National WorkLife Week Conference 2015 Top Employers for Working Families Best Practice Showcase WorkingFamUK NWLWConf Proudly Supporting National WorkLife Week Media Partners Kindly Hosted by ID: 745750
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Working Families National Work-Life Week Conference 2015Top Employers for Working Families Best Practice Showcase@WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015WELCOMESarah Jackson OBE, CEO, Working FamiliesEmma Codd, Managing Partner for Talent, Deloitte@
WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015Keynote AddressIna De, Co-Head of UK Investment Banking, J.P. Morgan Cazenove@
WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015Sponsor AddressEl Cavanagh-Lomas, Human Resources Senior Director Europe, Middle East, Africa and Russia Cisco
@WorkingFamUK #NWLWConf
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Working Lives at Cisco El Cavanagh-Lomas
@Ellecavlom
Snr
Director for HR for Middle East, Africa and Russia
.Slide6Slide7
TraditionalistBoomer
Generation XMillenials% Workforce5%45%40%
10%EducationA dream
A birthright
A way to get there
An incredible expenseWork focus
Task
Relationships and Results
Task and Result
Global and Networked
BusinessFocus
Quality
LongHours
Productivity
Contribution
Technology
Adapted
Acquired
Assimilated
Integral
Authority
Respectful
Impressed
Unimpressed
Relaxed
View on Work/Life Balance
Work hard to maintain job security
Were hesitant of taking too much time off work for fear of losing their place on the corporate team. As a result, there is an imbalance between work and family.
Because of parents who are Boomer workaholics, they focus on clearer balance between work and family. Do not worry about losing their place on the corporate team it they take time off.
Not only balance with work and life, but balance with work, life and community involvement and self development. Flex time, job sharing, and sabbaticals will be requested more by this generation.Slide8
The changing nature of workComputerisation could replace up to 47% of jobs in the US”Top 10 in demand jobs in 2010 didn’t exist in 2004
65% of school children today will end up doing jobs not yet inventedSlide9
Uniformity to Diversity
Competition to AlliancesEfficiency to Adaptability Leadership: Culture: Values: INDUSTRIAL AGEINFORMATION AGENetwork of Ideas
IndividualTasksSlide10
Workforce Trends : The Physical Workplace, How and Where People Work is Being Redefined
Work LifeInterplay between professional and personal lives Balance is key to talent attraction and retentionConsumerization
Consumerization of IT driving new product innovationsIT applications and services are more socially aware and end-user-friendly
Collaboration
Workplace more distributed than ever
Higher collaboration needed for geographically dispersed teamsFlexibility
Younger workforce driving change
Need to retain existing ageing talent innovatively
Higher traffic congestion necessitates home-office and near-office optionsSlide11
Our technology changes the way the world
WORKS
,
LIVES
,
PLAYS
and LEARNS
…Slide12
Our technology changes the way the world
WORKS
,
LIVES
,
PLAYS
and LEARNS
…
But our edge doesn’t come from TECHNOLOGY
…
It comes from our
PEOPLE
.Slide13
Technology is not the answer
People are
Our People Deal
Overarching Principle
What
you can expect of us
What we
ask of you
EVP
or
“Deal”Slide14
Our People Deal: A Two Part Journey
Who we are and what we do
Where we are goingWhat we offer and what is expected
We are transforming Cisco from the inside out: one experience at a time to achieve our People Deal
Key message
Our differentiator is our people and our unique ability to connect everything, our desire to innovate everywhere and our intention to benefit our employees, our partners , our customers and the societies in which we live. Key messageOur People Deal creates a platform for us to inspire teams across the company to enhance our employee experiences.
Our goal is to tangibly bring to life connect everything, innovate everywhere & benefit everyone in every employee experienceWhy People want to work at Cisco
Our People DealEmployee Experiences
Aligned to Our People Deal
Connect everything
Innovate everywhere
Benefit everyoneSlide15
What are the behaviors or management practicesrequired to support the process?
What are the “guardrails” framing the process?
How can technology enable the process and/or improve the experience?
PracticesTechnology
Policies
Enabling FlexibilitySlide16
Cisco Work CultureSlide17
Cisco Flexible Working BenefitsSlide18
“Cisco’s flexible working hours allows me time to care for my aging Mother.I can take care of doctor/hospital appointments and events that crop up at short notice.Our tools mean I can work remotely, any place at any time.”
“Cisco’s flexible working allows me to work better and to live better.I can work from where I want, when I want. Avoiding a long commute means I am a lot more productive and I find myself having a balanced life-style and healthy timetable.”"With flexible working policies and great collaborative technology, I can be the husband and father that
I want to be.I can be there for ‘landmark’ family moments or simply to help deal with the unexpected. I can play an active role during the week whilst being equally active and committed at work.”Slide19Slide20
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Working Families National Work-Life Week Conference 2015Top Employers for Working Families Best Practice Showcase@WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015Workshop 1: The Citymothers best for all stages of motherhoodDeborah Brooks, Deputy Director, Diversity & Inclusion TeamUK Civil Service
@WorkingFamUK #NWLWConf
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Removing Barriers to SuccessSlide23
Removing Barriers to Success“Starting a family shouldn’t mean the end of your career ambitions. Indeed many civil servants already take advantage of measures such as flexible working. Where flexible working is managed in line with business need, it can help unlock employees’ full potential and challenge traditional ways of working.” Refreshed Talent Action Plan: Removing the Barriers to SuccessSlide24
Civil Service – D&I PolicyKey actions in the Removing Barriers Programme:Give greater support to women while on and returning from maternity and adoption leave and extended breaks to care for childrenBoost support for women who take extended breaks to care for childrenSlide25
“Whenever there is an appropriate business case for it, we will support flexible working because we know that it can improve productivity and benefit organisations”Civil Service Guide to Job Share Guidance https://www.gov.uk/government/publications/civil-service-employee-policy-guide-to-job-sharingCivil Service Job Share Finder (Launched on International Women’s Day 2015)https://www.civilservicejobshare.service.gov.uk/Flexible working in the Civil ServiceSlide26
Sir Jeremy Heywood Vlog:https://www.youtube.com/watch?v=GOpPfFStSpk Flexible working in the Civil ServiceSlide27
Flexible working in the Civil ServiceWorking Families Best for All Stages of Motherhood Award: FinalistWorking Families Best New Flexible Working Initiative: FinalistWorking Families Shared Parental Leave: PioneerENEI Inclusive Culture Award: Winner (Public Sector)Slide28
What makes flexible working work?TrustBe flexibleAsk and get agreementFocus on deliveryChampionImprove your impactBe transparent
LearnBe accessibleReviewTop tips for communication: Use a shared inboxCopy one another into e-mails Create a system to flag e-mails for each other to read, so you’re both not reading all e-mailshttps://civilservice.blog.gov.uk/2015/07/28/job-share-tips-better-communication/ Slide29
Top Tips for ManagersTrust your teamRespect BoundariesUnderstandBe organisedBe openConsiderPromote
Plan and ReviewCommunicateTop Tips for dividing work and hours:https://civilservice.blog.gov.uk/2015/07/21/job-share-tips-dividing-work-and-hours/ Slide30
Civil Service Job Share Blog:https://civilservice.blog.gov.uk/author/civil-service-job-share-network/Further InformationContact us:@CivilServiceDI #ChampionDifferenceinclusion@cabinetoffice.gov.ukSlide31
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Working Families National Work-Life Week Conference 2015Workshop 2: The Santander best for new flexible working initiativesJohn Croxford, Business Change Leader, EY
@WorkingFamUK #NWLWConf
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Introducing Flexible Working at EY…more of a change in CULTURE than a change in POLICYPLEASE DO NOT REMOVE FOR CSG PURPOSES ONLYImage ref no: 20H00126
John Croxford, UK AdvisorySlide33
“Our Vision is to be the leader in Flexible Working
in Professional Services.” “We trust our people to create a sustainable, high performing environment for our clients, our people and our Firm through being empowered to choose how, when and where they work.”Slide 33…We started with a VisionJohn Croxford, UK AdvisorySlide34
CURRENT
STATEFUTURESTATEGAPPROJECT MANAGEMENT
WHAT?WHEN? HOW? WHY?WHO?WHERE?
Business caseScopeProject Charter
Current State Assessment Plan
ScopeKey DeliverablesMethodologyVisionOutcomes : 6 Key BehavioursProject Handbook : What, Why How, When, Who Stakeholder ManagementTrainingChange AgentsChange Lifecycle
Communication PlanThought Leadership
CHANGE MANAGEMENT...we established a dedicated change programme that balanced Project Management and Change Management
Slide
34Slide35
Slide 35 Benefits approx. £15m p.aimproved employee engagement improved employee productivity
reduced travel between offices improved staff retention improved staff attraction Real Estate optimisation…we evaluated the impact following the programme Adoption of 6 key behaviours:Annual survey to measure adoption24 questionsResults analysed in detailManagement reviewActions agreed1
2Slide36
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Working Families National Work-Life Week Conference 2015Panel DiscussionSarah Jackson OBE, CEO, Working Families (CHAIR)Emma Codd, Managing Partner for Talent, DeloitteLiz Ketch, Head of Projects Task Force, Foreign & Commonwealth OfficeWendy Papworth, Director, Global Diversity & Inclusion, Barclays
Sachia Thompson, Project Manager, Ministry of Justice@WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015
Benchmark ResearchJonathan Swan, Policy & Research Officer, Working Families@WorkingFamUK #NWLWConf
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In Partnership WithSlide39
Top Employers Benchmark 2015Overview of findingsSlide40
The benchmark examinesOrganisational attitudes to flexible working and work-lifePolicies in placeHow flexibility is developed, supported and promoted in practiceMeasuring the spread and impactSlide41
High levels of senior supportUniversal use of senior sponsors. 88% from main boardMost have a steering group Slide42
Attitudes to flexibility and work-lifePositive attitudes to flexibility generallySlide43Slide44
Flexibility of benefit to the whole organisationSlide45
Barriers to flexSlide46
OpportunitiesSlide47
Policy and practiceVery little to choose between employers in terms of policy provision – very comprehensive coverageSPL comes in and APL goes outManager discretion around some policies remains, but is tightening up into formal policySlide48
Maternity leave – full paySlide49
Implementation of SPLSlide50
Flexible working: take upSlide51
Supporting parents and carersSlide52
Line manager supportSlide53Slide54
Other support for flexibilityCommunications and networks well developedGood range of subjects covered, growing number of events and speakers targeted at carersFlexible recruitment partialSlide55
EvidenceSlide56
Financial impactsSlide57
“We know that increases in employee engagement equate to improved productivity and customer satisfaction, both of which benefit the bottom line. People Risk from stress and burnout is also mitigated through an agile workplace culture”“Measuring success: Sickness absence rates of those on flexible working requests vs. those on standard arrangements; Leavers – those on flexible working requests vs those on standard arrangements; Maternity returners – those who return on flexible working arrangements”“We use our engagement survey as the key measure of the impact of our flexible working policies on the organisation. We know that engagement is a significant predictor of discretionary effort, brand advocacy and intent to stay with the organisation“Up to now we have been relying on information from employees about the benefits of flexible working and impact this has on well-being. There is now a renewed focus on flexible working which will see us using a more quantitative approach.”Slide58
Working Families National Work-Life Week Conference 2015
Top Employers for Working Families Benchmark ResultsJulian Foster, Managing Director, Computershare Business ServicesSarah Jackson OBE, CEO, Working Families@WorkingFamUK #NWLWConf
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Working Families National Work-Life Week Conference 2015
Top 10 Small Employers for Working FamiliesBrand Learning Partners LtdCiC Employee AssistanceEdison Investment Research LtdEffective HRMiCrossingParental ChoiceSackers & Partners LLPSolve HR LtdUniversity of Bristol Students UnionWorkPond
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In Partnership WithSlide60
Working Families National Work-Life Week Conference 2015
Top 11-30 Employers for Working FamiliesAddleshaw GoddardAimiaChelsea & Westminster Hospital NHS Foundation TrustComputershareHogan LovellsiCrossingKPMG LLPNational Assembly for WalesOliver WymanPinsent Masons LLPRoyal Mail GroupSantander UKSimmons & SimmonsSysdoc LtdThe London School of Economics & Political ScienceThe Scottish GovernmentThe University of LincolnUBS AG
Wales & West HousingWestfield Europe Ltd
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Working Families National Work-Life Week Conference 2015
Top 1-10 Employers for Working FamiliesAmerican ExpressBarclays Bank PlCCentricaCitiDeloitte LLPDWF LLPEYLloyds Banking GroupMinistry of JusticeSouthdown Housing Association
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Working Families National Work-Life Week Conference 2015Top Employers for Working Families Best Practice Showcase@WorkingFamUK #NWLWConf
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