Some of the key insights Emma shared: → Email incivility is distinct from bullying or abusive supervision -- it's lower in intensity and intent is often ambiguous. But its organisational consequences are far from minor: reduced productivity, lower well-being, increased absenteeism, and higher staff turnover are all well-documented outcomes. → How we instigate incivility maps onto the stress response -- fight (hostile tone, strategic CC-ing of senior colleagues to 'put someon

Working closely with the NHS, agilab developed a framework to help NHS managers take an inclusive, fair, evidence-based approach to decent and agile flexible working. The resource helps managers to look-up common workforce challenges and learn how decent and agile flexible working can assist with improving service provision, strengthening recruitment and retention, and reducing burnout and sickness absence. Lots of examples are provided from agilab research with NHS workers,

The UK's Women and Equalities Committee (WEC) has just launched a new parliamentary inquiry into flexible working and disability and it's asking some important questions. Despite the post-pandemic cultural shift towards flexible working, the employment rate for working-age disabled people in Q2 2025 was just 52.8%, compared to 82.5% for non-disabled people. That gap is stubbornly persistent and this inquiry seeks to know why. 🔍 The inquiry will examine: ➡️ The effectiveness