What makes flexible working work?
Insights on flexible working in practice
Insights on flexible working in practice
Arrangements such as remote working and flexibility of working hours may be part of a formal company policy – or evolve through more informal manager-employee discussions. But are there different outcomes? This study explores the link between flexible working and performance.
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Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Jill is Senior Policy Adviser for Diversity and Inclusion at the CIPD. Her work focuses on the areas of gender, age and neurodiversity and she has recently led work on race inclusion, managing drug and alcohol misuse at work, and supporting employees through fertility treatment, pregnancy loss and still birth. Earlier in her career, Jill specialised in small business growth through good people management and employee wellbeing.
Trend analysis and benchmarking data on recruitment, retention and talent management to inform HR and employers on practice considerations and decision-making
People metrics are not often black and white, but how can you better utilise people data to paint a truer picture of employee performance?
What are the barriers to the adoption of generative AI tools at work and how can they be overcome?
Algorithms can help speed decisions and help organisations to operate more efficiently or profitably, but what are the pitfalls particularly from an ethical perspective?
How might role ambiguity lead to workplace bullying and what is the impact of leadership support in negating this effect?
An exploration of how generative AI tools like ChatGPT can be used effectively to support human resource management