January 30 2007 - A recent report from the Equal Opportunities Commission (EOC) has found
that half the working population (52 per cent of men and 48 per cent of women) would like more flexibility at work
with an emphasis on greater control over hours and location rather than reduced hours that may result in low pay and
poor prospects.
Part of a wider study into the workplace, including research by Reena Bhavnani and Kate Holmes,"Working outside the box" highlights the waste of talent resulting from lack of flexible working. Weighted to be representative of the general population, the report estimates that 6.5 million Britons with level 2 or above qualifications could be making better use of their skills, whether by working at a previous level or being enabled to return to work. The report suggests that flexible work options would have led 4.8 million people to make different job choices and would encourage 1.7 million back into employment. The study found that this issue affects almost as many men as women, and more non-parents than parents. Students and older workers also benefit from flexible work opportunities.
The report found that the effect of outdated and rigid workplace cultures is to drive people into jobs below their qualification and skill level to achieve a more acceptable work-life balance. Despite graduate skill shortages, one in eight women with a degree works in a low-level job; one in ten remaining so throughout her working life. The proportion of graduates in high-level jobs has fallen from 72 per cent in 1995 to 54 per cent in 2005. There are also indirect adverse effects on business efficiency and the economy, for example unnecessary pressure on transport systems.
The report shows that some employers are responding in positive ways; flexitime and home working are increasingly offered, new technology facilitates organizational innovation. Employers benefit from better staff engagement and loyalty, improving productivity and meeting increasing customer demands.
The report welcomes the right for parents of young children, to be extended to carers in April 2007, to request flexible working. However, it also found that many employees are not aware of this entitlement; 60 per cent said they had not seen any job information which included flexible working practices. The report also found that 60 per cent of people support extension of the right to request flexible working to all employees. A recent survey of 16 year olds found that 90 per cent of both young men and women seek a future work-life balance.
The EOC recommends:
- Employers initiate dialogue withemployees about how they would like to work as well as providing information about current opportunities and training for managers in implementation of flexible working.
- Flexibility is given a central place in government strategy to improve productivity and increase skill usage.
- Promotion of increased confidence in the process and an extension of the current statutory right to request flexible working to all employees.
Jenny Watson, chair of the EOC said:
"Work just isn't working for many people any longer. Far too many people burn out, trade down or drop out altogether.Millions of people are working below their skill level in order to have a life outsidethe office. Failing to rethink the way we've traditionally organized work is a chronic waste of talent and investment in education, at a time when Britain needs toinvest heavily in skills to maintain its competitiveness globally.
"People are realising that jobs don't have to come at the expense of seeing their children, learning a new skill, or being involved in their community. Nor do they have to be packed like sardines onto a rush hour train or waste hours sitting in traffic jams just trying to get to the office.With half the working populationwanting change, we'vereached acritical mass and deliveringa new dealfor Britain's workers could radically transform the way we work.
"The benefits of flexibility are a two-way street. Some pioneering employers are leading the way using technology and better management to make a difference. They have changed their work culture and report better staff engagement and increased productivity as a result. But it's crucial for both our economic survival and individual well being that more follow their lead and embrace a new approach."
Miles Templeman, director general of the Institute of Directors added:
"Moving to new models of work, including flexible hours and home working, helps provide answers to all these issues. I am pleased to say that IoD members have demonstrated that they are well ahead of British employers as a whole in adopting new practices. In 2004 74 per cent of members (against a national figure of 15 per cent) permitted staff to work at home, and 75 per cent had flexible working hours. A large majority also see a range of business benefits when they adopt these policies.
"Employers large and small must continue to innovate and equip themselves to face future challenges. Having the best people, who are well motivated, highly productive and able to deal with an increasingly global business environment is vital. Innovative working practices have to be seen as a vital part of the overall solution."
Tim Ringo, global leader for human capital management services at IBM commented:
"At IBM we understand that our employees want to enjoy a challenging work role, but also fulfil other aspirations in their lives outside of work. Flexible working is based on trust - a core IBM value - where productivity is based on output rather than presence in the office or number of hours worked. It has enabled us to retain skilled employees, to increase productivity, and to get closer to our clients."
