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For more information on the CIPD's Flex From 1st campaign visit: www.cipd.co.uk/FlexFrom1st. Poor working environments - including discrimination and inequality, excessive workloads, low job control and job insecurity - pose a risk to mental health. The CIPD warns that if the downward trend in flexible hours continues, many workers may miss out on the benefits of having more flexible options available to them. Generally, the analysis found that in regions where employees report better flexibility in hours, they tend to have less flexibility over where they work (the North East comes out top for flexible hours, but bottom for flexibility of location). To address this and to boost the number of people using a variety of flexible working arrangements, the CIPD is calling for organisations and the government to make the right to request flexible working a day-one right for all employees through its #FlexFrom1st campaign. People, policies and businesses respond to data. Employers must deal with requests in a reasonable manner. Peter Cheese, chief executive of the CIPD, the professional body for HR and people development, comments: In my work, I have encountered many professional and executive mothers for whom motherhood brings a loss of identity. EC2V 6DL. The present study investigates the effects of flexible working-time arrangements on cognitive work-to-home spillover for women and men in Germany. Having a wide range of flexible options is necessary to support the whole workforce and we want to see an increase in the uptake of all forms of flexible working, regardless of the type of work someone does or the region they're in. With the rollout of vaccines offering hope that Covid-19 will finally be brought under control, now is a great time for leaders everywhere to choose to challenge the status quo in the workplace. The relation between flexible working and work-family conflict is not as self-evident as one may expect. Men can make a claim for direct sex discrimination if women in their organisation are being given more flexibility, or would have the same flexible working request approved. The main focus of the article is to present the conceptual frameworks found in literature in relation to gender inequality at work and to relate the theories to practice by using Sri Lankan garment industry as an example. Increasing Overwork Creates Barriers to Women's Advancement at Work and Exacerbates Gender Inequality at Home. Step 1: Getting started. because of they bear the main burden of caring responsibilities). But parents and carers who have their flexible working request . 5. Using data from the ONS Labour Force Survey, the CIPD has ranked UK nations and regions from the most to the least flexible in terms of working arrangements. The researchers controlled for having kids at home or other caring responsibilities, income loss, and local Covid-19 deaths. Health, safety and wellbeing when working from home; Disability at work; Using occupational health at work; Menopause at work; When extreme weather affects work; Medical suspension; Dealing with problems at work. Women are estimated to earn 76% of what men earn for the same work. Roundtable - Job sharing: two heads are better than one, Supporting Families in Site-Based Sectors, sponsored by Centrica, SMEs: opportunities and challenges of family-friendly employment practices, From Child to Adult: A guide to disability, transition and family finances updated 2019, 2017 Modern Families Index summary report. Employers may introduce flexible working arrangements for a number of different reasons, such as to improve productivity and performance (Artazcoz 2005). You can change your cookie settings at any time. flexible working benefits. You can find more information in our article ongrievances. Each major category was given equal weighting and percentages were then compared to allow for ranking. Here six female leaders share their recommendations for what leaders should be doing next to tackle workplace inequality: 1. Your employer should not ignore your grievance, fail to hear it within a reasonable time or reject it out of hand (as doing so could amount to a breach of your employment contract). Abstract. The CIPD is warning of the risks of potentially creating a two-tier workforce after its analysis of official data found the use of different flexible working arrangements is unequal across the UK with some areas exposed as 'flexible working notspots'. Tackling inequality is not the role of one. If you request a flexible working arrangement because of your disability, for example, allowing you to work part-time or different working hours to avoid the need to travel in rush hour, you may have a claim for failure to make reasonable adjustments if your employer refuses your request. Remain positive in interactions. Flexibility is becoming increasingly important for all . place of work. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. There is no legal right to appeal a flexible working request, but you should check with your employer to see if they allow appeals. Leaders ought to take an intersectional and holistic approach to tackling workplace inequality, saysJustina Mutale, African Woman of the Year 2012, founder of the Justina Mutale Foundation and author ofThe Art of Iconic Leadership. In flexible working cases, indirect sex discrimination occurs when: When deciding whether indirect sex discrimination has taken place, tribunals look at the individual circumstances of each case. . This perhaps accounts for the very low uptake of the right to request flexible working since it was made law in 2003 and expanded to cover all workers as of 2014. In Australia, employees have had a 'right to request' flexible working arrangements (FWAs) since 2010, a measure introduced by the Labour government as . The CIPD is warning of the potential risks of creating a two-tier workforce after its analysis of official data found the use of different flexible working arrangements is unequal across the UK - with some areas exposed as 'flexible working notspots'. The most basic form of flexible working can be as straightforward as choosing your own start and finish times. Conducted in partnership with LeanIn.Org, this effort is the largest study of women in corporate America.This year, we collected information from 333 participating organizations employing more than 12 million people, surveyed more than 40,000 employees, and conducted interviews with women of diverse identitiesincluding women of . It can allow people to balance their work and home lives, is important in promoting equality at work and can lead to improved recruitment and retention of workers for employers. Making the business case. Previous CIPD research found the use of flexible hours such as part-time or flexi-time has dropped over the last year, while working from home has increased. You can visit the Labour Relations Agency or call their helpline Workplace Information Service on 03300 555 300. c/o Buzzacott LLP Her employer decided that she could no longer work from home on a full time basis due to a need to provide on-site supervision. 4. This decision inFollowsdoes not change the law in the UK as employment tribunal decisions are non-binding, which means that other tribunals are not required to follow them. We use some essential cookies to make this website work. However, by October, overtime working had increased 32% compared to pre-lockdown levels. Research has underexamined how work-life flexibility is stratified across occupations. For instance, inColeman v Attridge Law, the employer did not allow Ms Coleman the same flexibility to look after her disabled son as they did her colleagues who were parents of non-disabled children. Women who are unable to work in a pattern required by their employer may be able to claim direct sex discrimination, as well as indirect sex discrimination, depending on the circumstances. Flexibility over when someone works (flexible hours including flexi-time, annualised hours, term-time working, job share, four-and-a-half-day week, zero hours contract). There is a real appetite among workers for a range of flexible working options. Funeral bank holiday rules do employees get a day off? 2017 Working Families. The pandemic has seen more businesses than ever embrace flexible working and proved it can be successful in most industries, says Janthana Kaenprakhamroy, CEO of business insurance providerTapoly. For more information on the CIPD's Flex From 1st campaign visitwww.cipd.co.uk/FlexFrom1st. Find a study centre that offers your preferred CIPD qualification and study mode, Learn about the knowledge and behaviours needed to work in the people profession, Get a 10% discount for a limited time on our courses, Boost your employer brand and attract and retain the best talent by becoming a CIPD People Development Partner, Get an internationally recognised qualification, All you need to know about being a CIPD student as well as access to a wide range of resources, Browse and purchase our range of textbooks, toolkits and e-books, The essential companion for busy HR professionals, Gain insight on issues that matter to HR and L&D, Access resources to support your response to the pandemic, Our profession plays an important role in ensuring work benefits everyone. Then, the burden of proof will shift to your employer to provide a non-discriminatory explanation for their actions. At a time when many companies are feeling pressured to report on and reduce gender inequality within the workforce, a Stanford sociologist is finding success with a step-by-step method for eliminating the bias at the root of the problem. Professional, scientific and technical jobs, alongside administrative work have historically seen more flexible working than manufacturing or operational type jobs. Some teams are limited in how far they can work flexibly 25 Conclusion: Strong managers are critical for empowering teams to work flexibly 26 4. Proving discrimination claims can be difficult: the discrimination is rarely made explicit. An increase in the use of different arrangements, such as flexi-time, compressed hours or job shares will empower people to have greater control and flexibility in their working life. The pandemic is proof that remote working is equally productive as working physically in the office. These are that the employer: This argument can apply to employers who refuse aflexible working request, or a mothersrequest to work part time, or where require working patterns that are difficult to make work around childcare responsibilities. How to raise a problem at work; Dealing with a problem raised by an employee; Mediation at work; Discrimination, bullying and harassment
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