Supporting hybrid working

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What our research explores...

Welcome to the new era of work, where home and office boundaries blur and hybrid working transforms how we perceive work. This guide is dedicated to helping employers support their hybrid workforce in this evolving landscape.

As work continues to change, providing effective support for remote and hybrid employees can be challenging. Drawing from research and insights, we have compiled a “quick-start” guide to address the unique challenges faced by hybrid workers.

From building trust in a hybrid culture to redefining professionalism and leveraging technology, this guide empowers you to create a supportive environment for your hybrid workforce. Discover practical strategies for fostering trust, promoting equality, and nurturing work-life balance.

Join us in embracing the opportunities that hybrid working brings, and let’s navigate this new frontier with confidence and empathy.

We've produced a toolkit for managers and leaders who care about...


Happy and loyal employees

When managers understand and support employees with parental responsibilities, those employees feel valued and supported. This leads to higher job satisfaction, stronger loyalty to the company, and lower turnover.


Better performance and productivity

When managers help employees balance their work and family responsibilities, they can perform better, letting them give their best effort and resulting in improved performance and productivity.


Inclusive and diverse workplace

Shows that the company values diversity and inclusion. This helps attract diverse talent and creates an inclusive work environment, fostering innovation and positive collaboration among team members.

This is an insightful, research-based and practical management guide, together with a range of supportive resources, produced by experienced academics from the University of Liverpool Management School, which enables managers to develop inclusive, family-friendly, hybrid working environments. The toolkit is an excellent aid for managers who are focusing on aligning their organisational goals with workplace cultures based on inclusion and contemporary working practices – and thereby enhancing employee attraction, retention and engagement.

Emeritus Professor Michael Osbaldeston Cranfield University School of Management and Member of ULMS Advisory Board

In all cases the research from Laura and Caroline was incorporated in the programmes we ran, and the insights from the research shared with participants on their programmes, and their managers, leading to better conversations between managers and employees.

WOMBA (Work, me, and the baby) CEO

…it became more clear to me that inclusion doesn’t mean everyone being the same and working the same, but embracing and learning from our differences. I am now more aware of what other people need, rather than what I believe they need. Support isn’t always with an end goal in mind.

Workshop Attendee – CBRE

Inclusion is ensuring everyone feels included and valued…ensuring when a meeting is happening in the office and some online that we…include those online. Making sure those working from home don’t feel like they are judged or doing a worse job than someone in the office. Etc lots to take away from today.

Workshop Attendee – CBRE

Here at Nationwide, we have used Dr Radcliffe’s research to help inform our future strategies around our family friendly policies. We look forward to continuing to work with Dr Radcliffe to continue our journey for balance in the workplace.

Nationwide, Culture, Engagement & Inclusion Team

Our other areas of research...

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Supporting diverse working families

The traditional nuclear family is in decline in Britain.

Proffesionalism icon

Exploring what professionalism means

Encouraging questioning around current beliefs about the topic.