Flexible working: Beyond the hybrid

Flexible working is a term which covers a wide variety of working practices, which change where, when or how much someone works. Research reveals significant inequality in the use of flexible working arrangements in the UK and a significant unmet demand from the working population.

During this webinar IES Research Fellow, Astrid Allen, will share insights from the Fair Flex For All project currently underway with the NHS, Sir Robert McAlpine and Wickes. 

Please note, this event is exclusive to HR Network Members. To book your place, or learn more about joining the HR Network, please contact HR Network Manager Emma Stewart-Rigby. 

Chaired by Dan Lucy, Astrid will lead a discussion with delegates to explore the following questions:

• What flexible working options are there, aside from home and hybrid working?
• What are the potential benefits of a wide-ranging approach to flexible working?
• Can flexible working work for everyone?
• What lessons can we learn from employers delivering flexible working to site based and ‘frontline’ roles?
• What practical steps need to be taken to successfully deploy diverse flexible working approaches?
• What does success look like?

Background

There are a range of drivers for change that are influencing the way we view flexible working. As well as increased home and hybrid working prompted by the Covid-19 pandemic, anticipated changes to the legal right to request flexible working and a UK pilot of the four-day week are making employers re-evaluate their approach to flexible working. Skills shortages have also contributed to this issue, prompting employers to reflect on their employee value proposition to recruit and retain workers.

Not all work that is defined as ‘flexible’ is good or fair. Some non-traditional working patterns may be defined as flexible but undermine individual autonomy and control. A new approach to flexible working that establishes underpinning principles is required to ensure that the potential positive impacts of flexible working are fully realised and widely accessible across organisations, regardless of role.

Our research suggests that only relatively minor impacts on key measures (e.g. staff turnover and absence) could deliver strong financial returns, however there is currently limited research evidencing this in practice.

For change to occur, we need to identify champions from diverse sectors, give a real-life account of how this has been done and the rewards they have reaped. The Fair Flex for All project has been developed to build this evidence base, particularly in the context of site-based roles.

Who should attend?

HR professionals, Diversity & Inclusion leads, Health & Wellbeing leads

How will delegates benefit from attending?

Explore a range of underutilised flexible working options for all, including part time, flexible hours and engaging employees in supporting flexible working patterns.

Develop an understanding of the potential benefits of a wide range of flexible working options (beyond home and hybrid working) in relation to:

• Diversity and inclusion
• Health and wellbeing
• Recruitment and retention
• Productivity and performance

Consider critical success factors in the deployment of wide-ranging flexible working patterns.

Develop measures for assessing the impact of flexible working approaches.

Discuss with network colleagues their own experiences of embedding flexible working within their own organisations. 

Timetable

13:50 Zoom tech check,please amend your on-screen name format to the following format: Forename, Surname, Organisation name. Check mic and camera are working.

13:55 Zoom waiting room

14:00 Chair opening remarks

14:05 Presentation

14:35 Q&A

14:45 Breakout Discussion

15:05 Group feedback and further discussion

15:20 Chair Closing comments

15:30 Close

Booking your place

This event is exclusive to HR Network Members. To book your place, or learn more about joining the HR Network, please contact HR Network Manager Emma Stewart-Rigby.