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Dr Cathrine Seierstad

Cathrine

Lecturer in International Human Resource Management

Email: cathrine.seierstad@qmul.ac.uk
Telephone: +44(0) 207 882 7440
Room Number: Room 4.21, Bancroft Building, Mile End Campus

Profile

Student drop-in and feedback hours
Tuesday 103pm

Role
CIPD Coordinator 

Programme Director International Human Resource Management MSc 


Cathrine Seierstad joined the School of Business of Business and Management in September 2015 as a Lecturer in International Human Resource Management (IHRM). Before joining QM she worked as a lecturer in IHRM at the School of Business, Management and Economics, University of Sussex and as a lecturer in HRM at Brunel Business School. She also holds a visiting position at the University of Witten Herdecke, Germany.

Cathrine holds degrees from QM (PhD in Business and Management and MA in International Management, with distinction), University of Warwick (MA in International Relations), and the University of Oslo, Norway (Cand. Mag in Political Science).

Cathrine’s research interests fall largely within the fields of leadership, diversity management, women on boards, equality, diversity and inclusion, corporate governance and CSR. Her current research examines the wider effects of using gender quotas on corporate boards in a variety of countries.

Research

Research Interests:

Cathrine’s research interests falls largely within the fields of leadership, equality, diversity and inclusion at work, women on boards, women in senior positions, corporate governance and CSR. Her current research examines the wider effects of using strategies (including quotas) to increase gender balance on corporate boards in a variety of countries. Currently, her research is focusing on Norway, UK, Germany, Italy, Spain and Slovenia.  Moreover, she is looking at the use of organizational and institutional strategies to increase the share of women in senior positions. In particular, her research focus on the developments of inequality regimes and the consequences of using strategies (compulsory and voluntary) to challenge inequality and increase diversity in the labour market. In addition, she has written on the topics of work-life balance and diversity management. Cathrine has published widely in journals such as: Work, Employment and Society; Journal of Business Ethics; Corporate Governance: an International Review; Gender, Work and Organizations; Scandinavian Journal of Management, and Equality, Diversity and Inclusion.  

Cathrine currently hold a British Academy, BA-SAMS Small Research Grant (£10 000) and is working on the project ‘Women on boards    -a  compulsory versus a voluntary approach – the case of Norway and UK’. Moreover, Cathrine is also involved in the project ‘Gender equality in distribution of economic power: Understanding and overcoming obstacles to gender equality in economic decision- making, EQPOWEREC’, a project funded by EEA, Norwegian Financial Mechanism. Moreover, together with colleagues from Norway, Germany, Spain, and Italy, Cathrine is currently involved in several small projects related to women on boards, diversity and inclusion, CSR, and women and leadership.

Publications

Peer-reviewed journal articles

Seierstad, C., Warner-Søderholm, G., Torchia, M. and Huse, M. (forthcoming).Women on boards: Beyond the institutional setting – the role of stakeholders and actors. Journal of Business Ethics. (DOI:10.1007/s10551-015-2715-0)

Seierstad, C. (forthcoming). Beyond the Business Case: The Need for Both Utility and Justice Rationales for Increasing the Share of Women on Boards. Corporate Governance an International Review. (DOI: 10.1111/corg.12117)

Seierstad, C. and Kirton, G. (2015). Having it all? Senior women and work-life balance in Norway. Gender, Work and Organization.vol 22 (4) 390-404.

Seierstad, C. (2014) Diversity at Work: The Practice of Inclusion (Book Review). Equality, Diversity and Inclusion.

Huse, M. and Seierstad, C. (2013) Getting women on to corporate boards: Consequences of the Norwegian gender balance law. The European Financial Review.

Seierstad, C., Healy, G. (2012) Women’s equality in the Scandinavian academy –a distant dream?. Work Employment and Society vol.26 (2).

Seierstad, C., Opsahl, T. (2011). For the few not the many? The effects of affirmative action on presence, prominence, and social capital of women directors in Norway. Scandinavian Journal of Management 27 (1).

Media articles

Seierstad, C., Seres, S. and Huse, M ‘Lessons from Norway in getting women on to corporate boards'., The Conversation.

Book chapters

Vassilopoulou, J., Samaluk, B. And Seierstad, C. (2014) Balancing inflows and outflows: a case study from Europe. Ozbilgin, M. (eds) In International Human Resource Management. Cambridge University Press

Seierstad , C. (2013). Gender quotas on corporate boards in Norway, necessary but not ideal. In Machold, S., Huse, M., Hansen, K., and Brogi, M (Eds) Getting women onto Corporate Boards – A snowball starting in Norway. Cheltenham: Edward Elgar

Vassilopoulou, J., Özbilgin, M., Seierstad, C., April, K. and Da Rocha, P. (2013) International diversity management – the case of US, South Africa and Norway. In: Cultural and Technological Influences on Global Business, IGI Global: Hershey, PA (edited by Bryan Christiansen).

Seierstad, C. (2011). Strategies for equality - The Norwegian experience of the use of gender quotas in the private sector. In Wright, T. & Conley, H. (eds) Gower Handbook of discrimination at work. Aldershot: Gower.

Seierstad, C. (2010). The most equal of the regions – the Scandinavian gendered paradox. In Healy, G., Kirton, G. &  Noon, M. (eds) Equality, inequality and diversity – Contemporary challenges and strategies. Basingstoke: Palgrave Macmillan Ltd, (pp171-194)

Grants

British Academy, BA-SAMS Small Research Grant (£ 10 000) for the project: Women on boards -a compulsory versus a voluntary approach – the case of Norway and UK (2014-2016)

RDF Grant: University of Sussex (£ 8 100) for the project: How to increase the share of women on  corporate boards and in senior positions? (2014-2015)

Conference publications/ talks

Gabaldon, P., Seierstad, C., Warner-Søderholm, G. and Huse, M. (2015) How to increase the number of women on boards? The need for cultural and institutional sensitivity in deciding on national public policies. Proceedings of the American Academy of Management, Vancouver, Canada.

Seierstad, C., Warner-Søderholm, G.  Torchia, M., and Huse, M. (2015) Increasing the number of women on boards: the role of actors and processes. Proceedings of the American Academy of Management, Vancouver, Canada.

Seierstad, C. Torchia, M.T. Huse, M. Warner-Søderholm, G. Willems, L. (2014) Women on boards: Beyond the institutional setting – the role of stakeholders and actors. Proceedings of the European Academy of Management (EURAM), Valencia, Spain.

Seierstad, C and Kirton, G. (2014) Having it all? Women in high commitment careers and work-life balance in Norway. Proceedings of the European Academy of Management (EURAM), Valencia, Spain.

Seierstad, C. and Healy (2014) Can quotas challenge gender inequality regimes? –The effects of quotas on corporate boards in Norway.  Proceedings of Gender Work and Organization (GWO), keele, UK.

Seierstad, C. Warner-Søderholm, G. Torchia,M.T. and Huse, M. (2013) Women on Boards of Directors: International Consequences of the Norwegian Gender Balance Law.  Proceedings of the American Academy of Management, Orlando, Florida, US

Seierstad, C.  and Huse, M. (2013) Changes in board composition following gender quotas on corporate boards in Norway: The ‘Golden Skirts’. Proceedings of Equality, Diversity and Inclusion (EDI), Athens, Greece

Seierstad, C. (2012) Why Norwegian women directors supports gender quotas on corporate boards –The dual entanglement of affirmative action and merit.  Proceedings of the American Academy of Management, Boston, US.

Seierstad, C. (2012) Can affirmative action strategies challenge gender inequality regimes? -the effects of gender representation regulations on corporate boards in  Norway.  Proceedings of the EURAM, European Academy of Management Conference, Rotterdam, Netherland.  

Seierstad, C. (2012) The wider effects of affirmative action strategies in Norway: the case of politics, academia and corporate boards of directors. Equality Diversity and Inclusion Conference, Toulouse, France.

Seierstad, C. (2011) Gender quotas on corporate boards -Norwegian women directors experience of the gender representation law. Proceedings of the EURAM, European Academy of Management Conference, Tallinn, Estonia

Seierstad, C. (2010). Gendered structures and gendering practices in Norway: The case of politics, academia and board of directors. Proceedings of Gender Work and Organization, University of Keele,

Seierstad, C. (2010). Gender and legal developments in Scandinavia: The case of gender quotas on company boards in Norway. Proceedings of the IIRA European Congress 2010, Copenhagen, Denmark

Seierstad, C. (2009). A change in representation on Norwegian boards of directors: compliance, prominence, and women’s experience. Proceedings of the Equal Opportunity International Conference, Istanbul, Turkey

Invited speaker

Seierstad, C. (2015) Gender Quotas on Corporate Boards: Norway and the UK. Invited speaker at the International Conference “Gender Equality since the Turn of the Millennium: Rethinking Successes and Innovations”. Giessen, Germany.

Seierstad, C (2014) Women on boards: The case of Norway. Invited speaker at the conference:  “Women, Economy and Enterprise”, International University of Menéndez Pelayo, Santander, Spain.

Seierstad, C. (2012) Inequality in Scandinavian academia – challenges and strategies. Invited speaker at FESTA (Female Empowerment in Science and Technology Academia) in Trento, Italy

Seierstad, C. (2012) Management and Diversity in the Scandinavian Countries. Invited speaker at the Université Paris-Dauphine in the conference series : Management et diversité : comparaisons internationales, Université Paris-Dauphine.

PhD Supervision

Cathrine welcomes applications from prospective PhD students with interests in the areas of: equality, diversity and inclusion; gender; women on boards; women in leadership; occupational sex segregation; the use of  strategies to increase diversity.

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