WISE Ten Steps: Make flexible working a reality for all
All employees have a statutory right to request flexible working. But companies that are serious about improving diversity and inclusion go beyond this and regard flexible working as a natural and positive option for staff. Flexible working choices increase the pool of potential recruits and help prevent the loss of talented women mid-career.
In 2018, Black and Veatch was offering flexible working arrangements on a formal basis as well as remote working facilitated by IT with flexible working policies set out on the company intranet. The company also referenced flexible working in its job advertising.
Why is this important?
Opening an organisation to flexible working and creating a culture of trust around this brings benefits not only to employees but to the business. This is especially true for industries facing skills shortages. Flexible working choices increase the pool of potential recruits and stem the loss of talented women mid-career. They can also affect the wellbeing and morale of staff, both women and men, reducing the number of sick days, for example, and improving commitment and performance.
What is being done?
The company offers various flexible working arrangements on a formal basis. This includes not only part-time working (and some job-sharing) but variations in the pattern of the working day/week for full-timers. In addition, many informal working arrangements are agreed with managers at local level. Remote working is facilitated by the use of IT, and this increases options. Flexible working policies are set out on the company intranet, along with examples of common The company increasingly refers to flexible working in its job advertising. Options are available to new recruits from day one.
As a result, 21% of employees had a formal flexible working arrangement, of these, 53% were women and 47% were men.
Top Tips from Black & Veatch
Encourage managers to be open-minded about requests for flexible working and challenge them over claims that ‘it won’t work’. Promote your policies internally so that all staff understand what’s available. Consider introducing the flexible option when you advertise for new recruits. Allow managers and supervisors to make decisions at local level. Trust them to decide on the best arrangements in their area.