Each June, thousands of human resources professionals from across the United Kingdom gather at the Festival of Work, a two-day event organized by the Chartered Institute of Personnel and Development (CIPD). This year’s edition, held at the ExCeL London exhibition centre, provided a platform for discussions on topics ranging from artificial intelligence and productivity to workplace training and wellbeing initiatives.
Among the festival’s highlights was the Wellbeing Village, featuring activities such as massages, yoga, and puppy-petting sessions hosted by The Cuddle Club. The popularity of the petting area, noted by some attendees, underscored a broader conversation about the evolving role of HR functions within UK workplaces. The CIPD, representing around 160,000 members responsible for shaping employment policies across various sectors, including retail, media, and government agencies, has increasingly broadened its remit beyond traditional HR duties.
Critics within the sector argue that HR professionals have lost focus on core operational responsibilities amid an emphasis on employee wellbeing and diversity initiatives. Tanya de Grunwald, an HR sector commentator who has previously challenged the CIPD’s policies on transgender inclusion, characterizes some contemporary HR practices as overly centered on “fluff” rather than substantive workplace issues. Traditionally, HR’s role primarily involved managing contracts, bonuses, and redundancies, but today it often encompasses onboarding, coaching, and handling complex performance and attendance discussions—tasks some believe should fall to line managers.
The CIPD is currently undergoing leadership change that may signal a shift in priorities. Peter Cheese stepped down recently after 14 years as chief executive, replaced by Neil Carberry from the Recruitment & Employment Confederation. Carberry has expressed a desire to steer the institute toward a stronger focus on productivity and business performance, emphasizing HR as a commercial function rather than a social arbiter. Neil Morrison, HR director at Severn Trent and a former CIPD board member, described Carberry’s appointment as a move toward a “more hard-nosed” and business-savvy approach.
The CIPD’s involvement in policy controversies reflects the tensions within the HR field, specifically surrounding diversity, equity, and inclusion (DEI) issues. The institute faced public criticism over its guidance on transgender inclusion, particularly following a high-profile dispute involving campaigner Maya Forstater. The CIPD has since updated its guidance in response to legal developments, including a 2023 Supreme Court ruling defining the legal status of women based on biological sex, and continues to adapt its advice for members accordingly.
While some voices assert that policies emphasizing wellbeing are essential to retaining staff and preventing economic inactivity, others caution that HR efforts should concentrate more on strategies that directly enhance organizational productivity. Both Neil Carberry and Tanya de Grunwald concur that HR must balance employee-focused initiatives with the economic needs of employers.
Despite the renewed focus on productivity, the CIPD leadership maintains that wellbeing and inclusion will remain part of the workplace conversation. Carberry acknowledged the ongoing appeal of wellbeing activities, noting, “In the Britain we want to build, there’ll always be a place for puppies.” The institute’s direction under new leadership seems poised to recalibrate the balance between strategic business imperatives and employee-centered programs in UK human resources management.