Gender, diversity and intersectionalities

Conversations about diversity and inclusion are becoming increasingly commonplace in organisations. Our research addresses the politics of recognition and aims to facilitate better representation at the collective and individual levels. To achieve this, it provides a deeper understanding of how marginalised groups are held back and how initiatives to remedy this have not yet worked. We have, for example, examined embodied work, experiences with poverty and queerness, and how organisations might better accommodate experiences with menopause.

In much of our research, the intersections between different points of marginalisation or privilege play a role, which is why we often combine studies of gender with race, age, class and sexuality. These approaches allow us to create more complex understandings of diverse workforces that can lead to more successful initiatives to create truly inclusive organisations.

Our researchers

Collaborators

Monash

External

Our partners

Our team collaborates with a diverse range of organisations to provide tools for improving the inclusivity of organisations. We have worked with The Royal Women’s Hospital, WorldVision, OXFAM, the Bangladesh Institute of Labour Studies and Trade Union federations.

Featured publications

• Kauzlarich, L., & Greenwood, M. (2025). Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis. Human Resource Management, 64(2), 269-287.
• Ghio, A., McGuigan, N., and Powell, L. (2023). The queering accounting manifesto. Critical Perspectives on Accounting, 90, 102395.
• Cutcher, L., Riach, K., and Tyler, M. (2022). Splintering Organizational Subjectivities: Older workers and the dynamics of recognition, vulnerability and resistance. Organization Studies, 43(6), 973-992.
• Riach, K., and Tyler, M. (2022). Getting a grip’? Phenomenological insights into handling workplace in London’s Soho, Human Relations, 1-28
• Jammulamadaka, N., Faria, A., Jack, G., and Ruggunan, S. (2021). Decolonising management and organisational knowledge (MOK): Praxistical theorising for potential worlds. Organization, 28(5), 717-740.
• Mayson, S., and Bardoel, A. (2021). Sustaining a career in general practice: Embodied work, inequality regimes, and turnover intentions of women working in general practice. Gender, Work & Organization, 28(3), 1133-1151.
• Wilcox, T., Greenwood, M., Pullen, A., O’Leary Kelly, A., and Jones, D. (2021). Interfaces of domestic violence and organization: Gendered violence and inequality. Gender, Work & Organization, 28(2), 701-721.
• Alamgir, F., and Alakavuklar, O. N. (2020). Compliance codes and women workers’(mis) representation and (non) recognition in the apparel industry of Bangladesh. Journal of Business Ethics, 165, 295-310.
• Baker, D. T., and Brewis, D. N. (2020). The melancholic subject: A study of self-blame as a gendered and neoliberal psychic response to loss of the ‘perfect worker’. Accounting, Organizations and Society, 82, 101093.
• Davies, O., and Riach, K. (2019). From manstream measuring to multispecies sustainability? A gendered reading of bee‐ing sustainable. Gender, Work & Organization, 26(3), 246-266.
• Hales, S., Riach, K., and Tyler, M. (2019). Putting sexualized labour in the picture: Encoding ‘reasonable entitlement’ in the lap dancing industry. Organization, 26(6), 783-801.
• Jack, G., Riach, K., and Bariola, E. (2019). Temporality and gendered agency: Menopausal subjectivities in women’s work. Human Relations, 72(1), 122-143.
• Baker, D. T., and Kelan, E. K. (2019). Splitting and blaming: The psychic life of neoliberal executive women. Human Relations, 72(1), 69-97.
• Lindsay, S., Jack, G., and Ambrosini, V. (2018). A critical diversity framework to better educate students about strategy implementation. Academy of Management Learning & Education, 17(3), 241-258.
• Baker, D. T., and Kelan, E. K. (2018). HRM practices to diversity management: individualization, precariousness and precarity. In Human Resource Management (pp. 117-134). Routledge.
• Uhly, K. M., Visser, L. M., & Zippel, K. S. (2017). Gendered patterns in international research collaborations in academia. Studies in Higher Education, 42(4), 760-782.
• Alamgir, F., and Cairns, G. (2015). Economic inequality of the badli workers of Bangladesh: Contested entitlements and a ‘perpetually temporary’ life-world. Human Relations, 68(7), 1131-1153.

Ongoing projects

• Exploring the work experiences of deaf communities. Led by Mai Vu, this project explores the work experiences of deaf communities and the forms of marginalisation they encounter in a developing economy. It focuses on how deaf workers navigate exclusion, communication barriers, and unequal recognition in organisational life, while also highlighting the resources and practices through which they sustain participation and belonging.

Watch, listen, read

• Evaluating the resilience of women during COVID-19 pandemic in India: An empirical analysis, World Vision India, 2022.
• How Confidence Is Weaponized Against Women, Harvard Business Review, 2022.
• Menopause at work (MIPO), 2019.
• The gender confidence gap: why it’s damaging for women — and how we can fix it, Independent, 2023
• Ditch the self-blame over unrealistic demands, The Irish Times,  2019.