Cheryl Hurst

Cheryl Hurst


During my Undergraduate degree I was selected to assist in research examining the social and political effects of framing racism and prejudice in first year textbooks. My role involved the collection, analysis, and synthesis of introductory textbook narratives. Using qualitative methods, I created a critical review surrounding the existing narratives within these texts, focusing on the framing of prejudice and racism and the potential impact on social discourse and cultural understanding. I was later employed in a research lab examining the impact of felt trust on workplace behaviour. Being involved in a project requiring methods of deception gave me an insightful view on the importance of research practice and high ethical standards. During my MSc, I gained experience in change management projects within existing Leeds organisations. I used quantitative research methods to examine potential areas of change for organisations, as well as how to best manage the change within financial limitations.

During my PhD, I have been selected for competitive Research Assistant posts and other positions within LUBS. This includes my role as an RA for the CERIC project of Reconceptualising Inclusion at Work as well as for the Modern Slavery in the Textile Industry project in Management. In these roles, I provided an expert review of key debates and themes in leading sociology, management, and employment relations journals.

My research now looks at institutinalised gender inequality, examining the schemes and initiatives used to improve gender equality in institutions. 


Leeds Anniversary Research Scholarship

Seminar Teaching

Undergraduate Seminars:
LUBS3002 Diversity Management
LUBS3001 Gender and Equality at Work
LUBS1755 Business and Society (2017)
LUBS1765 Social Theory (2017)

Masters Level
LUBS5315 Occupational Psychology 



Diversity, Inclusion, Gender, Leadership, Quotas, Management, Equality, Inequality, Organisational Change, Power Relations, Discourse

Research interests

My PhD research fits witin the core research priority of “inequalities and inclusive work.” Specifically, my doctoral research and the subsequent papers contribute to the literature on gender and inequality, raising questions about previously held views towards meritocracy, resistance to gender equality, and the role of decision makers. My research points to evolving discourses surrounding gender equality initiatives.This contributes to our knowledge of an under-researched area of institutions, indicating the need for a nuanced view of the role of decision-makers and stakeholders in the development of interventions designed to tackle the persistent gender inequalities in organizations. 


  • PhD Work and Employment Relations, University of Leeds (forthcoming)
  • MSc Organisational Psychology (distinction), University of Leeds
  • BASc Honours Psychology, University of Guelph Ontario