Flexible
working
he world of work is
changing. The
working patterns
experienced by the post-war
`baby boomer' generation
(born: 1946-1964) are no
longer acceptable to much of
generation X (born: 1965-
1980) or those of working age
among the millennial
generation (born: 1981-2000).
The phrase `work-life
balance' has entered the
business lexicon and it is here
to stay.
From the perspective of
employers, often faced with
skills shortages and skills gaps,
providing flexible working
arrangements is a sine qua non
for effective operation.
Provision of flexible working
arrangements is now part and
parcel of the brand image of
many organisations,
particularly where the labour
market for staff is global �
where it was once national or
even local. Moreover, in a
world of always-on, always-
connected economies, the line
between work and home is
becoming increasingly blurred.
Consequently work, in
terms of time (working
hours) and space (location), is
increasingly hybrid for many
employees and employers. In
the new economy of the 21st
century working practices
will look very different from
those of the past.
TIME AND SPACE
The concept of flexible
working can be defined in
terms of both time and space:
Flexibility in time
(eg. flexi-time, part-time
working, term-time
only, annualised hours).
Work is becoming less
time-dependent (more
time-independent).
Flexibility in location
(eg. home-working,
teleworking, mobile
working). As Chart 1
shows, work is becoming
less location-dependent
(more location-
independent).
But what is driving the
growth of flexible working? Is
it the `push' from employers?
JUST HOW FLEXIBLE ARE WE?
T
46 | Big Picture
The IoD, in conjunction
with Unum, has recently
published a new report on
flexible working in the UK.
The survey of business
leaders reveals a very
positive picture in terms of
the breadth and depth of
flexible working practices.
86 per cent of IoD
members say their
organisation operates
flexible working practices.
93 per cent of these
members say that they
would operate flexible
working practices even if
there was no legislative
basis for them.
I in 2 IoD members report
there has been a
noticeable impact on the
bottom-line from the use
of flexible working.
Overwhelmingly, this
impact has been positive.
In 2008 we are only
experiencing `the end of
the beginning' of flexible
working.
SNAPSHOT
Graeme Leach, IoD Chief Economist &
Director of Policy, highlights new IoD
research on flexible working.

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