Why?

Empowering individuals to work more effectively and efficiently improves individual and team performance, provides individuals with a better work-life balance and improves employee engagement.

The research shows that more and more people (87% according to the CIPD) expect flexible working options from their employer. Organisations benefit from attracting a wider talent pool; improved retention and motivation; skills optimization; greater diversity; increased productivity and reduced business overheads.

An organisation can't have flexibility without trust. According to Timewise, real change only comes when leaders challenge workplace culture and dismantle practices that are no longer fit for purpose.

'Improve workplace flexibility for men and women' is a 'promising action' listed in the Govt. Actions to close the gender pay gap. They recommend employers:

• Advertise and offer all jobs as having flexible working options, such as part-time work, remote working, job sharing or compressed hours;
• Allow people to work flexibly, where possible;
• Encourage senior leaders to role model working flexibly and to champion flexible working; and
• Encourage men to work flexibly, so that it isn’t seen as only a female benefit.

Refer also to the following pages of our Open Playbook for further information:

• Robust Flexible Working Policy
• Proactively Offer Flexible Working
• EVPS Must Address Inclusion

How?

During the Tech Talent Charter's November 2020 hackathon, subject matter experts were tasked with hacking the topic 'How to permanently adopt remote working' and below is the product this team produced (and won the hackathon!):

https://s3-us-west-2.amazonaws.com/secure.notion-static.com/ef61457f-a45b-4821-abd4-57b3db70b2d7/HOW_TO_PERMANENTLY__ADOPT_REMOTE_WORKING_TRP_(4)_(2)_(1)-min.pdf

Credit to Tracey Perera, Emily Blake and Katya Linossi. To see what other teams produced, visit sections 1.1.6 Tackling Bias and Unacceptable Behaviour and 1.1.16 Inclusive Startups