1. Embedding Flexible Working
How flexibility is built into policies & processes. e.g. recruitment, internal promotion, reward. How flexibility is taken into account when policy decisions are made.
2. Continuously evolving
How people are encouraged to share ideas on the organisation’s approach to flexible working. How reviews of the organisation’s approach to flexibility take place and changes are made to benefit individuals and the organisation.
3. Actions reflecting language
How flexibility is connected to the organisation’s overall culture. How flexibility is reflected in the organisation’s values and behaviours.
4. Trusting People
How much influence people have/could have on their working arrangements. How much people are trusted to work flexibly.
1.Consistency and fairness of approach
How clear managers and leaders are on what’s expected of them around flexible working. What tools, support and guidance is provided for people managers so they can meet flexible working expectations.
2.Role modelling
How closely people managers and leaders’ behaviours reflect what’s expected of them. How well people managers and leaders role model flexible working. How well people managers and leaders adapt their style to accommodate different flexible working arrangements.
1. Widening access
- Impact of offering flexible working on encouraging applications from people from diverse backgrounds.
- Impact of approaches used to ensure flexibility helps people make moves throughout their career.
2. Having a positive impact on people’s wellbeing
- How flexible working meets people’s (physical and mental) wellbeing needs
3. Improving organisational performance
- How performance is positively impacted by offering flexible working.
- How the impact of flexibility on organisational performance is measured.
1.Being open and honest
How information is shared about what flexibility is available in different types of roles and why (e.g. frontline vs non-frontline roles). Level of openness about any limitations/constraints to offering (full) flexibility (e.g. location/time).
2. Making it easy for people
Availability of information around flexible working (e.g. policies). Clarity and ease of use of processes (e.g. how to change working arrangements).