Contact Dr Deirdre Anderson
- Tel: +44 (0) 1234 750111
- Email: deirdre.anderson@cranfield.ac.uk
- Twitter: @drdeeanderson
- ORCID
- Google Scholar
- ResearchGate
Background
A Chartered Occupational Psychologist and Associate Fellow of the British Psychological Society, Deirdre leads and coordinates the Gender, Leadership and Inclusion Centre’s work in inclusive practices within organizations.
Prior to obtaining her PhD at Cranfield University and moving into academia, Deirdre spent over 20 years working within the private sector as a business psychology consultant. Her educational background includes an MSc in Occupational and Organizational Psychology from the University of East London, and a Masters in Research from Cranfield, as well as a BSc (Hons) in Business Studies from the University of Bradford.
Deirdre has taught on a range of programmes at both undergraduate (UG) and postgraduate (PG) levels including Human Resource Management (HRM), Organizational Behaviour, Business Psychology and Qualitative Research Methods. As Head of Department, People and Organizations, University of Lincoln (UoL) from 2017 to 2019, she launched both UG and PG Degree Apprenticeships in Management, and also the full time BSc in Business Psychology.
Deirdre’s research interests include the gendered nature of careers, inclusive leadership women’s leadership development programmes, flexible working, and work-life balance.
Current activities
Deirdre is currently a Reader in Equality, Diversity and Inclusion, Director of the Gender, Leadership and Inclusion Centre, and a member of the Changing World of Work Group. She is Vice-Chair of the Equality, Diversity and Inclusion Committee for the Chartered Association of Business Schools, and a member (and previous Co-Chair) of the Academic Advisory Board of Working Families (the UK’s national charity for working parents and carers).
In her research, teaching and executive development Deirdre works with organizations and individuals to create more inclusive workplace cultures, where all employees can thrive and fulfil their potential. She has a particular passion and expertise in the field of women’s leadership programmes, working with senior leaders in organizations to address the systemic and structural barriers that can hinder career advancement. She has delivered such programmes for global organizations in Asia, Europe, West Africa, Middle East and North America.
Deirdre leads the Gender, Leadership and Inclusion Centre, a thriving research community including doctoral students and visiting Fellows. She supervises doctoral students researching various aspects of inclusion and social identity. She currently teaches on PG and Executive Development programmes in Women’s Leadership, Inclusive Leadership and Organizational Behaviour.
Deirdre frequently presents her research at academic and practitioner conferences within the UK and internationally, and she has twice been an invited speaker at the United Nations in New York. She publishes her research in journals of recognized international excellence, has edited a book on work-life balance, and has written several book chapters on flexible working and work-life balance, women's career choices and women-only leadership development.
Deirdre is also a Fellow of the Chartered Institute of Personnel and Development, and a member of the British Academy of Management, the Academy of Management, and the Work and Family Researchers Network.
Clients
- Citi
- KPMG International Limited
- Microsoft Corporation
- Rolls-Royce Holdings PLC
Publications
Articles In Journals
- Gottardello D, Cascón-Pereira R & Anderson D. (2025). Muslim employees’ religious and intersectional identities as sources of discrimination: how deeper understanding can improve managerial practice. Journal of Managerial Psychology, ahead-of-print(ahead-of-print)
- de Largy C, Anderson D & Vinnicombe S. (2024). Understanding practices which foster inclusion: views from the top. Equality, Diversity and Inclusion: An International Journal, 43(7)
- Lanka E, Marsh‐Davies K & Anderson D. (2024). Positive during COVID‐19: women academics' strategies for flourishing during a pandemic. Journal of Community and Applied Social Psychology, 34(6)
- Michaelides A, Anderson DA & Vinnicombe S. (2023). A qualitative exploration of managerial mothers' flexible careers: the role of multiple contexts. Journal of Vocational Behavior, 141(March)
- Gottardello D, Cascón Pereira RM & Anderson D. (2023). Intersectional Labour Market Experiences of Discrimination of Muslim Employees. Academy of Management Proceedings, 2023(1)
- Abgeller N, Bachmann R, Dobbins T & Anderson DA. (2022). Responsible autonomy: the interplay of autonomy, control and trust for knowledge professionals working remotely during COVID-19. Economic and Industrial Democracy, 45(1)
- Anderson DA & Kelliher C. (2020). Enforced remote working and the work-life interface during lockdown. Gender in Management: An International Journal, 35(7/8)
- Atewologun D, Kutzer R, Doldor E, Anderson D & Sealy R. (2017). Individual‐level Foci of Identification at Work: A Systematic Review of the Literature. International Journal of Management Reviews, 19(3)
- Vinnicombe S & Anderson DA. (2017). Expanding the notion of dialogic trading zones for impactful research: the case of women on boards research. British Journal of Management, 28(1)
- Debebe G, Anderson DA, Bilimoria D & Vinnicombe S. (2016). Women’s leadership development programs: lessons learned and new frontiers. Journal of Management Education, 40(3)
- Lewis S, Anderson DA, Lyonette C, Payne N & Wood S. (2016). Public sector austerity cuts in Britain and the changing discourse of work-life balance. Work, Employment and Society, 31(4)
- Stavrou ET, Parry E & Anderson DA. (2015). Nonstandard work arrangements and configurations of firm and societal systems. The International Journal of Human Resource Management, 26(19)
- Debebe G, Bilimoria D, Vinnicombe S & Anderson D. (2014). Special Issue. Journal of Management Education, 38(4)
- Doldor E, Anderson D & Vinnicombe S. (2013). Refining the Concept of Political Will: A Gender Perspective. British Journal of Management, 24(3)
- Kelliher C & Anderson D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1)
- Anderson DA, Vinnicombe S & Singh V. (2010). Women partners leaving the firm: Choice, what choice?. Gender in Management: An International Journal, 25(3)
- Anderson D. (2010). Book Review: Egil J. Skorstad and Helge Ramsdal (eds) Flexible Organizations and the New Working Life: A European Perspective Farnham: Ashgate, 2009, £60.00 hbk, (ISBN: 9780754674207), xvi + 272 pp. Work, Employment and Society, 24(3)
- Anderson D & Kelliher C. (2009). Flexible working and engagement: the importance of choice. Strategic HR Review, 8(2)
- Kelliher C & Anderson DA. (2008). For Better or for Worse? An Analysis of how Flexible Working Practices Influence Employees' Perceptions of Job Quality. The International Journal of Human Resource Management, 19(3)