Sallyann Halliday

This article explores female occupational identity construction by looking at the issue of media representations of women’s police work in the United Kingdom. The example, television representation, discussed here, is the character of Sergeant Catherine Cawood in Happy Valley, a UK police drama written by a UK-based playwright, Sally Wainwright. As the lead character in Happy Valley, Sergeant Catherine Cawood’s on-screen portrayal will be the focus of the discussion in this article. Building on findings from previous research undertaken by the author, which explored how gendered identities of women police professionals are represented in the media, this article argues that television representations of UK female police work portray a particular form of professional femininity, one which I argue is still highly ‘gendered’, mainly because such representation of women’s police work relies on narratives centred on the effective and competent use of ‘emotional labour’.

Gender, Media, and Organization: Challenging Mis(s)Representations of Women Leaders and Managers is the fourth volume in the Women and Leadership: Research, Theory, and Practice series. This cross-disciplinary series from the International Leadership Association draws from current research findings, development practices, pedagogy, and lived experience to deliver provocative thinking that enhances leadership knowledge and improves leadership development of women around the world. This volume addresses the lack of critical attention in leadership research to how women leaders and professionals are represented in the media. The volume acts as a companion piece to a Seminar Series, funded by the UK’s Economic and Social Sciences Research Council (ESRC), to address this gap in the research. The lack of research interrogation of gendered media representations of women leaders and professionals is a surprising omission given the wealth of evidence from stakeholders outside academia revealing that women, and women leaders, continue to be underrepresented across all forms of media outlet. This volume contributes to social change, equality, and economic performance by raising consciousness about women’s lack of representation in the media and challenges gendered mis(s)representations of women professionals and leaders in the media through the presentation of a range of empirical investigations and methodological approaches. The volume contributors use various theories and conceptualizations to problematize and analyze women’s limited representation in the media, and the gendered representations of women professionals and leaders. Together, the volume’s 14 chapters reflect the beginning of a rich, diverse, emergent strand of academic research that interrogates relationships between the media in its multiple forms and women’s leadership. Illuminating the positioning of women leaders and professionals as both complex and problematic, these chapters offer an important agenda for management and organization scholars. They attest to the need to describe and make visible women’s mis(s)representations in the media while drawing attention to the importance of situating these mis(s) representations in the broader social, economic, historical, cultural, and political context as a means to gain insight into their development and evolution. As a rich and diverse site of research, examination of the media calls for a broad methodological repertoire. The chapters in this book draw from multiple sources and include, among others, the development of thematic analysis to illuminate stereotypes, the use of critical discourse analysis to understand professional women’s experience, a rhetorical analysis of the covers of Time magazine, and an interrogation of the power dynamics manifested in the media’s practice of nicknaming women leaders. Gender, Media, and Organization is a first step in stimulating further research that poses critical questions concerning gendered and sexualized representations of women leaders in textual and visual forms, and considers the media’s influence on gender equality and social justice. The chapters offer fruitful avenues for future research to continue the momentum of challenging gendered media representations of women leaders and professionals.

Purpose The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD? A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work. Design/methodology/approach This paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved. Findings There is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength. Research limitations/implications For HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research? In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery? How does FFL impact on organisation behaviour and outcomes? What new products and services emerge from FFL? What new skills are required to deliver FFL? Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making? and How can the HRD profession develop as a hybrid profession with respect to machine learning (ML)/artificial intelligence (AI)? Practical implications FFL produces outcomes that have importance for strategy, HRD practitioner can learn to facilitate FFL by action learning and in leadership development programmes. FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. FFL offers those involved in HRD a significant opportunity to transfer ideas into practice that have an impact on organisation sustainability. HRD can play a significant role in the design and delivery of ML and AI projects. Originality/value This paper concludes with a call for embracing FFL as a challenging but important addition to how we talk about learning at work. The authors argue that FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. At its centre, FFL involves learning by people, groups, organisations and machines and this has to be of concern to HRD.

Recent changes in the socio-economic environment have transformed the UK labour market. Research findings suggest that there will be an increase in the demand for higher level skills by 2020 and projected a continued polarisation of the labour market across the UK (UKCES, 2014). One in five jobs (20%) now require degree level skills and the proportion is likely to rise in the years ahead (CBI, 2012). However, in an increasingly competitive labour market, employers are looking beyond simple academic achievement when considering applicants for a job. Thus, there is an increasing focus on employability in higher education (HE) and how graduate skills should be developed and enhanced (Knight and Yorke, 2013). For example, appropriate employability skills are now the most important factor taken into account when businesses recruit graduates, with four in five employers (81%) valuing these skills above other factors such as degree subject (70%) and class (46%) (CBI, 2012). This chapter draws on qualitative case study work undertaken with Higher Education Institutions (HEIs) as part of a large European Union Lifelong Learning (ERASMUS) Programme funded research project lead by researchers in the Faculty of Business and Law at Leeds Beckett University, UK (Work Based Learning as an Integrated Curriculum: Partnership Development and Delivery by HE and the Labour Market) and research undertaken with employers by researchers at York St John Business School, York St John University, UK. For both pieces of research, the aim was to explore the development of appropriate skills and abilities through work-based learning which assimilates the business environment and equips students with the necessary skills and competences that reflect the requirements of the business community. Given there is a need to distinguish the difference between employment as a graduate outcome and the pedagogy aspects of employment skills, this chapter will explore and discuss how a work-based learning as an integrated curriculum approach could be used to help meet the managers' demand for ‘employable’ graduates.

An internship, or a period of work experience, is widely acknowledged as a way into employment (BIS, 2012). Employers favour those students and graduates who have gained work experience to those who have not (Gault, Leach and Duey, 2010). In the UK, the issue of internships has become highly controversial leading to a plethora of newspaper reports in recent years exposing injustices in internships, including unpaid labour, specifically within the more ‘glamorous’ fields of marketing, public relations and advertising (e.g. Jones, 2014). Marketing, public relations and advertising are part of the cultural industries (Hesmondhalgh, 2013). Practitioners within these three fields operate as ‘promotional intermediaries’, working on behalf of commercial interests to sell not only commodities but to shape ‘values, norms and beliefs about society, markets and human relations’ (Davis, 2013, p. 29). Within the UK approximately 500,000 personnel are employed in the marketing, public relations and advertising professional fields (ONS, 2015). This working paper draws on existing literature in the cultural industries, the sociology of work, and relevant studies in three professional fields (marketing, public relations and advertising) in order to problematise internships as unpaid labour. In deciding on this topic, we respond to an agenda which calls for critical studies of exclusionary practices, particularly in the field of public relations (Edwards, 2014). From the review of existing literature, we pose research questions for empirical exploration. In 2010, the IPPR called for a fair wage for interns (Lawton and Potter, 2010), subsequently supported by the Wilson Review (BIS, 2012), and an employer’s good practice code, recognising that a fair wage is not only one of equality and social justice for all workers, but also who has access to internships (TUC, 2013). As Hesmondhalgh (2010, p. 279) notes, ‘Young people from wealthy families are much more likely to be able to afford sustained periods without pay’. Hesmondhalgh (2010) and Percival and Hesmondhalgh (2014) have examined the particular phenomenon of unpaid work within the cultural industries, demonstrating that the debate is more complex than calls for a fair wage, even though such calls are fundamental to social mobility. Critiques of free labour draw attention to the social processes that underpin not only employer-led exploitation, but the supporting processes that involve the workers themselves (non-consciously) maintaining the status quo. Such processes include ‘self-exploitation’ arising from the blurred boundaries of work and play, and ‘self-commodification’ and individualised labour, whereby success and failure are perceived as individual responsibilities to promote oneself (Hesmondhalgh, 2010). Siebert and Wilson (2013, p. 718) further problematise the notion of ‘exploitation’ in their study of unpaid work in the creative industries arguing that students’ and graduates’ acceptance of unpaid work as ‘the way things are’ suggests that workers do not ‘perceive what is happening to them as exploitation’. The concept of ‘internalised flexibility’, used to describe a generational attitude among young people towards employment conditions may also provide an explanation as to why young workers’, including students and graduates, do not challenge the status quo (Bradley and Devadason, 2008). The preliminary review above raises important questions for marketing, public relations and advertising which are unexplored within the professional fields themselves, and yet, as indicated, the responses of young people who have interned within these fields could be particularly intriguing, given their aspirations and roles in promoting the values that underpin current economic and social ideologies.

Written from an equitable data perspective, Questioning Technology: Addressing Divisive Data in Research and Practice translates the pressing challenges within data collection, data categorization and data commercialisation to enable researchers, SMEs, and practitioners to better question why and how they use data. Offering an alternative that diverges from the current narrative of subjective ethics, this guide affords authentic perspective and confidence to respectively question the function of technology and the intensity of data collection, the ethics of data use, data collection risks and mitigation, data commercialisation, and the impact this has on digital policy. Split into three parts, the first part of the guide introduces the concepts surrounding digital inclusion, data dignity, technical language and the way in which humans are part of the digital ecosystem. The second part discusses and elaborates on the challenges within data collection, data categorization and commercialisation. The third part of the guide focuses on existing and recent policy progression around data and AI and to what degree this knowledge can be applied in the digital and physical realm. Through a shared and accurate technological language informed by clear and equitable digital terminology and characteristics, O’Higgins and Halliday call for a step-change that can be used in industry and academia to bridge the language and knowledge gap for aligned collaboration through accessibility towards true digital equity.

This report is one of a series of outputs from the National Evaluation of the Capacity Building Programme for local government in England (CBP), undertaken by a team of researchers at the Policy Research Institute (PRI) at Leeds Metropolitan University and the Cities Research Unit at the University of West of England. This report summarises the findings from all four key strands of the evaluation. Because of the difficulties associated with quantifying the capacity of local authorities, much less the sector, in relation to the dynamic roles and objectives that they pursue, the report focuses on what has worked, why and in what circumstances, rather than providing a definitive assessment of the extent of change of capacity building enabled by the CBP. The CBP was launched in 2003 as a joint Department for Communities and Local Government/Local Government Association (LGA) initiative to support capacity building and improvement activities within local authorities in England. The CBP has supported four main streams of improvement and capacity building activity in local authorities (see Section 1.2; p13).

The report is one of a series of outputs from the national evaluation of the CBP, being undertaken by a team of researchers at the Policy Research Institute (PRI) at Leeds Metropolitan University and the Cities Research Unit at the University of West of England. The Capacity Building Programme for local government was launched in 2003 as a joint Department for Communities and Local Government (DCLG) / Local Government Association (LGA) initiative to support capacity building and improvement activities within local authorities in England. The evaluation of the Capacity Building Programme has been underway since late 2004. A scoping phase was conducted until May 2005, including a short evaluation of the Pilot Programmes. The main phase of the evaluation commenced in September 2005 and encompassed four main phases (see Section 1.3: p10).

This report presents the findings of the evaluation of the Capacity Building pilots. The evaluation of the pilots is part of the on-going evaluation of the Capacity Building Programme and has been undertaken in the early scoping phase of the main evaluation in order to capture key learning points and insights into the programme. It is intended that the ongoing evaluation of the Capacity Building Programme will be formative and assist in the development of the programme over time. In what follows the background to the pilots programme is discussed, highlighting the kinds of capacity building activities the pilots are engaged with and the link between the Capacity Building Programme and the CPA. The report outlines the structure and purpose of the pilots programme and the nature and characteristics of the different pilots that were undertaken. The seven case studies are then discussed in more detail in the main body of 1 Introduction | 5 the report. These are drawn together in key themes and findings which can be used to strengthen future project development.

This report summarises emerging findings from initial scoping analysis and case study fieldwork with authorities that have received Direct Support from the Capacity Building Programme (CBP) for local government. The report is one of a series of outputs from the national evaluation of the CBP, being undertaken by a team of researchers at the Policy Research Institute (PRI) at Leeds Metropolitan University and the Cities Research Unit at the University of West of England.

This report is one of a series of outputs from the national evaluation of the Capacity Building Programme for local government in England (CBP), being undertaken by a team of researchers at the Policy Research Institute (PRI) at Leeds Metropolitan University and the Cities Research Unit at the University of West of England. This report summarises the findings from the second phase of fieldwork with regional and sub-regional Improvement Partnerships, established to facilitate capacity building and improvement activity in local authorities. The research underpinning this report was undertaken in seven case study Improvement Partnerships (see Section 2) in October and November 2006 and follows a similar – baseline – exercise undertaken during the same period during 2005. It thus both draws on the earlier research (see Section 3) and identifies evidence of progress and impact (see Section 10) since the baseline phase.

This paper analyses women’s views and perceptions of networking and the changes in networking practice since the COVID-19 pandemic. The study focuses on a largely unexplored area of women in small and medium-sized businesses (SMEs) using a case study from the Leeds City Region, England, UK. An online questionnaire was disseminated to 65 participants (51 women and 14 men), and interviews with 14 women working in SMEs were conducted. A three-tier thematic analysis was used to analyse each dataset individually, and then a joint thematic analysis was conducted. Findings show that networking is mainly assessed negatively and as something that affects work-life balance, causes communication issues, and is largely difficult and not particularly useful. Post-pandemic, a lot of networking is done online with the rise of LinkedIn network, mentioned in the positive context, opening a question of whether LinkedIn networking could solve issues with harassment and work-life balance.

This paper analyses women’s views and perceptions of networking and the changes in networking practice since the COVID-19 pandemic. The study focuses on a largely unexplored area of women in small and medium-sized businesses (SMEs), using a case study from the Leeds City Region, England, UK. An online questionnaire was disseminated to 65 participants (51 women and 14 men), and interviews with 14 women working in SMEs were conducted. A three-tier thematic analysis was used to analyze each dataset individually, and then a joint thematic analysis was conducted. The findings show that networking is mainly assessed negatively and as something that affects work-life balance, causes communication issues, and is largely difficult and not particularly useful. In the post-pandemic era, a lot of networking is done online, with the rise of the LinkedIn network, mentioned in a positive context, raising the question of whether LinkedIn networking could solve issues with harassment and work-life balance.

This report presents the findings of a qualitative study of the operation and impact of the Multiple Provider Employment Zone (MPEZ) initiatives that have operated in four cities (London, Birmingham, Liverpool and Glasgow) since 20041. The study builds on earlier work by Cambridge Policy Consultants (Hirst et al. 2006), which concentrated on issues related to the early establishment of the MPEZ initiative and the initial experiences of Providers, Jobcentre Plus districts and customers. The Phase 2 research took place approximately one year on from the Phase 1 study and focused on tracking developments in the operation of MPEZ as the initiative became more established. The study involved interviews with EZ Providers (managers and Advisers), Jobcentre Plus representatives (managers and Advisers) and customers (young people (aged 18-24) claiming Jobseeker’s Allowance (JSA), who would otherwise have returned to New Deal for Young People (NDYP)2, lone parents receiving Income Support and early entrants – see section 1.6 for full details). In order to gain a wider perspective, researchers also spoke to representatives of organisations that have employed MPEZ participants and a number of stakeholder organisations with a broad interest in local labour market policies and programmes in the MPEZ areas. In total, the research involved interviews or group discussions with over 300 individuals, providing a range and depth of qualitative information that allows a detailed picture to be established of the way that MPEZs developed between mid- 2005 and mid-2006, including the experiences of employers and the labour market destinations of MPEZ participants. A central issue addressed in the research and in this report is the ‘multiple’ element of the initiative and the value that is added through the existence of more than one Provider in each MPEZ area. Questions of allocation, choice, specialisation, competition and innovation are considered from the perspectives of Providers, Jobcentre Plus, customers, employers and stakeholders and the final sections present some conclusions and issues for consideration in relation to these topics.

This paper analyzes the literature on women and networking between 1985 and 2021 to explore what is known about networking and its effect on women, and what new research is needed on networking. The authors analyzed a total of 78 articles published in women's and gender studies journals. Thematic analysis and three-tier coding have been used in analyzing available articles. Findings reveal that organizational cultures did not change during the four decades of research as boys' clubs still exist and take men ahead much more than women's networks take women ahead. Old boys' clubs remain persistent and more powerful than women's networks and women do not report benefits from networking even when they engage with this, often-seen, masculine practice. Women also report exclusion from important professional networks and this is a theme that consistently runs through research, and additionally, many women cannot join networks due to the social expectation that women will look after families.

This report analyses literature on women and networking between 1985 and 2021, as published in women and gender studies journals. Authors analysed a total of 78 articles published in European Journal of Women’s Studies, Feminist Review, Women’s Studies International Forum, Feminist Theory, Gender & Society, Journal of Gender Studies, Frontiers: A Journal of Women Studies, Signs, Women Studies Quarterly, Feminist Economics, Gender in Management: An International Journal (previously called Women in Management Review,), Gender, Work & Organization, Feminist Studies, Hypatia and International Journal of Gender and Entrepreneurship. Thematic analysis and three-tier coding have been used in analysing available articles. Findings reveal that organisational cultures did not change during the four decades of research as boys clubs still exist and take men ahead much more than women’s networks take women ahead. Old boys clubs remain persistent and more powerful than women’s networks and women do not report benefits from networking even when they engage with this, often seen, masculine practice. Women also report exclusion from important professional networks and this is a theme that consistently runs through research, and additionally, many women cannot join networks due to the social expectation that women will look after families. Networking thus presents a structural barrier and this is visible throughout decades of analysed research, with recurring and repeating themes of networking as a structural barrier, exclusion of women and persistent power and influence of old boys clubs.

Over the last 4 decades, the demands of women in senior positions and/or rising into senior positions have ebbed from – Having It All in the 1980’s (Gurley Brown, 1982), flowing into Thinking manager/Thinking male (Schein & Davidson, 1993); whilst encountering the Madonna/whore dichotomy; polarizing both the value and identity of women in the public and private spheres. Then women were asked to Lean in! (Sandberg, 2013). Discourses within these propositions were myriad, yet the arguments were not new, indeed, similar arguments for emancipation may be found in the exchanges between Edmund Burke and Mary Wolstonecroft on - reason versus sensibility (Wollstonecraft; 1792). In this paper we attempt to develop the discourse on feminism and femininity and in so doing, to bridge the philosophical and often disagreeable/uncomfortable divide between feminism (as a world view) and post feminism (as a critical tool though which to explore the challenges of gender in work and organizations) our aspiration here is to situate our discussions within the historical theoretical developments in feminist thinking and accentuate the relevance of this thinking to organizational practice. This paper develops our existing research into the interdiscursivity of cultural meaning (du Gay et al, 2013; Fairclough, 1992, 2010) across three different professions; Police, Government and Public Relations, in relation to television representations. Our previous research notes an unfolding or broadening out of professional identities within the cultural sphere of professional life, in the “location between liberal feminism and femininity” (Lewis, 2014, p.1857). Across all three professions, tensions between gendered ideologies, television representations and lived realities are played out with multi-layered responses of participants navigating through complex and often clashing cultural constructs. Our research both builds on and challenges the emerging set of post-feminist discourses by offering insight into the emerging multiplicity of femininities (Lewis, 2014, p.1851) within a broadening, inclusive and open cultural space. Exploring the problematic and often paradoxical nature of post-feminism became imperative – in a post-feminist climate a key issue to be addressed as noted by (Kelan, 2008a, 2009, 2010 in Lewis, (2014 p. 1846), Simpson and Lewis, Simpson; “where women’s belief that they are equal means that ongoing sources of inequality are ignored, rendered invisible and have become increasingly difficult to name”. 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