Applications are invited for a PhD studentship to investigate how intersectional elements of women’s gender identities affect their work lives. Specifically, how this might create conflict with how women identify with their daily work, how it impacts them at a psychological and social level, how this can lead to feelings of exclusion or inclusion, and how women overcome resulting gender-work-identity conflicts to succeed in their chosen fields of work (or indeed how it impedes their progress). This will help to understand how inequality landscapes in organisations/ society (in the structural or broader sense of the word) are created and resolved. It is intended that the PhD will contribute evidence-based suggestions for practice and policy (if relevant) on how to create gender egalitarian work-spaces for the populations studied.
Background
Research on gender processes and work suggest that women’s sense of self in relation to work is influenced by a multitude of intersectional elements (e.g. race, class, ethnic background, socio-economic status, migration status, caring responsibilities), at any given point of time (Acker, 2006; Wimalasiri, 2021). Feelings of gender-work-identity conflict can arise when there is a mismatch between the felt sense of these intersecting identities and any aspect of one’s work (e.g., being dissimilar from the majority gender at work, having to carry out tasks at work which are strongly gendered) (Veldman et al, 2017), which may in turn give rise to feelings of exclusion. On the other hand, when workers are able to choose how they work and respond to structural inequalities according to their intersectional differences, they can influence their daily work routines and improve their job satisfaction, performance and ultimately the inequality landscapes around them and for others. Some evidence of the lack of progress of women can be seen in the ongoing dearth of women in senior positions around the world (UNDP, 2021) There is much yet to understand about how the contradictions of identity in its multiple and fluid forms are enacted in one given space and how they define a persons’ behaviour and their way of being in the world (Vignoles, 2019).
This PhD is intended to contribute to this area of research, with a special interest in the psychological perspectives (e.g. social identity) related to women’s work. You might choose to focus your study on any work population in the UK or across the world. Both common and non-common work types are welcome populations of interest (e.g. street theatre/vending, casual work, ‘dirty’ work, emergent entrepreneurs).
Some questions that you might consider when formulating your proposal:
- What is the nature of intersectional gender identity in women? How does it influence gender-work-identity conflict? (i.e. drive their sense of exclusion/ inclusion at work)
- What are the psycho-social factors that give meaning to a woman’s identity in otherwise male dominated work spaces (i.e where they might feel ‘othered’ because of their gender)?
- Are there more dominant elements and intersections (e.g. socio-economic status, ethnic background, colour, religion, caring responsibilities, relationship status), and what are their respective influences on work?
- How do women navigate gendered activities (“typically male”/ “typically female”) to achieve positive outcomes, even when the activities are in conflict with their sense of their own gender identity?
- How do gender-related intersectionalities at work at a person level influence organisational level (and/or societal) inequalities? In turn, how can local interventions emancipate more gross societal inequalities.
- Does national culture influence these relationships?
You are strongly advised to discuss your proposal with the lead supervisor Dr Varuni Wimalasiri ([Email Address Removed]). It is desirable that you have worked with or have access to your study population already and you can re-engage with this population during your PhD, but this is not essential. You will be supported to gain access to organisations as necessary to support your study. As part of the PhD you will be required to deal with practical topics relating to diversity and equality in the organisations and sectors that you will study. For this reason, previous experience showing interest in the welfare of people and or some involvement in the area of equality and diversity will be desirable but not essential. Further training will be provided during the PhD.
Doctoral Tutor role:
You will also be expected to take up Doctoral Tutoring during your 6 semesters (3 years) of funding. This work is paid at Grade 5.1 (currently £13.88 per hour), and covers contact time, preparation and marking. You will be expected to work approximately 165 hours per year, dependent on modules selected and availability.
Doctoral Tutors will begin teaching in the second term of their studies. You will be encouraged to study for a formal teaching accreditation (Associate of the Higher Education Academy), including enrolling on a ‘starting to teach’ module in the first term before they begin teaching. Candidates who demonstrate suitability for, and express interest in, the additional Doctoral Tutor role will be preferred.
How to apply
Please read the full advert and our Prospectus and our Psychology PhD FAQS before you start your application.
Please submit your application online for 'PhD in Psychology' for entry in September 2022.
International students - The School has one Scholarship available for an International student which cover a 3 year stipend AND Overseas fees. It will be very competitive and you will be considered alongside applicants from across Psychology. If you wish to be considered for funding for overseas fees then please indicate this in your application.
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