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Thomas Ashton Institute for Risk and Regulatory Research

Social Change and Inequalities

How improvements in health and safety can support societal changes to the way work is undertaken

Vision and scope

Image of hands, typing on keyboard

Social change is considered to refer to any significant alterations or transformations that are likely to result in profound consequences within the workplace, and workforce, over time. For example this may include, but not be limited to: technological change; change in business models such as the gig economy and greater numbers of people being ‘new’ to a job; and skills required for the future workplace. 

Work within this theme seeks to understand how social change might impact on the health and safety of the workforce. It incorporates understanding how new models of employment and changes in employment practice can create or mitigate health and safety risks - this will include identifying opportunities to improve models and practices as well as considering the regulations to control them. The theme will also include consideration of the health and safety impact of an ageing workforce, especially in relation to rapid technological change.

The theme has close links with the Manchester Institute for Collaborative Research on Ageing as well as in the social sciences; and with HSE’s science programme on demographics.

Aims and objectives

To provide evidence that contributes to the Government’s Industrial Strategy Ageing Society grand challenge – in ensuring people can enjoy at least 5 extra healthy, independent years of life by 2030, while narrowing the gap between the experiences of the richest and poorest.

To provide evidence that helps to support people to participate in work for longer – for example, by obtaining evidence to influence the health and safety system to tackle new and emerging risks from social change, and prevent ill-health.

To improve understanding of patterns for new and emerging risks arising from social change which may impact on working for longer – enabling  early intervention on risk;

Understanding changes in risk attitudes and behaviours, and how to influence desired behaviours; identifying the best ways to prevent and manage the risks.

Theme leads

  • Kara Ng, The University of Manchester
  • Helen Beers, HSE.

Violence and aggression in the workplace

The Violence and Aggression Research Network (VARN) are aiming to better understand violence and aggression in the workplace, and are inviting employers to share their professional insights to learn how they addressed these problems in the workplace. To learn further, read VARN's aims for adressing work-related violence and aggression.

Theme membership

  • Colleen Butler (HSE)
  • David Fishwick (HSE)
  • Eleanor Kinman (HSE)
  • Sheena Johnson
  • Nick Warren (HSE)


  • Preventing work-related violence and aggression: improving reporting and influencing employers to address the problem. Sheena Johnson/Helen Beers et al. AMBS UoM Seed corn funding
  • Bioelectronic monitoring of light exposure and circadian rhythms - Wellcome Institutional Strategic Support Fund [W-ISSF] Cross-Faculty Consolidator call led by Centre for Biological Timing (Rob Lucas with Sheena Johnson and Martie van Tongeren
  • Health Framework Projects: Demographics - 2 Rapid Evidence Assessments
  • Fatigue focused proposal with Social Change and Inequalities Theme
  • NIHR Policy Research Policy Research Programme Call on Working Age Health – Possible long COVID19 focus submitting to Round 2 in June 2021