Commonly-held assumptions about why women aren’t progressing in an organisation often don’t stand up to scrutiny. Rather than fixed gender traits, differences seen in the workplace are more likely to be due to organisation structures, practices and cultures, say the authors.
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Jill Miller, Policy Adviser, Diversity and Inclusion
Jill is Senior Policy Adviser for Inclusion and Diversity 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.
We’re calling on the UK Government to create a long-term workforce strategy centred on skilled, healthy and fair work
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Exploring the use of algorithms in hiring procedures and what impact this has on candidates’ perceptions of fairness
Guidance from research on how managers can deal with role overload, ambiguity and conflict in their teams to reduce ‘always-on’ expectations and maximise staff wellbeing and efficiency