The Future of Work is Flexible

Read our guide to learn more about the central role flexible working options will play in the Future of Work.

 

 

What Does “Workplace Flexibility” Mean? 

 

The term “Workplace Flexibility” refers to a formal or discretionary agreement between employees and employers concerning when, where and how employees can work. This approach aims to give employees greater control over their work schedules and environment. 

 

 

Types of Flexibility

 

 

Flexibility Stigma

 

Flexibility Stigma describes the “discrimination and negative perception towards workers who work flexibly, and [consequent] negative career outcomes” (Source: The Irish Times). Historically, stigma was a major contributing factor to the low uptake of flexible working. A 2019 survey found that one in three flexible working requests were turned down by employers. Memory.AI writes that flexible working was perceived as “a privilege bestowed on lazy people who don’t want to come into the office.” 

 

What’s more, studies have revealed that Flexibility Stigma is highly gendered and fosters structural sexism in the workplace. One academic study from 2018 found that “men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working.” While flexible working models were introduced with the intention of levelling the professional playing field, flexibility stigma had the opposite effect. A 2016 report by the UK’s Equality and Human Rights Commission found that 20% of mothers had experienced negative comments about flexible working, and 11% felt forced to leave their job. 

 

“Telecommuting, one of many forms of work-life flexibility, should no longer be viewed as a nice-to-have, optional perk mostly used by working moms. These common stereotypes don’t match reality—allowing employees to work remotely is a core business strategy today… We need to de-parent, de-gender, and de-age the perception of the flexible worker.”

~ Cali Williams Yost, CEO and Founder of Flex+Strategy Group and Work+Life Fit

 

How Covid-19 Broke The Flexibility Stigma

 

In March 2020, workplaces around the world closed their doors in compliance with government-mandated social distancing restrictions. During this time, non-essential workers worked remotely from home. With telecommuting, employees had greater control over when, where and how they worked.  For the majority of workers, this paradigm shift offered their first taste of flexibility. And for most, there was no going back….  

 

The mass shift towards flexible working models during the pandemic was key in breaking the flexibility stigma. The “bums on seat” mentality (i.e. the belief that workers need to be seen to be working in order to be productive) was proven to be false as many companies saw a rise in productivity upon introducing flexible models.

 

Key Stats About Flexible Working In 2021 

 

• 58% of leaders are optimistic that flexibility will be good for both people and business. (Source: LinkedIn)

 

• 71% of leaders have felt under pressure to change working models and adapt workplace policies to allow for greater flexibility. (Source: LinkedIn)

 

• Given the choice, 54% of employee respondents would choose flexibility in when they work. By comparison, 40% want flexibility in where they work. (Source: EY)

 

Benefits of Flexible Working for Employees

 

Improved Work-Life Balance

Employees who are satisfied with the level of flexibility offered by their employer are 3.4 times more likely to successfully balance work and personal obligations (Source: LinkedIn). Location flexibility allows employees to avoid time-consuming commutes, whereas schedule flexibility enables employees to shape their working hours around their lives. Workers can reinvest their time savings into things that are important to them e.g. caregiving duties, exercise, hobbies, volunteering, further education etc. 

 

Enhanced Well-Being 

 

“According to a survey from Mental Health America, 77% of respondents said that flexible work options would help them be healthier.”

 

Numerous studies have shown how workplace flexibility can enhance employee health and wellbeing. Research has linked greater flexibility with improved mental health, decreases in psychological distress, and reduced levels of burnout. This, in turn, leads to higher job satisfaction, improved productivity, fewer sick days and greater employee engagement. 

 

 

Benefits of Flexible Working for Employers

 

Higher Staff Retention Rates 

 

“81% of employees would be more loyal to their employers if they had flexible work options.” (Source: FlexJobs)

 

The provision of flexible working options has been linked with improvements in employee satisfaction, morale and engagement. These are all important factors that contribute to high levels of staff loyalty and retention. According to data from the Society for Human Resource Management (SHRM), 91% of HR professionals agree that flexible work arrangements positively influence employee engagement, job satisfaction and retention.  

 

Attract Top Talent 

Nearly 40% of job candidates worldwide say that schedule flexibility is one of their top three factors in career decisions (Source: ManpowerGroup Solutions). In fact, 76% of millennial employees said they would even be willing to take a pay cut for flexible working hours (Source: Qualtrics and Accel Partners). Post-pandemic, it is likely that there will be a flood of top-quality candidates entering the jobs market as they seek out roles that offer greater flexibility. A study from Mercer/AECOM backs this up and reveals that 56% of employees would consider switching employers if increased flexibility was not offered post-pandemic. 

 

Boost Productivity 

 

“The whole topic [workplace flexibility] has a lot to do with productivity. The more flexible we make the work environment, the more we can provide workers with what they need to manage their lives and their jobs. We end up with higher productivity. It is great for the economy and the companies.” – Brenda Barnes, CEO, Sara Lee Corporation

 

In a recent survey from Gartner, 43% of digital workers said that flexibility in working hours helped them achieve greater productivity. Giving employees more freedom over when, where and how they work allows them to work in the ways that are most productive for them. What’s more, research has shown that the improvements in employee wellbeing brought about by flexible working can be linked to higher levels of morale and motivation. One study found that happiness made people roughly 12% more productive.  

 

Promotes Greater Diversity & Inclusivity 

Flexible working models allow for greater diversity and inclusion in the workplace. The ability to work flexibly is critical for many groups of people, including working parents, single parents, and people with physical disabilities or mental health issues (just to name a few). There are many advantages associated with this. For example, the introduction of such policies widens the talent pool to a whole raft of talented people who want to work. What’s more, it has been shown that companies with a diverse workforce tend to enjoy greater levels of creativity and innovation through the inclusion of more perspectives. 

 

 

Key Challenges 

 

Implementation

The introduction of flexible work arrangements will likely involve a major paradigm shift for organisations. There is a lot to consider when formalising flexible working models.  SMEs may find the transition particularly challenging in terms of technology, budget, management and competitive flexibility. 

 

Culture

Another key challenge is figuring out how to introduce flexible policies while maintaining a positive and inclusive workplace culture. Organisations need to tread carefully in order to prevent creating a second class of flexible workers who receive different treatment from their on-site peers. 

 

Security

Flexible working also comes with IT challenges. With more employees working outside of the office, your IT team will need to adapt security practices in order to maintain the safety and security of personnel and data.

 

 

Flexible Working & The Future of Work

 

Professionals today are showing a clear preference for employers that place their employees’ needs front and centre in all that they do. Flexible working is a great example of how organisations can put human-centric values into action. As we move towards the Future of Work, it is becoming clear that the companies that will succeed are those who put people at the very heart of their organisation.