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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Reviewed by
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.
This guide has been developed for people professionals who want to maximise the benefits of flexible working within their organisations, incorporating flexibility into people plans, strategy, and their employee value proposition.
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