Media and Communications Manager
Employers are embracing flexible working as the evidence grows about the benefits it can deliver. Research shows that flexible working contributes to employee engagement and productivity. It is also a key driver and enabler of gender equality. Workplace Gender Equality Agency (WGEA) data shows that employers are realising this and the number of employers embracing flexible working arrangements is growing each year. In 2016-17, nearly seven in 10 employers had a flexible working policy or strategy.
Embedding flexible working is more successful when there is a clear business case to ensure the board, executive and management teams make the investments necessary to get the best outcomes. WGEA’s Flexibility Business Case provides a step by step guide to building the business case and measuring the success of flexible working in any organisation. With three steps, employers can start their journey to meaningful and measurable change:
Step 1: Select workforce measures to review Employers should first select the relevant measures that they would like to review from the following areas:
- uptake and perceptions of flexible work
- attraction of employees
- employee retention
- training investment
- productivity and engagement
- employee wellbeing
- office space accommodation costs
- workforce composition
Step 2: Collate data Employers should collect and collate data from the chosen measures. For example, employers may wish to measure how attractive the organisation is to potential employees by collecting employee responses to a survey question such as this:
Another example is employers may wish to measure the employee retention rate by:
Step 3: Analyse and review workforce metrics Finally, employers should analyse the data they have collected. Employers will be able to see the flexibility gaps, understand where flexible working arrangements will improve business outcomes and gauge employee satisfaction. There are additional benefits to comparing internal data against industry competitors and peers.