human resource management, responsible management and sustainability, with a particular interest in the ethical and social dimensions of contemporary organisations and employment.
He currently leads the postgraduate dissertation module for the MSc Management and HRM and MSc Management and Leadership programmes. He is also the Module Leader for Global Leadership and Cultural Diversity. Through these roles, he contributes to postgraduate education, research development and the integration of contemporary organisational and management challenges into teaching and learning.
His academic interests connect responsible leadership and organisational governance with broader questions of ethical management, employee wellbeing, social inequality and sustainable organisational practices.
Research Interests
Dr Faysal's research is situated within Management and Organisation Studies, focusing on responsible management, organisational ethics, sustainability and the future of work.
His doctoral research examined ethical human resource management and employee welfare in Bangladesh's ready-made garment industry, exploring the relationships between labour standards, global supply chains, organisational responsibility and decent work.
His current research investigates responsible management and organisational ethics, with particular attention to the implications of artificial intelligence (AI) for organisational legitimacy, fairness and accountability. He is also interested in how organisations respond to inequality, promote employee wellbeing and foster sustainable and decent work across the Global North and Global South.
Drawing on qualitative and interpretive research approaches, his work seeks to advance theoretical and empirical understanding of responsible organisations, ethical governance and the changing nature of contemporary employment.
Key Research Areas
- Responsible management, organisational ethics and governance
- Ethical human resource management and employee wellbeing
- Artificial intelligence, organisational legitimacy, fairness and accountability
- Sustainability, decent work and the future of employment
- Labour standards, global supply chains and social inequality
- Responsible leadership and cross-cultural management
Teaching and Academic Leadership
Dr Faysal contributes to postgraduate teaching and academic leadership across management, leadership and human resource management programmes at Leeds Business School.
His current responsibilities include:
- Postgraduate Dissertation Module Lead: Leading the dissertation module for MSc Management and HRM and MSc Management and Leadership, supporting postgraduate research and independent inquiry.
- Module Leader – Global Leadership and Cultural Diversity: Leading teaching and learning in global leadership, cultural diversity and cross-cultural management.
His teaching interests include responsible leadership, organisational governance, ethical management, human resource management and the relationship between organisations and wider societal challenges.
Academic Qualifications
PhD in Human Resource Management and Sustainable Development
University of Bradford, United Kingdom | 2022
PGDip in Research Methods (Management and Business)
University of Bradford, United Kingdom | 2019
MSc in Management and Implementation of Development Projects
University of Manchester, United Kingdom | 2017
BA (Hons) in Business Administration
Leeds Beckett University, United Kingdom | 2015
Related links
Research interests
Niaz's research is situated within Management and Organisation Studies, with a particular focus on responsible management, organisational ethics, sustainability, and the future of work. His doctoral research examined ethical human resource management and employee welfare in Bangladesh's ready-made garment industry, exploring the intersections of labour standards, global supply chains, and decent work.
His current research focuses on responsible management and organisational ethics, particularly the implications of artificial intelligence (AI) for organisational legitimacy, fairness, and accountability. He also investigates how organisations respond to inequality, promote employee wellbeing, and foster sustainable working practices across the Global North and Global South.
Drawing on qualitative and interpretive research approaches, his work seeks to advance theoretical and empirical understanding of responsible organisations, ethical governance, and the changing nature of contemporary employment.
Publications (3)
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From Bias to Burden: Reframing Algorithmic Inequality as Organizational Responsibility Displacement in AI-Powered HR Ecosystems.
10 July 2026
European Group for Organizational Studies (EGOS) Conference The University of Bergamo, Italy
Naqvi A, Faysal NM 16 April 2026
The International Journal of Human Resource Management37(4):1-38 Informa UK Limited
Umeh C, Alsalman A, Cornelius N, Ndoma-Egba M, Faysal NMAlthough gender diversity management (GDM) practices in the so-called Global North have seen success, gender equality remains elusive, especially in culturally complex Global South regions such as the Middle East, in which these practices often overlook local disparities. This study examines women’s lived experiences of diversity and equality in two public-sector higher education institutions in Saudi Arabia, employing Amartya Sen’s capabilities approach to explore the alignment between organisational policies and women’s substantive freedoms to achieve valued outcomes. Based on semi-structured interviews with 34 women, the findings reveal three context-specific gaps in Saudi Arabia’s GDM practices: (1) a disconnect between organisational policies and women’s lived realities, (2) inequitable access to opportunities and favouritism towards women with privileged networks, and (3) superficial policy advocacy and implementation that fails to challenge systemic barriers. To address these challenges, this study introduces polychronous GDM, a framework that operationalises the capabilities approach by advocating flexible, phased human resource management (HRM) interventions responsive to immediate and evolving inequalities while sensitive to local sociocultural and institutional contexts. Situated within international debates on gender equality, this study advances the strategic HRM literature by critiquing one-size-fits-all GDM and the power dynamics perpetuating workplace inequalities, proposing polychronous GDM as a transformative, context-sensitive framework for advancing gender equality in the Global South.
https://euromedacademy.org/wp-content/uploads/2025/11/euromed2024-book-of-proceedings-2024-10-22_compressed.pdf
01 October 2024
17th Annual Conference of the EuroMed Academy of Business Pisa, Italy Pisa, Italy The EuroMed Research Business Institute (EMRBI)
Kyriakidou N, Ogbemudia J, Sajjadi A, Nisa S, Faysal NM, Mahtab TGlobalisation in higher education has significantly increased the number of postgraduate students from different countries pursuing their studies abroad. According to data published by HESA, UCAS, the Home Office and ONS. In the UK, there has been an almost 89% increase in Indian students attending postgraduate programs, with nearly 118,000 students only in 2023. This growth can be attributed to the internationalisation of higher education and the opportunities created by Brexit, which has made it easier for students worldwide to study in the UK. To cope with the competition by globalisation, UK higher education institutions devote substantial resources to training employees on communicating and interacting effectively with those from other cultures. Hence, student academic challenges, life experiences, racial discrimination, and difficulties in adopting an inclusive learning experience, and the services provided by academic tutors, administrators, and the International Student Office (ISO) have remained unexplored (Mok et al., 2021; Ammigan and Jones, 2018; Ahmad and Shah, 2018). Indeed, there is limited evaluation or regulation of existing policies in UK higher education institutions concerning staff engagement and appropriate training provisions for coping with this increasing international cohort of students. Similarly, while support and resources are provided to international students to facilitate their learning, important information on the challenges they experience during their academic journey is lacking.
Current teaching
- PG Dissertation for MSc Management and HRM (Module Leader)
- PG Dissertation for MSc Management and Leadership (Module Leader)
- Global Leadership and Cultural Diversity (Level 6) (Module Leader)
