when it comes to flexible working it's understandable that there's misunderstandings
common objections and misconceptions about it so in this video i'm going to be talking about what
flexible working is what these common objections and misconceptions are and busting those myths so
first of all then what is flexible working well according to the cipd flexible working is defined
as working arrangements which allow employees to vary the amount timing or location of their work
usually to the mutual benefit of the individual and the organization so what are the most
common objections to flexible working let's have a look at what some of these are
it could be that the belief that the business will suffer
or that the service you provide to your customers or your clients will suffer too flexible working
it just doesn't work there could be apprehension or not being or wanting to
deal with colleagues concerns about the impact of other people's flexible working may
have on them there could be worries or concerns about how you go about measuring performance
by outputs rather than by looking at the total amount of hours that they have worked there could
be a belief that if you're on flexible hours then that promotes uh an attitude of potentially less
commitment to the business or the organization if you offer or provide flexible working then
everyone is going to want it so when you hear those misconceptions those misunderstandings then
what are the benefits to flexible working well the cipd have said there are quite a few benefits in
terms of direct and indirect costs to businesses and organizations there is a reduction in costs
for office space which can also provide an increase in hot desking and working from home
the indirect costs can be a reduction of absence rates flexible working allows employees to
manage menopause symptoms or perhaps disabilities and long-term health conditions flexible working
can also help you to attract new employees perhaps in line with their own personal circumstances
or just a new outlook or a way that they want to have a work life balance that's right for them
research by cranfield university around flexible working highlighted that flexible working
improved job satisfaction and well-being and it also improved employees commitment to the
company so then why is flexible working worth considering for your business or your organization
when it comes to the menopause almost 8 out of 10 of menopausal women are in work
menopausal women are the fastest growing demographic in the workplace and it's also
estimated that there are around 13 million women in the uk that are either perimenopausal or
menopausal this equates to one third of the current uk female population in 2018
there was a menopause survey undertaken and around that it included women in the workplace
it highlighted that 76 said that their symptoms were moderately or extremely problematic at work
20 of them had considered leaving work altogether and this increased to 44 for those whose symptoms
were extremely problematic and 35 had taken annual leave or rest days to take time off because
of their symptoms if you're interested in finding out more about flexible working for your
workplace to help and support those going through menopause i've created another couple of videos
what flexible working options can you consider offering and why flexible working is an option
and 17 flexible working ideas for you i'll pop the links to them below let me help you have
comfortable conversations about menopause without the worry of saying or doing the wrong thing
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