flexible work

Why should employees feel no option but to opt out? We can do so much better on workplace flexibility. Leadership and vision will make it happen.

Access to flexible work, including working from home, is important. But we shouldn’t ignore the downsides that can extend beyond isolation and loneliness

Flexible working has long been seen as a solid strategy for promoting women’s workforce participation in the corporate sector.

Our increasing desire for greater flexibility, freedom and control in our work lives is driving us towards a freelance economy, with predictions that one in three people will be working online, independently, by 2020.

I was speaking to a man in a male-dominated industry the other day who told me he wanted to take parental leave when his wife gave birth to their child.

Recently, debates about policies have disappeared under an avalanche of sexist, misogynist nonsense and the commentary on it.

Ask any working mum about her secret to success and there’s one common denominator: access to quality and affordable childcare.

It’s the question that can overwhelm a new parent with fear and guilt.

In just over a year Genevieve George has made flexible work accessible for over 200,000 people.

A new report backs what many women working flexibly and part time already know: that they waste less time at work than their full time colleagues – just 11.

Hearing another educated and skilled friend lament the fact there was “no point” in returning to the workforce, gave SAP President Adaire Fox-Martin an idea.