PhD Study : Understanding the role of middle managers in creating inclusive workplaces

Summary

Leaders recognise that to be successful, their organisations must adapt to diverse customers, markets, ideas and talent.  As a result, across the globe, organisations, irrespective of their size, sector and business focus, have begun to pledging commitments to greater diversity.  However, to achieve more complete involvement of diverse individuals in the workplace and to provide the opportunity for all organisational members to reach their full potential, a focus on diversity alone is not sufficient.  We must look at inclusion (employees perceiving that they are esteemed members of a work group or organisation as a result of treatment that satisfies belongingness and uniqueness needs) as a route to accomplishing these goals.

Research suggests that such experiences of inclusion are dependent in part on effective leadership (among other things such as an organisation’s mission, policies, and practices, as well as co-worker behaviours) (Cottrill, Lopez, & Hoffman, 2014).   Inclusive leaders ensure that all team members are treated equitably, feel a sense of belonging and value, and have the resources and support they need to achieve their full potential.  Since belonging and being valued for uniqueness are fundamental human needs, inclusive leadership has the potential to be beneficial to both diverse and more homogeneous work groups (Shore et al., 2011).

Inclusive leadership is defined as a set of leader behaviours that are focused on facilitating group members feeling part of the group (belongingness) and retaining their sense of individuality (uniqueness) while contributing to group processes and outcomes (Randel et al. 2018, p.190).  While prior research has shown that managers and other formal leaders can behave in ways that are more or less inclusive (e.g., Prime and Salib, 2014), much work remains to be done to advance theory related to our understanding of inclusive leadership.  More specifically, we are yet to fully understand how middle managers – those who occupy a central position in organisational hierarchies, where they are responsible for implementing senior management plans by ensuring junior staff fulfil their roles (Harding, Lee, & Ford, 2014) promote inclusivity in workplaces.  This study addresses this gap.

Essential criteria

Applicants should hold, or expect to obtain, a First or Upper Second Class Honours Degree in a subject relevant to the proposed area of study.

We may also consider applications from those who hold equivalent qualifications, for example, a Lower Second Class Honours Degree plus a Master’s Degree with Distinction.

In exceptional circumstances, the University may consider a portfolio of evidence from applicants who have appropriate professional experience which is equivalent to the learning outcomes of an Honours degree in lieu of academic qualifications.

• A comprehensive and articulate personal statement
• Research proposal of 2000 words detailing aims, objectives, milestones and methodology of the project

Desirable Criteria

If the University receives a large number of applicants for the project, the following desirable criteria may be applied to shortlist applicants for interview.

• First Class Honours (1st) Degree
• Masters at 70%

Funding and eligibility

The University offers the following levels of support:

Vice Chancellors Research Studentship (VCRS)

The following scholarship options are available to applicants worldwide:

• Full Award: (full-time tuition fees + £19,000 (tbc))
• Part Award: (full-time tuition fees + £9,500)
• Fees Only Award: (full-time tuition fees)

These scholarships will cover full-time PhD tuition fees for three years (subject to satisfactory academic performance) and will provide a £900 per annum research training support grant (RTSG) to help support the PhD researcher.

Applicants who already hold a doctoral degree or who have been registered on a programme of research leading to the award of a doctoral degree on a full-time basis for more than one year (or part-time equivalent) are NOT eligible to apply for an award.

Please note: you will automatically be entered into the competition for the Full Award, unless you state otherwise in your application.

Department for the Economy (DFE)

The scholarship will cover tuition fees at the Home rate and a maintenance allowance of £19,000 (tbc) per annum for three years (subject to satisfactory academic performance).

This scholarship also comes with £900 per annum for three years as a research training support grant (RTSG) allocation to help support the PhD researcher.

• Candidates with pre-settled or settled status under the EU Settlement Scheme, who also satisfy a three year residency requirement in the UK prior to the start of the course for which a Studentship is held MAY receive a Studentship covering fees and maintenance.
• Republic of Ireland (ROI) nationals who satisfy three years’ residency in the UK prior to the start of the course MAY receive a Studentship covering fees and maintenance (ROI nationals don’t need to have pre-settled or settled status under the EU Settlement Scheme to qualify).
• Other non-ROI EU applicants are ‘International’ are not eligible for this source of funding.
• Applicants who already hold a doctoral degree or who have been registered on a programme of research leading to the award of a doctoral degree on a full-time basis for more than one year (or part-time equivalent) are NOT eligible to apply for an award.

Due consideration should be given to financing your studies. Further information on cost of living