Contractors are often out of reach, out of sight and out of the remit of most HR functions, meaning they’re overlooked in talent management strategies. This article makes a compelling case for moving away from a focus on regulation and compliance to one of inclusion, where organisations make the most of this highly resilient and valuable pool of talent.
CIPD member content
This content is only available for CIPD members
If you’re already a CIPD member, please sign in to access this content
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Reviewed by
Meryl Levington, Knowledge Exchange Manager – PrOPEL Hub Project
Meryl joined the Research Team in 2020 to manage the PrOPEL Hub project, (Productivity Outcomes of workplace Practice, Engagement and Learning) a major new initiative designed to support improvements in productivity through enhanced workplace practice and employee engagement. Prior to CIPD Meryl has worked in universities businesses schools and in student enterprise and employability, and run a consultancy delivering economic development projects around enterprise, sector development and small business growth.
Meryl has a master’s degree in Entrepreneurship from Durham University, where she undertook research on stakeholder management and engagement, and a degree in modern foreign languages from The University of London.
Discover the latest views and insights from our experts on the world of work
The compensation revolution: Incentives to motivate and retain future talent
Matt Burney of Indeed outlines three potential drivers to shape how and why people work in future, and what these would mean for work-life balance and employee empowerment
Read more
