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In this episode, I'm talking to the team behind the research project Bloody Work, which is about managing menstrual disorders at work. Drs. Cara Reed, Jenna Pandeli, and Helen Williams are investigating the hidden physical and emotional labour employees undertake to manage painful or leaking bodies while remaining productive. We discuss the motivation for the project, participants' experiences, and what they'd like to see change as a result of this project. We also discuss the Ideal Worker, marginalisation, and the general shame and silence that comes along with having a body that bleeds. Find out more about the project here: Bloody Work instagram Follow Nancy on LinkedIn

Listen to Part 1 first to understand our references to the Puritans and the Work Ethic. In this episode, Professor Anderson and I discuss whether tech bros are the latest version of landlords that the Puritans would have despised; the core source of the feminisation of poverty; how labour is entirely mis-valued; and the invisible apparatus of unpaid care work that firmly holds an ungrateful capitalist system in place. Buy her book Hijacked here Follow Nancy on LinkedIn Other references: Callaci, E. (2026). Wages for housework: The Story of a Movement, an Idea, a Promise. Penguin Group. Mazzucato, M. (2018). The value of everything: Making and Taking in the Global Economy. PublicAffairs. Varoufakis, Y. (2023). Technofeudalism: What Killed Capitalism. Random House.

Sometimes when you have big questions about work, science can't help you. When the questions concern one's understanding of self, of what is 'good' and 'right', and what we ought to do - well, you need to talk to a philosopher. In this episode, I speak with Professor Elizabeth Anderson - John Dewey Distinguished University Professor of Philosophy and Women's & Gender Studies. We talk about the evolution of the work ethic in this Part One. We discuss having a calling, the conflation of money-making and goodness, and the original promoters of Meaningful work. In an upcoming Part Two, we'll talk about care work, billionaires as 'land' owners, and how the Puritanical past might inform a Future of Work! Prof Anderson's book: Hijacked Nancy's LinkedIn

Does remote work really make us lonely? Is the Right to Disconnect enough as a written policy in the face of power imbalances? How can organisations shape the implementation of remote work so that it actually... works? Dr Eva Rimbau Gilabert talks to me in this episode about all of the above, and so much more! Find Eva's research here. Follow Eva's LinkedIn Follow Nancy's LinkedIn Citations from the episode: Emanuel, N., Harrington, E., & Pallais, A. (2026). Home alone: Remote work, isolation, and mental health. Science, 392(6802), eaec7671. https://doi.org/10.1126/science.aec7671 Gajendran, R. S., Ponnapalli, A. R., Wang, C., & Javalagi, A. A. (2024). A dual pathway model of remote work intensity: A meta‐analysis of its simultaneous positive and negative effects. Personnel Psychology, 77(4), 1351–1386. https://doi.org/10.1111/peps.12641 He, T., Wei, L., Goodman, M. S., Pagán, J. A., Cuevas, A. G., & Bather, J. R. (2025). Remote work and loneliness: Evidence from a nationally representative sample of employed U.S. adults. Journal of Affective Disorders, 393(Pt B), 120456. https://doi.org/10.1016/j.jad.2025.120456 Shandell, M. S., Elliott, C. E., & Grant, A. M. (2026). Worship me at the office altar: Why narcissistic leaders resist remote work. Organizational Behavior and Human Decision Processes, 195, 104496. https://doi.org/10.1016/j.obhdp.2026.104496

What does it mean when people say an organisation is "Queer friendly"? What is the tension between a place of work and one's pursuit of emancipation? Can Queer alternatives improve public discourse about the Future of Work? In this episode, Dr. Olimpia Burchiellaro and I engage in dialogue on these topics and more! Find her substack here and her book here. Follow Nancy's LinkedIn Works Cited: Ahmed, S. (2012). On being included. https://doi.org/10.1215/9780822395324 MacLeavy, J., & Pitts, F. H. (2024). The Handbook for the Future of Work. https://doi.org/10.4324/9781003327561 Milian, R. P., & Wijesingha, R. (2023). Why do EDI policies fail? An inhabited institutions perspective. Equality Diversity and Inclusion an International Journal, 42(3), 449–464. https://doi.org/10.1108/edi-02-2022-0048 Paul Gilroy

Sometimes our bodies experience events that are complicated and difficult - and not necessarily compatible with how we, our organisation, and even society desires a certain neatness in relation to work. This episode I speak with Dr Heidi Reed from Audencia Business School. Her research looks at Vulnerability and often draws on Ethics of Care. We talk about her research on and lived experience of pregnancy loss while employed. We discuss how bodies that menstruate, get pregnant, become not pregnant, go through menopause, etc. can come to be perceived as too messy, too tricky, and too taboo to deal with in a work space. We reflect on what consequences that may have for the person experiencing loss, as well as those around them. We also discuss the potential for doing things differently, particularly in the face of a rapidly changing Future of Work. Follow Nancy's LinkedIn References Reed, H. (2025). I can('t) talk about it at work: Stigma entanglement and the Epistemic vulnerability paradox. Gender Work and Organization, 33(2), 367–378. https://doi.org/10.1111/gwao.70044 If you don't have Wiley access, request access to the paper here Pregnancy Loss Research Group (HR toolkit and other resources) Short interview with Joan Tronto explaining the Ethics of Care. Scheibmayr, Isabella. 2024. “Organizing Vulnerability Exploring Judith Butler's Conceptualization of Vulnerability to Study Organizations.”Gender, Work & Organization31(4): 1385–1408. https://doi.org/10.1111/gwao.13103.

The discourse surrounding the Future of Work still needs a lot of improvement. With far too much power handed over to that which does not have society’s best interest at heart, we may be in danger of forgetting a few important things. We have agency. The future has not happened. There is hope. In this episode, I talk to Dr Nicky Dries of the Future of Work Lab, KU Leuven. We discuss what is still missing from the conversation around jobs, AI, and the future - and what needs to change in the conversation and in our actions. Listen in for a necessary discussion that centers human quality, critiques predictive analysis, and provides alternative imaginaries for possible futures informed by radical hope. Follow Nancy's LinkedIn References Dries, N., Luyckx, J., & Rogiers, P. (2023). Imagining the (Distant) future of work. Academy of Management Discoveries, 10(3), 319–350. https://doi.org/10.5465/amd.2022.0130 Dries, N., Luyckx, J., & Rogiers, P. (2024). What 570 Experts Predict the Future of Work Will Look Like. Harvard Business Review. Frey, Carl Benedikt & Osborne, Michael A., 2017. "⁠The future of employment: How susceptible are jobs to computerisation?,⁠" Technological Forecasting and Social Change, Elsevier, vol. 114(C), pages 254-280. Mollick, Ethan, (2023). Detecting the Secret Cyborgs: The AI Trap for Organizations, One Useful Thing. Véliz, C. (2026). Prophecy: Prediction, Power, and the Fight for the Future, from Ancient Oracles to AI. Doubleday.

Women are frequently told that they ought to be more confident at work. Confidence is often offered as a silver bullet for every challenge women encounter in their careers. But do women actually 'lack confidence' at work - or is it simply a convenient way to ignore structural issues? Is it an individual barrier that must be overcome - or are there more useful actions available? This episode, Lara Pecis talks about her recent paper, co-authored with Elisabeth Kelan, "Fix Thyself: Un/Doing Confidence in Women's Entrepreneurship". In it, confidence as an individualized women's issue is analyzed and evidence-based solutions are recommended. We discuss discourse on confidence, what it means and how it shapes exclusions and potentials. We talk about individualization are its outcomes, and actions for real change - such as collective care practices. Follow Nancy's LinkedIn References Pecis, L. (2022) Case Study. Inclusive innovation: Sustaining productivity and socio-economic inclusion through innovation centres, hubs and districts. Available at: https://www.lancaster.ac.uk/media/lancaster-university/content-assets/documents/lums/research/Case-Study-Inclusive-Innovation.pdf    Pecis, L. and Banerjee, A. (2020). Inclusive innovation: sustaining productivity and socio-economic inclusion through innovation centre, hubs and districts. Report for ESRC Productivity Insight Network. Available at: https://productivityinsightsnetwork.co.uk/app/uploads/2020/02/PecisBanerjee_InclusiveInnovation_February2020.pdf  Policy Impact: work cited in ‘Female entrepreneurship’, Women and Equality Committee (WEC), UK Government, Published on 22 October 2025, available at: https://publications.parliament.uk/pa/cm5901/cmselect/cmwomeq/711/report.html    Written evidence for the Women and Equalities Committee, UK Parliament, published on 25/03/2025, Available at: https://committees.parliament.uk/writtenevidence/139229/pdf/

Do you have a career calling? What does it mean and where does it come from? How is it shaped by our work environments? Is it always positive, or is there also a dark side? This episode, I talk with Sophie Gerdel about the concept of a career calling. We discuss what it means, how it can be of use, and its potentials in the Future of Work. Follow Sophie and her work on her LinkedIn. Also, consider taking her short assessment on Calling to reflect on your current role! Follow Nancy's LinkedIn Further Reading LSE Business Review article: The Many Ways to Make a Meaningful Career Out of a Calling Gerdel, S., Bergner, S., & Vianello, M. (2025). Fostering calling in the leader–member exchange: individual and team-level effects. Career Development International, 30(3), 309–325. https://doi.org/10.1108/cdi-12-2023-0446 Zhou, S., Aitken, J. A., & Kuykendall, L. (2023). Callings can take different shapes: Scope, proximity and duration as new complexifications of calling. Journal of Occupational and Organizational Psychology, 97(1), 27–46. https://doi.org/10.1111/joop.12459

Are humanoids the future of work? Will humans be replaced by robots in the next decade? Is AI something that ought to be thought of as a colleague? These are some of the questions for my guest today as we discuss the future of robots at work! I talk to Professor Tiziana C. Callari from the University of Turin who pursues these themes in her research. We attempt to separate hype from reality while discussing what the Future of Robots at Work actually looks like based on her years of research and insights. Themes include: Industry 5.0, human-robot integration, meaningful work, re-skilling, craftsmanship, and so much more! Follow Nancy's LinkedIn References Callari, T. C., & Lohse, N. (2025). The Future of Smart Human-Robot Collaborative Working Environments: Towards Meaningful Work for All. A White Paper. doi:10.48352/uobxeps.0001 Callari T.C., Puppione L. (2025), "Meaningful work as shaped by employee work practices in human-AI collaborative environments: a qualitative exploration through ideal types". European Journal of Innovation Management, Vol. 28 No. 10 pp. 5001–5027, doi: https://doi.org/10.1108/EJIM-11-2024-1339

In season five, I'll talk to women who are scholars and experts carrying out research on the world of work. Tune in to hear what evidence-based recommendations they have on topics like resilience, leadership, wellbeing, ageism, AI, dignity, and much much more! Follow Nancy's LinkedIn

In this episode, I attempt to cut through the AI hype and focus instead on practical workplace applications. I explore how professionals can actively incorporate AI into their workflow to reduce hindrance stressors rather than create new ones. Neither 'doomerist' nor overly optimistic, this episode examines the concept of "Human-AI Task Fit" through an Organisational & Occupational Psychology lens. Learn a three-step approach for evaluating where AI can enhance your work: Tools Assessment Task Assessment Collaborative Effort I'll discuss the research behind successful AI implementation, common pitfalls including bias, errors, and allure - and how to ensure these technologies serve as resources rather than demands in your work. Join me to discover how mindful AI integration can free you up for what makes work meaningful: autonomy, collaboration, and demonstrating your uniquely human competence. If you are concerned about the potential stress of using more technologies in your work, please read my article on AI as a Techno-stress, and make use of the free resources linked within. Good luck, Professionals! Works Cited: Bondanini, G., Giorgi, G., Ariza-Montes, A., Vega-Muñoz, A., & Andreucci-Annunziata, P. (2020). Mollick, E. (n.d.). 15 Times to Use AI - and 5 Not To. One Useful Thing. Raisch, S., & Krakowski, S. (2021) Scholze, L., & Hecker, S. (2024). Wang, Y., & Siau, K. (2019).

What EDI initiative will produce meaningful change in your organisation? Good question. "Of the hundreds of studies we examine, a small fraction speak convincingly to the questions of whether, why, and under what conditions a given type of intervention works," (Paluck and Green, 2009, p.339). That was a review published 15 years ago. Surely, things are different now! "The past decade has seen rapid growth in research that evaluates methods for reducing prejudice," (Paluck et al., 2021, p. 533). Yay! "However, 76% of all studies evaluate light touch interventions, the long-term impact of which remains unclear," (ibid. p. 533). Oh. So, what does work? For practical (middle-manager layer) applications of a recent meta-analysis by Costa (2024), listen to this episode. References Costa, E. (2024). Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective. Journal of Applied Psychology. https://doi.org/10.1037/apl0001215Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behavior, 38(2), 276–303. https://doi.org/10.1002/job.2040Shea, C.M., Malone, M.F.F.T., Young, J.R. and Graham, K.J. (2019), "Interactive theater: an effective tool to reduce gender bias in faculty searches", Equality, Diversity and Inclusion, Vol. 38 No. 2, pp. 178-187.  https://doi.org/10.1108/EDI-09-2017-0187

Normally stress is something we try to avoid at work. In fairness, some days it feels everlasting. However, are all stressors made alike? Is there any use in some? Does it ever help in our work function? In this episode, I highlight some of the research on something called 'hindrance stressors' and 'challenge stressors'. I give you examples of both, and discuss how challenge can be helpful in our professional development. As always, I highlight some practical actions that may put those challenge stressors to good use - for managers and for individuals. References in this episode include: Laying the Foundation for the Challenge-Hindrance Stressor Framework 2.0Oliver Burkeman's Inconvenient TruthBob Sutton, Huggy Rao - The Friction ProjectProf Arnold B. Bakker - various publications Differences among a satisfied, a meaningful, and a psychologically rich working life Dispositional effects on job and life satisfaction: The role of core evaluationsBad is Stronger Than GoodEvaluation of the “rethink stress” mindset intervention: A metacognitive approach to changing mindsetsRethinking Stress Toolkit Good luck, Professionals!

Dear Manager, how can you notice performance gains, increase learning, engagement, information sharing, and improve commitment? I'll give you a hint... the answer does not involve shouts, rants, rages, screams, humiliation, nor punishment. It happens in spaces where a team feels safe enough to share problems, mistakes, and concerns - and rely on interpersonal exchanges to overcome them. Tune in to define Psychological Safety beyond the buzzword (buzzphrase?) and back to the brainstorming session, where it belongs. References in this episode include: Personal and Organizational Change Through Group Methods: The Laboratory Approach (Schein & Bennis, 1965).Psychological Conditions of Personal Engagement and Disengagement at Work (Kahn, 1990)The Fearless Organization (Edmondson, 2018)Psychological Safety survey Good luck, Professionals!