Is flexible working really possible in construction? Kim Sides, leading our construction arm speaks to Joanna Partridge at The Guardian about how BAM started to offer site workers flexible options from 2019. “We see this as an ability to bring the industry into the 21st century,” Kim told The Guardian. The conversation follows on from the launch of Timewise new landmark report demonstrating that there’s a growing gap between desk-based and frontline workers when it comes to accessing flexible working. 👉 Read the article here: https://lnkd.in/dvf5HkdB 👉 Read Timewise report here: https://lnkd.in/eUda8jfr Claire Campbell FCIPD #Flexibility #Diversity #Inclusion #MakingPossible
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Is flexible working really possible in construction? We think it is. Already in 2019 we started looking at how we could offer more flexible options on-site. Kim Sides leading our construction division recently chatted to The Guardian about how it could help us attract more talent. The conversation follows on from Timewise new research, looking at the growing gap between desk-based and frontline workers when it comes to accessing flexible working. https://lnkd.in/ecjSdMkF #Flexibility #Diversity #Inclusion #MakingPossible
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Did you know that the new Flexible Working Bill that came into law last month allows all employees to request flexible working from day one of employment? This could have a huge impact on the staff operating in the construction and real estate sector, particularly for those who have dependents with a duty of care. According to the latest stats by the ONS only 15% of the workforce in construction are female. Could flexible working address the gender imbalance? Want to talk flexible working? Flexible Working Bill 👉 https://lnkd.in/eii25BbS #worklifebalance #flexibleworking #hybrid #flexibleworkingbill #womeninproperty #womeninconstruction
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Founder and Director @ Pinpoint Property Recruitment | 25+ years' recruitment experience
What are you experiencing in your workplace? For many Facilities and Property Managers being in the office or site based is the norm. In other areas, we are certainly seeing that employers are increasing their requirements around working from the office while offering flexibility around personal appointments such as picking up kids or letting in trades. The reasons being relate to culture, productivity and ongoing development and on-site training. #workingfromhome #productivity #teamwork #culture #training
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Bringing payroll solutions, benefits administration, and HCM to your company so you can focus on driving revenue
📢 **Philadelphia's Big Move** 📢 Philadelphia has announced the recall of 26,000 city employees from remote work back to the office. This significant decision highlights a pivotal shift in how municipal operations are conducted and could influence other sectors considering similar transitions. As cities and companies navigate the evolving landscape of work, Philadelphia's move might prompt discussions on the balance between remote and in-office work. This change could have far-reaching implications for employee satisfaction, productivity, and industry standards. What are your thoughts on this shift? Could this signal a broader trend across various industries? #WorkplaceTrends #RemoteWork #InOffice #CityOperations #EmployeeEngagement ---
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A recent Guardian article highlights a growing divide in the UK workforce: office workers benefit from flexible arrangements, while frontline staff, such as nurses, retail and hospitality workers, remain locked into rigid schedules. This "two-tier workforce" is a challenge we're familiar with here in New Zealand too. Making flexible working arrangements equitable across industries can be difficult but it can look like adjusting shift patterns to allow time for medical appointments or childcare or offering flexibility in start and finish times for site-based roles. Consulting your people and encouraging open discussions about what flexibility could look like in your workplace will be crucial to developing solutions that can benefit your people, and your organisation. What does flexible working look like in your industry? Guardian article: https://lnkd.in/dvf5HkdB #flexiblework #wellbeing #workplacewellbeing
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Some thoughts on the link between #FlexibleWorking (relevant for the new policies recently coming into place) and #DEI below:
Senior Recruitment Consultant | Healthcare Communications | Finding the best talent for medcomms, PR and advertising agencies
“Flexible working and diversity and inclusion are interwoven, and businesses that make the most of the opportunity could really open some doors to new and exciting talent.” I'm still a little unclear about the significance of this law and how employers will embrace (or not) the subsequent conversations around flexible working. However, I'm hopeful such measures can open up different pools of talent and tackle some of the problems facing the UK economy (ageing population, long-term sickness, gender pay gap etc). https://lnkd.in/eTiDzinX
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Addressing the Two-Tier Workforce: The Need for Flexible Opportunities for All ✊ Great new article by The Guardian highlighting important new research from Timewise that reveals a pressing issue in the UK job market: The 'Two-Tier Workforce.' There has been a growing divide between office workers and frontline staff where over 1.3 million office workers gained flexible hours and 3.4 million shift workers remain without such options. This disparity creates a two-tier workforce, particularly impacting retail, healthcare, transport, health and social care, and construction workers. These workers account for a third of the workforce in the UK, representing 10.5 million people. Timewise’s research shows that many frontline workers lack the flexibility to manage personal needs like medical appointments or family responsibilities while continuing to be the backbone of our economy. At Future Families Work, we advocate for equal flexibility in the workplace for all workers, not just those in desk-based roles. We believe in inclusive policies that extend the benefits of flexible working to all employees, including those in demanding, frontline roles. Our FREE Toolkit helps leaders implement more inclusive and flexible working policies that can be applied to all sectors. This resource is backed by extensive research from University of Liverpool, Lancaster University, ESRC: Economic and Social Research Council, alongside leading consultancies How Do You Do It and Avenir Consulting. Download your copy for FREE here: https://lnkd.in/eMik3NCJ https://lnkd.in/eN2t7KDV #FutureFamiliesWork #TwoTierWorkForce #EmploymentRightsBill #FlexibleWorking
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To any people currently undergoing hiring campaigns for their teams, I highly recommend you give this article a read. The benefit of offering elements of flexibility in attracting a wider talent pool cannot be understated! #hybridworking #hiring #propertyjobs
The Flexible Working Bill went live this week meaning that, amongst other key changes, employees are now entitled to request flexible working from day one of employment. Here, our Head of Inclusion, Megan Bond, explains some of the key changes and gives her take on how this could actually be a recruitment and retention opportunity for employers in the Real Estate and Construction sectors. https://lnkd.in/eeAAgP3c #recruitment #retention #FlexIbleWorkingBill #hybridworking #realestate #construction
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Head of Organisational Development (OD & D, Leadership, EDI, Retention, Engagement & Wellbeing) Executive Coach. Mentor. Chartered Fellow-CIPD.
Flexible working isn’t going anywhere. With changes to the law, changes in how generations prioritise balance & changes in technology that make flexibile working more practically possible & efficent we need to get on board with thinking creatively about what is possible. Flexible working in the NHS is for every role. It’s in our control to retain our workforce throughout their career simply by saying “how could that work?” & giving it a go.
Delighted to see the inclusion of ‘flexible working as a default right’ in the Kings Speech, as part of the new deal for workers. In our #FlexForAll webinar this week, 82% of attendees thought the government should act fast to deliver on its manifesto commitment. Yet 55% recognised that flexibility by default may be difficult to realise in some roles. At Timewise, we encourage employers to approach flexible working requests with a mindset which says ‘yes, how?’ rather than ‘no’. But we appreciate it is challenging to find solutions, particularly in site based and shift based roles. You can find on our website plenty of case studies including our pioneering projects for construction, retail, nursing and teaching. Let’s embrace this opportunity to create fairer flexible futures in ALL roles.
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Change Leader, Connector, PCC Coach and NED. Passionate about intentional living and making the world better for future generations. Timewise Power List Winner. UN Women UK delegate. ND Advocate.
Lots more hope and optimism on the horizon, but whilst legislation is important awareness and culture plays such a key role in providing inclusive opportunities and working environments. This week I attended a different webinar for people professionals and I was dismayed to hear a question posed…. “I won’t need a flexible working policy will I as we all work from home” 🤦🏻♀️ Whilst remote and hybrid has been life changing for many, millions of us want or need other types of flexibility to make work work. ⏰ This could be ✅ Part time ✅ Term time ✅ Different start and finish times ✅ Annualised hours ✅ Condensed hours ✅ Job sharing ✅ Phased retirement Does your employer has a transparent policy, are they celebrating and sharing the different ways of working, are you starting with a ‘yes how’ attitude? 💡 I cannot recommend Timewise resources and case studies more highly if you or your company is looking at true cultural change on this topic, check them out and lead the change today 🙌🏻
Delighted to see the inclusion of ‘flexible working as a default right’ in the Kings Speech, as part of the new deal for workers. In our #FlexForAll webinar this week, 82% of attendees thought the government should act fast to deliver on its manifesto commitment. Yet 55% recognised that flexibility by default may be difficult to realise in some roles. At Timewise, we encourage employers to approach flexible working requests with a mindset which says ‘yes, how?’ rather than ‘no’. But we appreciate it is challenging to find solutions, particularly in site based and shift based roles. You can find on our website plenty of case studies including our pioneering projects for construction, retail, nursing and teaching. Let’s embrace this opportunity to create fairer flexible futures in ALL roles.
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