Staff profile

I am a Professor of Business Ethics and Organisation Studies as well as Associate Dean for Ethics, Responsibility and Sustainability at Durham University Business School. I joined Durham University in January 2022. Prior to that, I worked – for a total of 20 years – at three different UK universities: University of Essex, Newcastle University and the University of Northumbria.

Between 2021 and 2023 I held the prestigious Otto Mønsted Visiting Professorship at Copenhagen Business School.

Contributing to the academic community has been a strong theme throughout my career. For a long time now, I have been actively involved in editorial work for a range of journals. I currently serve as the Co-Editor-in-Chief of Management Learning. I also support the British Journal of Management and the Human Resource Management Journal through service as Associate Editor. 

In addition, I am strongly committed to promoting equality, diversity and inclusivity in universities, and in particular in business schools. Since July 2020, I have been the Vice Chair of the British Academy of Management for Equality, Diversity and Inclusivity.

Mini-Biography

I am a Professor of Business Ethics and Organisation Studies as well as Associate Dean for Ethics, Responsibility and Sustainability at Durham University Business School. I joined Durham University in January 2022. Prior to that, I worked for a total of 20 years at different UK universities.

Research interests

In my research, I adopt an interdisciplinary, qualitative, humanities- and social sciences-based approach to studying management, organisations and the processes of organising. I am particularly interested in the multifaceted forms, intersections and implications of organisational diversity in the context of internationalisation and globalisation. Conceptually, my research has drawn from cultural studies, history, linguistics, literary theory, philosophy, sociology and translation studies. In recent years, the research projects I have been involved in have addressed the following areas: (1) languages, multilinguality and translation in organisations; (2) organisational diversity and inclusion, with a focus on gender and linguistic inclusion; (3) ethics of leadership; (4) global professional mobility and careers.

My teaching and supervision expertise covers a range of areas associated with business ethics and sustainability, management and organisation studies, and international management.

Chapter in book

• Rebuilding leadership theory through literature
  
  Śliwa, M. (2023). Rebuilding leadership theory through literature. In M. Schedlitzki, M. Larsson, B. Carroll, M. Bligh, & O. Epitropaki (Eds.), The SAGE Handbook of Leadership (pp. 346-356). SAGE Publications.
• Recognition theory: a new lens for investigating language differences in multilingual organisations
  
  Johansson, M., & Śliwa, M. (2023). Recognition theory: a new lens for investigating language differences in multilingual organisations. In P. Lecomte, M. Vigier, C. Gaibrois, & B. Beeler (Eds.), Understanding the Dynamics of Language and Multilingualism in Professional Contexts (pp. 13-29). Edward Elgar. https://doi.org/10.4337/9781789906783.00009

Journal Article

• Deflated in shame and puffed up in pride: How affective practices matter for entrepreneuring
  
  Marsh, D., Eccleston, H., & Śliwa, M. (2025). Deflated in shame and puffed up in pride: How affective practices matter for entrepreneuring. Human Relations. Advance online publication. https://doi.org/10.1177/00187267241310136
• In Brexit’s Wake – the Birth of the Left Behind
  
  Barratt, E., & Śliwa, M. (2025). In Brexit’s Wake – the Birth of the Left Behind. Organization. Advance online publication. https://doi.org/10.1177/13505084241306677
• How does colonial history matter for expatriate adjustment? The case of Brazilians in Portugal
  
  Aguzzoli, R., Śliwa, M., Lengler, J., Brewster, C., & Quatrin, D. (2024). How does colonial history matter for expatriate adjustment? The case of Brazilians in Portugal. Journal of International Business Studies. Advance online publication. https://doi.org/10.1057/s41267-024-00754-y
• The Business of (Im)Migration: Bodies Across Borders
  
  Distinto, M., Doshi, V., Osorio, A. E., Segarra, P., & Śliwa M. (2024). The Business of (Im)Migration: Bodies Across Borders. Journal of Business Ethics, 194, 747–752. https://doi.org/10.1007/s10551-024-05777-x
• Provocations: Who, what, where, why and how?
  
  Reed, C., Śliwa, M., & Prasad, A. (2024). Provocations: Who, what, where, why and how?. Management Learning, 55(5), 677-681. https://doi.org/10.1177/13505076241284288
• Workplace accentism as a postcolonial and intersectional phenomenon: The experiences of Brazilians in Portugal
  
  Śliwa, M., Aguzzoli, R., Brewster, C., & Lengler, J. (2024). Workplace accentism as a postcolonial and intersectional phenomenon: The experiences of Brazilians in Portugal. Human Relations, 77(10), 1468-1501. https://doi.org/10.1177/00187267231198965
• ‘That’s bang out of order, mate!’: Gendered and racialized micro-practices of disadvantage and privilege in UK business schools
  
  Śliwa, M., Gordon, L., Mason, K., & Beech, N. (2024). ‘That’s bang out of order, mate!’: Gendered and racialized micro-practices of disadvantage and privilege in UK business schools. Gender, Work & Organization, 31(5), 1852-1872. https://doi.org/10.1111/gwao.12920
• The weaponization of plagiarism accusations in the era of anti-woke politics
  
  Prasad, A., & Śliwa, M. (2024). The weaponization of plagiarism accusations in the era of anti-woke politics. Management Learning, 55(4), 479-482. https://doi.org/10.1177/13505076241269734
• Critiquing the backlash against wokeness: In defense of DEI scholarship and practice
  
  Prasad, A., & Sliwa, M. (2024). Critiquing the backlash against wokeness: In defense of DEI scholarship and practice. Academy of Management Perspectives, 38(2). https://doi.org/10.5465/amp.2023.0066
• Organising populism: from symbolic power to symbolic violence
  
  Kerr, R., Robinson, S., & Śliwa, M. (2024). Organising populism: from symbolic power to symbolic violence. Human Relations, 77(1), 81-110. https://doi.org/10.1177/00187267221129181
• Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity
  
  Ciuk, S., Śliwa, M., & Harzing, A.-W. (2023). Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity. Human Resource Management Journal, 33(4), 868-888. https://doi.org/10.1111/1748-8583.12487
• Guest editorial: Introduction – critical perspectives on language in international business
  
  Gaibrois, C., Lecomte, P., Boussebaa, M., & Śliwa, M. (2023). Guest editorial: Introduction – critical perspectives on language in international business. Critical Perspectives on International Business, 19(1), 1-5. https://doi.org/10.1108/cpoib-01-2023-139
• Response to Raelin
  
  Śliwa, M., & Case, P. (2022). Response to Raelin. Business and Professional Ethics Journal, 41(1), 157-162. https://doi.org/10.5840/bpej20224113
• Concluding Remarks
  
  Case, P., Raelin, J. A., & Śliwa, M. (2022). Concluding Remarks. Business and Professional Ethics Journal, 41(1), 163-165. https://doi.org/10.5840/bpej20224114