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During the COVID-19 pandemic, women have been more likely than men to become economically inactive. Calling women to work and to jobs of relevance is not just a GDP-booster solution, as flexibility in the work culture may bring to more than just a reduction in the gender participation gap and an increase in national wealth.
The COVID-19 pandemic, lockdowns and shift to remote working has had a significant impact on organisations’ attitudes towards a shorter working week, new research from Henley Business School has revealed.
In the latest edition of our Leading Insights series, Dr Cheryl Hurst explains why the backlash effect is a barrier for women to successful salary negotiation and gives six research-backed tips to use when asking for a pay rise.
Disney has appointed Susan Arnold as its new Chair, the first woman to hold the position in the company's 98-year history. She has been a board member for 14 years and is incredibly qualified for the position. The appointment is a meaningful step for women in business but it also falls into a familiar pattern researchers have identified as the 'glass cliff'.
More than 870 people aged 18 to 55 were surveyed by Henley Business School about their feelings towards their careers, including how happy they felt at work, whether they enjoy working from home, and which factors influenced how they felt about their job.
Iceland has been on the news because between 2014 and 2019 it trialled a move from a 40-hour to a 35- or 36-hour working week among over 2,500 workers in the public sector. Dr Rita Fontinha looks at Iceland's recent trial of a shorter working week and its consistency with Henley's research findings on the four-day week.
New research finds companies that have targeted measures specifically to support ethnic minorities record higher revenue and greater staff output and loyalty. Despite this, racial discrimination is still rife in British business with Black employees found to be worst off.
Henley Business School published new research into racial equity in UK businesses. Our aim was to understand the reasons racial inequity still exists in workplaces, and the barriers and challenges to overcoming it.