Around 1 in 10 employees have an unpaid caring responsibility. Balancing this responsibility with work can be a significant challenge, and it is up to employers to support them. These authors investigate the effects of offering flexible working practices to working carers.
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Jill Miller, Senior Policy Adviser, Diversity and Inclusion
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.
Use our flowchart to assess roles for hybrid working, considering the nature of the work undertaken in a role
Use our manager checklist to kick off discussions around hybrid working and agree flexible working arrangements
This research outlines recommendations for making feedback discussions more constructive, with advice on becoming a good listener and learning about how relationships affect the uptake of feedback
Evaluating the pros and cons of working in shared office spaces, and how they impact on productivity
Research investigates what factors influence employees’ responses to electronic performance monitoring
An examination of how strong channels for employee voice has the potential to drive the effectiveness of high-performance management practices