Professional Documents
Culture Documents
FLEXIBLE WORKING:
THE IMPLEMENTATION
CHALLENGE
Acknowledgements
The CIPD would like to thank the members of the working party who gave their time to advise on and
contribute to this guide:
Chris Brown, Hawridge Consultancy
David Clutterbuck, Clutterbuck Associates
Julie Fisher, Project Leader, Improving Services, Balancing Lives, Sheffield City Council
Diane Houston, Professor of Psychology, WorkLife Balance Research Group, University of Kent
Pete Jeffery, Director of HR, Facilities and Audit, St Mungos
Teresa Kavanagh, HR Projects Consultant, Centrica
Simonetta Manfredi, Director, Centre for Diversity Policy Research, Oxford Brookes University
Mark Pullen, Employee Relations, Assistant Director, Department of Trade and Industry
Kieran Scott, Employee Relations Manager, Telewest
John Stredwick, Luton Business School
Peri Thomas, HR Policy Manager, Loop
Pam Walton, researcher, writer flexible working/worklife balance
Debbie Whitton, Change Project Manager, London Borough of Sutton
Anne Woolcott, Head of HR Policy and Practice, Serco Ltd
The CIPD would also like to thank the following additional participants in research for this guide:
Britannia Building Society
DSTL
EDP-Drug and Alcohol Services
Ernst & Young
Jobcentre Plus
London Borough of Sutton
Rotherham Metropolitan Borough Council
Scottish Legal Aid Board
Flexible working
Contents
Introduction: From rhetoric to reality
10
16
18
28
36
43
48
54
58
Flexible working
Introduction:
From rhetoric to reality
Businesses are realising that flexible working is
the individual.
The research
working
February 2005.
survey.
Flexible working
Industry sector
Description of organisation
Private
Page
Centrica
Private
13, 42
44, 56
DSTL
Public
27, 34,
46, 55
Private
Private
12, 30,
45
Public
11, 41,
53
Private
Public
14, 26,
8, 15, 23,
35, 49
32, 33,
5051, 52, 57
Rotherham Metropolitan
Borough Council
Public
47
St Mungos
Not-for-profit
20
Public
29
Telewest
Private
2425
Flexible working
Numerical flexibility
Functional flexibility
Flexible working
pattern of working.
Flexible working
box on page 6.
flexibility
In spite of these common themes, unsurprisingly, we
out by employees.
not desk-based.
Total availability
Available only to
some staff
Part-time working
86
43
43
Term-time working
38
23
15
Job-sharing
63
34
29
Flexitime
55
34
21
47
32
15
Annual hours
28
20
55
48
Mobile working
27
24
Career breaks/sabbaticals
42
17
25
Base: 585
Source: Flexible Working: Impact and implementation (2005).
Flexible working
Flexible working
Flexible working
Customers expect us to be open when they want to call us, not Monday to Friday, nine
to five. Peri Thomas, HR Manager, Loop
Flexible working makes sense employees will inevitably require flexibility from their
employer at some point during their working lives. For us it is a very practical thing. There
are plenty of other call centres near Birmingham offering flexibility will help aid attraction
and retention. Surinder Gill, HR Manager, Telewest
of flexible working.
Figure 1: Reasons for which organisations make use of flexible working practices
Base: 564
10
Flexible working
customer needs.
(See Figure 2.)
The following case study examples from Oxford Brookes
Flexible working
11
Britannia Building Society: flexibility in the context of diversity and corporate strategy
Britannias Mutual Preferences makes available the opportunity to request flexible working arrangements to
all employees, not just those covered by flexible working legislation. Britannia have taken care to position
flexible working as not just for women or for people with children but for people with busy lives.
Mutual Preferences directly links their commitment to make their business a great place to work, grow and
develop. This is one of the givens in the corporate strategy (see model below). Diversity (including the
Mutual Preferences scheme) is a cornerstone of this element of the strategy.
Mission:
To be known as Britains best mutual
Being easy to do
business with
Measures
Customer satisfaction
Member
satisfaction
level
Core
members
Total
number of
members
Employee
satisfaction
Employee
satisfaction
Media coverage
Echo
media
ratings
Media
impressions
Finance
Group
profit
Membership
mortgage
assets
Membership
retail
funding
12
Flexible working
Flexible working
13
14
Flexible working
part-time working
job-share
term-time working
Ernst & Young is also keen to emphasise that flexible working isnt just about being on one of the formally
identified flexible working programmes in the policy. There are also informal arrangements that do not
exactly fit the policies what is important is the trust between managers and their people about their
working arrangements and the fact that they are aligned with client or wider business needs.
Matthew Thomas and Kathryn Hawkey, Ernst &Young
Flexible working
15
Figure 3.
employees
problematic.
the need to recruit more workers to maintain service/
Almost half of the participants in the CIPD survey said
output.
Base: 556
Source: Flexible Working: Impact and implementation (2005).
16
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maintaining momentum.
Flexible working
17
Theres been so much PR on flexibility from an individuals point of view its important
people see flexibility from the organisations point of view as well. Its about give and
take not just the individual getting what they want. Lynette Beckett, Change Manager
Group People Performance, Britannia Building Society
managers
HR.
18
Flexible working
Flexible working
19
shown below.
20
Flexible working
approach.
the process.
Managers
HR
Flexible working
21
22
Flexible working
Ernst & Young: supporting managers and employees via the intranet and
HR Shared Service Centre
At Ernst & Young, a dedicated HR intranet, EY People Space, is the first port of call for anyone interested
in working flexibly. It supplies information, forms and frequently asked questions. People can directly raise
any workplace questions anonymously with the Chairman, Nick Land, via Ask Nick, a feature on the
intranet where questions and answers are published.
Flexible working is also promoted as part of the induction process from day one. The firm is keen to create
an adult-to-adult relationship with its employees, who are trusted to act responsibly.
It is the Counselling Managers who are crucial to making flexible working work at Ernst & Young. These
people are generally line managers with specific people management responsibilities. People who are newly
promoted to the Counselling Manager role participate in a two-day training course. They spend time on key
areas of people management and employment risk including flexible working to help raise awareness.
Responsibility for making flexible working work lies very much with the manager HR normally becoming
involved only where there is an issue or concern raised. Requests will usually be accepted unless there is an
operational reason it cannot be accommodated. Sometimes a trial period is put in place to see whether the
arrangement will work. If managers require additional support, this is available via the HR Shared Service
Centre.
Matthew Thomas and Kathryn Hawkey, Ernst & Young
Flexible working
23
24
Flexible working
The role of HR
In Telewest, line managers manage their teams, and HR supports, coaches, guides and challenges
managers, rather than making decisions for them. Surinder also describes HRs role as bringing a message
of consistency through the business.
Where employees are covered by the legislation in this area, line managers are provided with additional
support and coaching from HR in order to ensure compliance with the DTI guidelines and required
timelines. In terms of decision-making, a member of the HR team will work with the manager to make
sure all alternative solutions are taken into account, and to challenge managers about their assumptions.
The decision is very much the line managers. However, HR ensures that it is has been worked though
and very well considered.
Accommodating 100 per cent of flexible working requests will always be a challenge. In the Credit
Services contact centre, they do their best to offer a working pattern that both meets operational
requirements at the optimum times and accommodates employees worklife commitments.
Surinder Gill and Anne Curran, Telewest
Flexible working
25
26
Flexible working
Flexible working
27
I am lucky that my line manager strongly believes in worklife balance and encourages
me to work flexible hours to suit my other commitments, and this helps reduce stress
and improve my performance at work. Quote from female administrator, Oxford Brookes
University audit
There seems to be a mistrust of the idea of work-life balance with some levels of
management almost a view that staff who are interested in it are somehow trying to take
the University for a ride. This attitude needs to be dispelled if work-life balance initiatives
are to be successful. Quote from male academic, Oxford Brookes University audit
below:
working environment.
It can work for the admin team but its not for
Organisations involved in research for this guide were
Manager
HR manager
28
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Performance management
videoconferencing.
Resource planning
flexible workforce.
resource planning:
Flexible working
29
them and then they pull a sicky. Then you have the
resource when you need it.
Cultural acceptability
Interviews with organisations for this guide also
administrative workers.
Trust
that was fair and seen to be fair (see also Part 4). To
30
Flexible working
Figure 4: Steps being taken to address employees concerns about requesting flexible working arrangements (%)
Base: 477
Source: Flexible working: impact and implementation (2005).
issues of:
management mindset
management skills
organisation culture.
opportunities as career-limiting.
Flexible working
31
32
Flexible working
Flexible working
33
34
Flexible working
Flexible working
35
Of course parents have additional rights under the legislation. But weve never emphasised
this. If we do, it creates a divided workforce No one here tries to play the parent card.
For us its about equality of access. Moira Williamson, Scottish Legal Aid Board
opportunities.
Base: 578
Source: Flexible working: impact and implementation (2005).
36
Flexible working
arrangements.
arrangements.
Flexible working
37
Britannia Building Society: Its not just about parents raising awareness of
Mutual Preferences
Britannia originally launched their Preferences programme in 2003, coinciding with the legislative
right to request coming into effect as a result of the Employment Act 2002. They decided they
wanted to extend the right to request so that all employees could apply not just parents. They then
also started measuring on a quarterly basis how many requests were received, and the numbers
accepted or rejected.
However, the numbers requesting alternative working arrangements were low, and while the
employee survey, Viewpoint, showed high levels of staff satisfaction generally, people were voicing
concerns about worklife balance. As a result, a number of focus groups were set up. These revealed:
People were unaware of the options available We dont know about these things.
There was a perception that the new scheme was all about parents of smaller children or that their
manager doesnt understand.
As a consequence, after 18 months, the scheme was updated, retitled (as Mutual Preferences) and
relaunched. A personal copy of the booklet was delivered to every desk, containing the range of
options available and case-study examples of a variety of employees working flexibly from different
parts of the organisation [see the extracts on pp39 and 40]. Information about the scheme has also
been built into the induction programme. In addition, more information for both managers and
employees about their role and responsibilities within the framework is now available via the intranet
[see p22]
Ian McFaul and Lynnette Beckett, Britannia Building Society
38
Flexible working
Flexible working
39
40
Flexible working
Oxford Brookes University: if youre flexible with your staff, they will be
flexible with you
Mike Newell is Facilities Manager at Oxford Brookes University. He is a strong supporter of flexible working
and says, I think one of the best ways to sum up the benefits of flexible working is that if youre flexible
with your staff, they will be flexible with you.
Mike allows his staff time to attend their childrens school events in working hours, with an agreement to
make up the time lost. Additional working time is particularly useful for the department at busy periods,
for example during the first couple of weeks of a semester. Another example is that staff may take a
shorter lunch break for a period and clock up time to go Christmas shopping.
Mike recognises the importance of building up good working relationships and supporting staff to balance
their home life and work life. He commented that, If staff arent supported and dont get the balance
right, then they can be less inclined to do things when they are at work. He is sure that offering staff
flexibility improves recruitment and retention and says, I know of staff who have come here from other
organisations and have been surprised at the flexibility we offer.
Extract from A Guide to WorkLife Balance and Good Practice at Oxford Brookes University
Flexible working
41
42
Flexible working
We ideally build in reviews to new flexible working arrangements It helps to build good
management practice. Helen Gibbs, Senior Personnel Adviser, London Borough of Sutton
larger-scale project
Flexible working
43
44
Flexible working
Flexible working
45
were in place.
working week)
Borough Council.
46
Flexible working
Flexible working
47
Figure 7: Factors considered in evaluating the effectiveness of flexible working practices (%)
48
Flexible working
Headcount
No. of
% age of
participants
participants
Female
Male
Field
Support
Technical
Level
1
Partner
Reduced hours
Part-time
Career break
Beyond retirement
Annualised hours
Unpaid leave
Overall totals
Unsurprisingly, take-up of flexible working is higher, as it is in most businesses, among women than men.
However, the organisation is working hard to dispel this myth and showcase examples of success stories
where flexible working works among a diverse range of people [see p35].
Matthew Thomas and Kathryn Hawkey, Ernst & Young
individual employee
team/department
business unit
site
organisation-wide.
The next case study is from the Scottish Legal Aid
Board. It provides an indication of the potential
benefits of allowing teams to set their own targets and
measures, as well as carrying out evaluation at an
organisation-wide level.
Flexible working
49
50
Flexible working
Baseline
pre-phase 1
Outcome after
phase 1 pilots 2002
Phase 2: 12 months
statistics 200304
Year 200102
Year 200203
Year 200304
17.9 wte
Total cost
231,756
10.1 wte
Total cost
126,425
5.1 wte
Total cost
87,023
Year 200102
Year 200203
Year 200304
Recruitment advertising
and agency costs
Year 200102
Year 200203
Year 200304
124,970
59,934
28,727
Staff turnover
Year 200102
Year 200203
Year 200304
16.4%
14.8%
9.8%
As at 30 Sept 01
As at 30 Sept 02
As at 30 Sept 04
25% under 25
56% 2540
19% over 40
22% under 25
47.3% 2540
30.7% over 40
17.6% under 25
50.9% 2540
31.7% over 40
Measure
Overtime costs
In whole time
equivalent (wte)
deployed and total
costs
Self-certified sickness
absence
Workforce diversity
Ability to attract
part-timers:
Ability to attract staff
aged over 40:
As the table above demonstrates, the Scottish Legal Aid Boards WorkLife Project appears to have
succeeded beyond merely protecting the business. Moira Williamson, Personnel Manager (Development)
points out that inevitably it is impossible to highlight flexible working as the only reason for the
improvements shown above (other action to improve absence levels has also taken place, for example).
However, it seems clear that the prominence of this project in the Boards activities has contributed to
considerable business savings, and to the creation of a more diverse and stable workforce.
Moira Williamson, Scottish Legal Aid Board
Flexible working
51
52
Flexible working
Agree
Disagree
Strongly
disagree
Dont
know
N/a
Flexible working
53
We all know that the pool of available talent is reducing. Flexibility for all is a great incentive
to attract a more diverse group of people to Centrica. We want to be on their shortlists and
this is a powerful way to achieve it. Carol Thwaites, work:wise Project Manager, Centrica
business benefits.
efforts.
54
Flexible working
Flexible working
55
56
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Scottish Legal Aid Board: embedding change and broadening the scope of the
WorkLife Balance project
For the Scottish Legal Aid Board, steps following the end of their formal flexible working project have
included:
working with managers to improve their ability to plan and manage their resource effectively
[see p32]
producing written guidance to all employees on what flexible working means at the Board
implementing a standardised team-based time-planning and time-capture system
effecting changes to employment contracts to reflect core contractual hours and to highlight flexible
working as a benefit for an employee of the Board.
The Board will next look more closely at developing its technologies and work processes to support formal
homeworking and remote working. This was allowed on a limited informal pilot basis during the first and
second phases of the Boards WorkLife Balance project. The final project review indicated that
homeworking was occurring on a larger scale across a number of departments than could be formally
supported at this stage by the business. A new project is therefore being established to take forward
formal home- or remote working at the right pace to fit with the businesss technology and work process
developments.
Were still busy with it it doesnt go away!, is personnel manager and project manager Moira
Williamsons observation on the issue of flexible working.
Flexible working
57
Other resources
London: CIPD.
London: CIPD.
Useful websites
ACAS: www.acas.org.uk/publications/b09.html
DTI: www.dti.gov.uk
Rights): www.tiger.gov.uk
family-zone/f-factsheets.asp.
www.employersforwork-lifebalance.org.uk
TUC: www.tuc.org.uk/changingtimes
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59
60
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