There’s been plenty of chat and a fair bit of flash dancing action. (See our Lycra-swathed Flex Appeal flash mob in Trafalgar Square for more of that.)
But in the push/shove for flexible working, how can you get stuck in?
We need you
If you don’t read any further than this please ask your/ your husband’s/ your best mate’s/ aunties HR departments to sign up to the government’s Working Forward pledge. The whole drive is based on this one stat: 86% of companies believe they offer flexible working, while 77% of women in the workforce have faced discrimination or lost their job on maternity leave. A bit of light maths and you can work out there’s summat up there, sparky. This is the core focus of our Flex Appeal – to get companies to sign up. We’ve already seen John Lewis, BT, BP, Virgin Money signed up (plus 70 more since launching this appeal), so who’s next?
Fight for your right
Previously I’ve written about hard, cold cash and the hair loss associated with going it alone, but it was not meant to scare off budding entrepreneurs. It was more to stress that having sat on both sides of the fence, there’s no easy way out. If you like (love is a strong word) your job then fight for it – show ‘em what you’ve got and pave the way for others below you to work flexibly. How to do this? Talk numbers and offer solutions: see ‘The business case for flexible working’, below, for the former and the latter is up to you. ‘I’d like flexible working and this is how it can happen’ is much stronger than, ‘can I have some flexible working please?’. For more on your rights, head here.
This isn’t a revolution, it’s about evolution.
Working life has pulled a massive U-turn with The Internet and other pixelated goods that mean we can sit in the tinned goods aisle of Tesco if we choose and still make shit happen.
We’re pushing for someone being judged on their ability to produce good work not sit on a chair past 6pm. That’s a win-win for employee and employer: in most cases, flexible working means happier staff, lower costs and greater productivity.
Suggest a trial period of flexible working and measure the results. Hard facts can’t be argued with. If you’re delivering the same, or more, then it’s working. If it doesn’t work out and you can’t hack it any longer, take a look at flexible and part-time jobsite Timewise or the flexible courses offered by Digital Mums.
It’s a people issue, not a ‘mummy wanting to see more of her little one’ sitch
The words ‘flexible working’ have been tacked to parents. Life is messy and whether you’re a (single) mum, dad, carer or someone who just needs Friday mornings off to slap some paint on a canvas, flexible working is about getting the best from each individual – ‘individual’ here is key. The one rule for everyone has to go – salaries and skills aren’t the same across the board, and how you work shouldn’t be either.
The business case for flexible working
For most businesses, the two main costs are people and property. Flexible working lets employers lower the latter. Lambeth Council claims it will save £4.5 million per year in property running costs by making sure that no more than 60% of its staff are in at one time.
It costs more than £5,000 to hire a new employee in the UK. When you add costs associated with getting the newbie up to speed that cost exceeds£30,000, arbitration service Acas recently reported, and more than £35,000, according to analysts CEBR. In it’s 2012 study, HR institute the CIPD found that 76% of employers saw staff retention improve when they offered flexible working.
This argument has become as undeniable as the case for climate change: 81% of senior managers believe flexible working improves productivity. Three in five people who work flexibly put in more hours as a result of being allowed to do so. Another report found that 72% of businesses reported increased productivity as a direct result of flexible working.
This is not a movement, we’re simply about moving. It’s about keeping the conversation going. If you have experience in HR you could bring to the table or are a business struggling to make flexible working actually work, then please get in touch. We want to hear from both sides of the PAYE coin.
Let’s talk about flex, baby.
Written by: Anna Whitehouse