About the Enabling New Ways of Working Group

The aims of this project are:

  • to reach agreement with the University community on the most appropriate approach(es) to hybrid, agile and flexible working and how best these might be implemented across the University, and
  • to provide enabling policy, technology and space related frameworks in implementing and embedding these new ways of working.


Working Group Members

  • Christine Barr: Executive Director of People & Organisational Development - *Lead project sponsor
  • Prof. Michael Brady: Head of School of Humanities - *People theme Sponsor
  • Billy Howie: Head of Operations, College of Social Sciences - *Space theme sponsor
  • Peter Mitchell; Assistant Director, End User Computing - *Technology theme sponsor
  • Prof. Chris Pearce: Vice Principal Research 
  • Prof. Moira Fischbacher-Smith: Vice Principal Learning & Teaching
  • Prof. Jill Pell: Director of Institute of Health & Wellbeing
  • Prof. Margery McMahon: Head of School of Education
  • Ian Campbell: Executive Director of Estates
  • Susan Ashworth: Executive Director of Information Services
  • Mark Johnston: Director of IT Services
  • Sarah Quinn: Director of Programme Delivery
  • Linsay Gilchrist: People & OD Communications & Engagement Lead


Enabling New Ways of Working Design Principles

  1. Develop hybrid working approaches that enable the University to deliver on our core purpose and strategic objectives of developing our community at home and abroad, connecting the community together, and discovering solutions to the world’s grand challenges.
  2. Be people-led. You understand how we can organise work, and how our spaces should be configured and used. We will listen and respond to great ideas.
  3. Be open-minded. We must continue to recognise that the ways we have operated in the past may not be the best way of operating in the future. We will experiment, recognising that will make the occasional mistake. We will learn quickly what is, and is not, appropriate for the University and adapt appropriately.
  4. Develop inclusive ways of working, recognising that aspects of hybrid working impact differentially on individuals and their circumstances. Ways of working will be able to be personalised to respond to where colleagues are most productive and will recognise that a single way of working is not appropriate for all tasks or teams.
  5. Give choice to staff in how they split their time between campus and other places of work where possible and in a way that allows delivery of work commitments.
  6. Focus on outcomes of work and away from monitoring hours worked – or a presenteeism culture.
  7. Develop guidance to help staff and their managers understand clearly what is, and is not, allowable within a broad framework.
  8. Develop leadership capacity to consistently and authentically implement hybrid working across the University in a way that appropriately balances the desires of the individual with the needs of the team to deliver the task.
  9. Prioritise the development of a culture that promotes the health, safety and wellbeing of staff. We recognise that hybrid working will create a range of concerns that will vary between individuals. We will endeavour to mitigate these concerns.
  10. Ensure that sufficient resources are allocated to the roll out of hybrid working environments to enable any pilots to be implemented properly.

Further Information

If you would like to get involved in People First: Enabling New Ways of Working by being a pilot area, have a story on how you have implemented new ways of working in your area, or have further questions/feedback about the initiative, please email peoplefirst@glasgow.ac.uk