How to flex | People | Talent
Retention through good flexible practices
To attract top talent based on your flexibility offering, it needs to be holistic and systematically embedded across the organisation.
To keep them, this is doubly true!
People will stay at an organisation — and be motivated to progress — if they want to work in the same way that their leaders do.
Two key considerations here:
1.
Are line managers and senior leaders role modeling flexible work?
(Very important if you’re losing more women than men.)
2.
Establish an inclusive culture where people feel “at home being themselves” in your organisation.
All 7 flex enablers will contribute to this, however we recommend you start with Team work: what we say and do to commit to inclusive language and behaviours, and a flexible work framework that declares flexibility is for everyone.
Let’s talk pay
When you’re reviewing promotion and remuneration decisions, de-bias the system by:
Focussing on outcomes and calling out any language about “time spent” working (eg. “they are so committed, always online”). Better is ‘the outcomes for that client led to 10% revenue growth year-on-year. If you’re a People & Culture Business Partner, make it your business to provide this direction ahead of time.
Do a “bias check” when considering promotions and pay increases for a team, division or business. Measure and ensure fair representation between:
Women, men and other
People working part-time, full-time and other types of flex
Remote and office-based employees
People across regions, teams etc.
PS. Don’t be a pay-gapper!
Diversity and inclusion
If this is a focus for your organisation, you are our champions — the guardians of equal opportunities and overcoming the barriers to inclusion.
Having an impact on workforce participation, women in leadership, providing access to jobs to people with disabilities, caring responsibilities and to all in the LGBTIQ+ community is one of the highest callings in the workforce. A way to leave a legacy.
We know this is not easy. But we do know that offering flexible work to all — and overcoming the 7 flex barriers at a systemic level — will lead to greater inclusion and diversity. Guaranteed.
Phone a friend if you’re fighting an uphill battle.
And pledge to be a flex leader if you’re committed to flexing better.
