Over 1.4 million people cite flexible working as one of the most important job benefits they look for. So as employers, how do we embrace that and make it a part of our business culture?

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Creating inclusive, flexible cultures
I S I T F O R E V E R Y O N E ?
www.equalitypays.co.uk

2. The driving force of tech innovations
 To make our lives easier.
 Better systems, better automation and less reliance
on being ‘physically’ present.
 To communicate and do things without ‘being there.’
 Skype. Paypal. Facebook. Dropbox.
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3. Is flexibility just for consumers?
 No
 Employees want what consumers want.
 Less reliance on ‘presenteeism’ and more ‘trust &
productivity’
 Win-win for employees and employers
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4. The business case
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 82% of workers saying they would be more likely to take a job that offered flexible
working benefits.
 By 2020 flexible working will be the most common option for half UK workforce
 14.1 million people in Britain want flexibility in their working hours or location, equivalent
to almost half the working population,
 Analysis of 3.5m job adverts found just 6.2% both mentioned a degree of flexibility and
offered a salary deemed high enough to live on – the full time equivalent (FTE) of
£20,000 or more.
 Manpower Group warns of a “critical shortfall” of qualified workers. It says the north of
England is particularly vulnerable, undermining George Osborne’s ambitions to create a
“northern powerhouse”.
 Clearly it’s time not just for tech industry but UK employers to embrace the need for
flexible working in order to survive.

5. How do we do it?
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 Flexible working isn’t just for women, but it is a pressing need for
women already in tech with families that want to stay.
 So how do you do it?
 Analyse – where are you now and where do you want to be (and why)
 Getting clear on this will help you get better results
 Design – what is the best route to get there?
 Do you need HR training? What software do you need? What works for
your business?
 Implement – How can you start (or keep) moving?
 Create a bespoke policy. Decide how you will communicate it.
 Review – how are you doing?
 Regular check-ins. Be honest! Don’t feel you have to get it ‘right’ first time.

6. Something to ponder…..
 “Telecommuting, one of many forms of work-life
flexibility, should no longer be viewed as a nice-to-have,
optional perk mostly used by working moms. These
common stereotypes don’t match reality—allowing
employees to work remotely is a core business strategy
today… We need to de-parent, de-gender, and de-age
the perception of the flexible worker.”
Cali Williams Yost CEO/Founder of Flex+Strategy Group
and Work+Life Fit
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