Almost all organisations will have a flexible working policy, even if all it’s doing is stating the minimum requirements of the legislation.
But where is it?
Where on your intranet, where in your managers guidance, your welcome booklet or your induction material? Where in your recruitment material and processes?
Is it next to the maternity, adoption and parental leave policies?
If the answer is yes, what lies underneath that decision? And what message do you think it sends to the people that work for you?
Flexible working is for parents. And for everyone else.
This article I spotted last night hits all the nails on the head.
Flexible working is about inclusion, wellbeing, talent attraction and retention and engagement. It’s also about sustainability (just how many people do you have travelling unnecessarily into a city for a face to face meeting that they could do on Skype just because that’s how you’ve always done it?). Flexible working is also key to addressing the gender pay gap.
The placement of your policy speaks to your intention – and your bias.
If your flexible working policy is sat next to your maternity leave policy, then I’d respectfully suggest you think about moving it to somewhere a little more inclusive instead.