Improving flexible working policies is a necessary step to ensure gender equality and greater diversity in the workplace- but what if recruitment is really the overlooked tool to bring more women in the workplace?
Work patterns are going through some serious changes in the twenty-first century. While traditionally employees of any age or level would be contracted a fixed nine to five working day, a new generation in the workforce has been demanding something different.
A major report from the International Workplace Group has revealed that 53% of global employees work somewhere other than the office at least half the week; and two thirds work remotely at least once a week.
As a millennial, flexible working is becoming an increasingly hot topic for me. As a man however, I notice there is a stigma around men taking paternity leave or other flexible arrangements.
A creative agency working across media and brands, Whitespace isn’t new to the game. In fact, they’ve been around since 1997, and have been nominated as Best Scottish Design agency three times.
Speakers at #Flexibleworking: The Big Conversations with Mummyjobs.co.uk claimed that flexible working could be the key to retaining talent. With massive shortage skills in the UK in certain fields, employers are now competing to become “employers of choice”.
The disclosure of gender pay gap data this April provided a much needed and refreshing perspective on how gender affects our work culture and the UK economy.
A recent report from the House of Commons Work and Pensions Committee has highlighted the key importance of flexible working for carers. The Committee remarked that while the Government has been pushing for wider acceptance of flexible work, “the rules are at odds with its rhethoric”.
When Sarah Usher, Process and Business Development Manager at Kilpatrick Blane Services, attended our Dentons event in February 2018, she had a certain idea of what flexible working meant.
Our small but ambitious charity has secured funding to embark on an exciting new project which will build on our current work with employers to develop a more flexible, family friendly approach to working, which benefits people, business and the Scottish economy.
Jeff Bezos, CEO of one of the fastest-working companies in the world, has little time for “work life balance”. The phrase, he argues, implies a strict trade-off between work and the rest; but he claims we should be aiming at a more holistic relationship between home life and work life.
It’s funny being asked to write something for Family Friendly Working Scotland. My family have now left home, and family life now mostly consists of a dog and cat.
As a knowledge worker, I am used to bouncing from one task to another, from distractions jumping in through my inbox, or a small interruption as I walk through office, to a barrage of messages on the company’s always-on Slack. Below are some of the best pieces of advice I have found, many of which are now staples of my working practice.
Companies with 250 or more employees rushed to publish their gender pay gap data on April 5, and a clear conclusion emerged: the lack of flexible working options is holding women (and men) back.
As a knowledge worker, I am used to bouncing from one task to another, from distractions jumping in through my inbox, or a small interruption as I walk through office, to a barrage of messages on the company’s always-on Slack. However I realised that if I wanted to do my best work, I would have to rethink my use of my own, and my team’s time. This is where my interest in productivity and effective work really started. And here’s the thing: multitasking doesn’t work. Recent estimates say that you can lose up to 40% of your productivity if you multitask.
The best Scottish employers for flexible and family friendly working cultures have been announced (on 22/3/18) by Scotland’s leading work-life balance organisation, Family Friendly Working Scotland.The Scottish Top Employers for Working Families Awards 2018 celebrate progressive employers that support staff to happily combine home and work life - and harness the business benefits this brings.
Brian Hills is Head of Data at The Data Lab, leading the technical side of the organisation as well as their skills & education portfolio. It’s a job that requires time and responsibility, yet Brian works compressed hours: he’s out by lunch time on Fridays, and utilises the flexible working options offered to all staff including working from home and adaptable start and finish times.
For Ann Cowan, flexibility is a constant feature of her work as Operations Manager at Independent Living Fund Scotland. “Flexibility is part of our core values”, she says. “It has been a set policy of the organisation since its outset”. Ann works full time, Monday till Friday and 9 till 5. But she always has the option to come in late, leave early, and take a day off any time for family needs; and that’s what really makes a difference.
The lights are on and a one eyed paper reindeer is looking at me.
DWF Employment Lawyer Jennifer Wright on the biggest worries employers have when establishing flexible work, and how they can overcome them.