Case Studies – Wainwright Library

Slalom recognises that offering flexibility enables them to tap into a diverse pool of talent, which in turn helps them address their clients’ diverse challenges. 

SF Recruitment’s clear commitment to flexibility is communicated throughout their recruitment process, helping to attract and retain the best talent.  

SF Recruitment’s dedication to flexibility is driven by a belief in the benefits for both individuals and the business, evident in the resounding success of their comprehensive flexible model. 

Flexibility runs throughout the thriving culture of People Untapped. As it goes from strength to strength, the business credits flexible working with its success and its engaged and high performing team. 

Telescope have implemented successful flexible working and are seeking to evolve further to build on employee engagement and continue to be a desirable employer for new talent. 

Santander has a holistic approach to the wellbeing of their staff, implementing a package of support that allows employees to thrive.  

Northern Lighthouse Board recognises the value of supporting mental health in sustaining employee engagement and creating opportunities for growth. As such they have introduced a package of measures designed to enhance wellbeing and offer a safety net in times of crisis.

Arnold Clark’s commitment to supporting employees has led to a raft of measure that go the extra mile in helping people through challenging times and normalising conversations around mental health.  

Macfarlanes’ commitment to creating a family-friendly workplace where everyone can thrive is reflected in the initiatives and practices they have introduced, the success of which is evidenced by their impressive retention rates, showing Macfarlanes is somewhere mothers want to build their careers.  

Unibail-Rodamco-Westfield are embracing new ways to support mothers in achieving the best possible balance between work and home life, to ensure they are recognised as an employer of choice.  

Fragomen has concentrated its efforts on implementing measures that support women to thrive in their career at all stages, with a work-life balance that allows them to give their best to both their role and their family.  

With flexible working as a core part of their business model, SF Recruitment’s gives employees the autonomy to work in the way that suits them and build a fulfilling career that will sustain the business long term.  

Since its launch in 2017, SenseOn has enabled flexible working practices, empowering employees to take ownership of where, when and how they work to boost productivity and grow the business. 

By proudly embracing flexible working, TPP Recruitment are able to be more inclusive, sustain a productive workforce, and ensure they are an appealing prospect for new talent.  

The Bank of England is determined in their work to break down the stigma surrounding fertility challenges and baby loss through awareness raising and underpinned by robust policy and extensive support. 

Natwest are striving to be the number one organisation in the UK in providing fertility and baby loss support to their employees through their Employee Led Network and policy framework.  

The British Army consider fertility and parenthood to be a workplace issue, and take the view that their policies and support of those on a parenting journey reflects the commitment employees make to the organisation. 

Wates is a family-owned business that has instilled a family-first culture, putting measures into action that help their employees, along with their families, thrive.  

Unibail-Rodamco-Westfield strive to reflect the dynamism and diversity of the communities within which they operate and have put measures in place to achieve the best possible balance between work and home life for their employees. 

Santander has implemented a broad range of measures designed to support family diversity and give their 20,000 employees the opportunity to thrive. 

Phoenix Group has introduced policies and practices that enable carers in their workforce to look after their loved ones without the worry that it will impact their income or career, thereby creating a culture of belonging which has improved retention and productivity. 

North East London NHS Foundation Trust (NELFT) is working to ensure carers feel supported by introducing carer-friendly initiatives and policies that can adequately address their needs and facilitate conversations around caring. 

The Bank of England’s Parents+ network offers support to members in balancing their career with the pressures of home life, as well as affecting change at an organisational level to ensure parents at all stages of the journey feel valued and supported.  

Unibail-Rodamco-Westfield’s ‘Working Families Together Champions’ family network operates to connect and support parents whilst also influencing positive policy change to enhance the family-friendly culture. 

Santander’s Families and Carers Network connects anyone with caring responsibilities or those on the journey to parenthood, as well as managers and allies, offering a source of support that fosters a sense of belonging to help people succeed.    

Wates set out to democratise flexible working, recognising that driving a culture change in their predominantly male workforce begins with men. The policy framework they have built supports the 44% of the workforce who are fathers and helps to shift perspectives on flexible working.   

In response to a desire for flexible working, the British Army introduced a suite of options in their ‘Flexible Working and You’ policy in 2018. The range of options offers flexibility to fathers throughout different stages of their life and career and has achieved culture change on an enormous scale.  

Unibail-Rodamco-Westfield are working to create a culture which supports the needs of fathers, motivated by the understanding that those with childcare responsibilities will be more productive if their work life balance is supported.   

With a focus on flexibility and inclusivity, Hill Dickinson’s recruitment strategy makes a career in law more accessible. 

Of all the organisations’ male employees, 75% are fathers. The company offers enhanced paternity leave of four weeks at full pay, with flexibility on how they take it, which 100% of eligible fathers took in 2020. They match their enhanced Shared Parental Leave to their enhanced maternity package, with flexibility on how this is utilised within the first year following the birth of a child. They offer three months of leave at full pay and an additional 3 months at half pay.

Unibail-Rodamco-Westfield build and manage property, including shopping centres, residential, convention and exhibition space, and airports. The organisation goes above and beyond to support mothers at all stages of parenthood every step of the way.

Anglo American offers a comprehensive package of support for employees who have caring responsibilities.

Swansea University recognise that most staff will become carers at some point in their life. The organisation’s culture is centred around supporting them to balance work and caring responsibilities.

West Midlands Police’s carers support includes three days paid leave each year to care for a dependant, short-term flexible working and adjustment leave, which is a short time off to adjust to new caring responsibilities.

Hachette UK, one of the UK’s leading publishing groups, took a holistic approach to supporting staff during the pandemic. The organisation prioritised the mental, physical and financial wellbeing of employees, underpinned by decisive action and policies for working parents.

Being in the healthcare industry, the organisation was forced to react quickly to the pandemic. A new Covid-19 health and wellbeing team was introduced, initially supporting staff who had symptoms or were isolating. This expanded into providing physical, emotional and practical support, as well as financial advice.

QBE European Operations, one of the world’s largest general insurance and reinsurance​​companies, placed employee wellbeing and safety at the very top of their priority list when the world went into lockdown. At the heart of their efforts was employee communications, dedicated to keeping staff connected and informed during the pandemic.

Before the pandemic, all the charity’s 800 staff could flex their hours and location from day one of being employed. This enabled the charity to move quickly to a 100% remote and flexible model in March 2020. Recognising and celebrating the diversity of families is core to Teach First’s approach, ensuring personalised support to understand and meet individual needs.

The University of Strathclyde employs more than 4,000 staff. The organisation started an agile working pilot in May 2019 with around a quarter of staff working flexibly before the pandemic. Covid-19 accelerated the roll out of agile working and during 2020 all staff worked flexibly.

The Barclays Working Families Network helps staff members with the challenges of balancing family, life and work. It is one of the largest and oldest in the organisation, with 150 ambassadors who raise awareness of the network with other colleagues.

Nationwide’s Working Families Network supports parents, grandparents, other family members and people wanting to start a family. The network provides resources like home schooling materials, access and influence over organisational policies supporting a work-life balance, and professional coaching.

Santander’s Families & Carers Network is for parents, grandparents, partners, those looking to adopt or foster, people struggling with fertility, and colleagues with caring responsibilities.

Man Group, a global active investment management firm, introduced an Enhanced Global Parental Leave Policy in 2018. This offers 18 weeks of leave, on full pay, within a year of the date the child joins the family. This is for all parents, regardless of gender and whether a child has been born, adopted, or fostered.

Hill Dickinson is an international commercial law firm employing more than 850 people. The company encouraged flexible and agile working long before Covid-19, with the emphasis being on the employee choosing how they work.

Streamline Corporate is a provider of branded merchandise, branded clothing and print. The organisation began flexible working in 2011 and it’s starting point has always been ‘yes’ to flexible working requests.

Together Housing is one of the largest non-profit housing associations in the North of England, managing over 36,000 homes. With 1,493 employees, the organisation has always offered flexible working from day one and prides itself on this being one of the main benefits.

When the pandemic hit, Forward Carers, a West Midlands based carer and family support organisation, recognised the huge impact that it would have for unpaid carers across the UK.

Creative thinking from the firm’s trainees and senior partner on how to maintain office charity fundraising efforts while boosting employee morale, physical activity, wellbeing and engagement led to Mills & Reeve’s Winter Charity Challenge. For 12 weeks, employees were invited to take part in challenges via the law firm’s Innovation Hub.

Wellbeing is addressed holistically at law firm Mills & Reeve, with support for parents, carers, those living alone, those experiencing domestic abuse and parents of children with additional needs. Health and fitness, as well as digital and financial wellbeing are all catered for. Flexible working is key with more than 250 different working patterns at the company.

Healthy Mind Champions are being rolled out across Nationwide Building Society. All business areas must have someone trained to spot mental health issues and signpost to appropriate support.

Santander’s response to Covid-19 highlights its position as an industry leader in mental health and wellbeing for staff members.

A strong community culture and authentic personal connection drive the sense of wellbeing at the management consultancy firm, Slalom. Peer support sessions, buddying and joint tea breaks all foster an environment where individuals can talk with one another about their experiences, struggles and challenges.

In 2020 the British Army reviewed and updated its commitment to gender equality by publishing a revised 10-year plan to increase the representation, retention and progression of women.

All mothers at Experian, the global information services company, are given a HR contact at the time of their pregnancy to support them and their manager with the right information to plan for maternity leave.

A small charity with a big impact, Keep Britain Tidy has made changes across the organisation to make staff members feel supported and productive.

The senior team lead by example when it comes to flexibility at Warmworks, the managing agent for the Scottish Government’s fuel poverty scheme. All seven of the organisation’s leadership team either work remotely, compress or flex their hours, or take time for volunteering and family commitments.

Zurich UK has advertised every job vacancy as available part time, as a job share or a full time working opportunity since March 2019. As a result, 14% more women are applying for roles and this rises to 16% for senior women.   The insurance company focuses on outcomes not presenteeism and fully embraces flexibility with […]

The Bank of England has a Mental Health Network with over 400 members, as well as 60 Peer Supporters. The network organises speaker events and supports national campaigns, while Peer Supporters run regular coffee hours on specific topics or share their own experiences of mental health issues and act as a listening ear for colleagues.  […]

Senior men and women who’ve had at least two years away from work can apply for any role in any location at any time of year through UBS AG’s Career Comeback programme.  Returners are recruited directly into permanent roles around the globe for the financial services firm and receive high levels of support and networking […]

Family-owned construction, property services and development firm, Wates Group, has a wellbeing strategy to reduce work-related stress and help staff achieve a better work life balance. The company has trained 270 Mental Health First Aiders and 94% have used their skills so far, supporting fellow colleagues. It also shares news and real stories about employees’ […]

Given the nature of the RAF’s work and the fact just 14.7% of employees are women, its retention rate for mothers a year after returning from maternity leave is impressive at 82%.   The RAF offers mothers maternity leave including: 26 weeks at full pay; 13 weeks of Statutory Maternity Pay; and 13 weeks unpaid. Shared […]

The RAF has a broad spectrum of flexible working policies which can complement parenthood supporting leave policies to offer individuals and their family real choice in how best to balance work and family/caring responsibilities.   Alternative Working Arrangements which include remote working (e.g. working from home), compressed hours and variable start/finish times are available.  Active promotion […]

Financial services firm Experian offers up to 12 weeks of flexible working for employees returning from family leave. This allows employees and managers to see how flexibility can work for them. More people are making permanent changes to flexible working as a result.  Maternity leave includes 20 weeks on full pay and 19 weeks on […]

Faced with significant funding cuts, increasingly complex and distressing cases and high levels of staff sickness absence, the Crown Prosecution Service launched a Wellbeing Strategy to specifically address employees’ mental health.  All staff now undergo an annual health check which includes questions about mental health. In addition, anyone working on serious sexual or child abuse […]

Offering ‘life-friendly’ flexibility to all employees means that ILF Scotland has happy employees and very low sickness absence. This is despite the organisation—which provides financial awards to more than 4,000 disabled people in Scotland and Northern Ireland—actively recruiting people with long-term health conditions and impairments.  

Santander’s parents and carers network offers information, peer support and signposting for parents, grandparents, those looking to adopt or foster along with colleagues who have caring responsibilities, and  is run by a group of volunteers who bring to the group a range of experience such as adoption, fostering, fertility, dementia, caring and flexible working. The […]

Aviva offers men and women 26 weeks’ parental leave on full pay. This does not have to be shared and it’s available from the first day they join the company.  Fathers and partners are encouraged to take leave, including by senior managers who take months, not weeks, off when their own children are born. As […]

Unibail Rodamco Westfield offers fathers Shared Parental Leave that matches the company’s maternity offer of three months on full pay and three months on half pay.  Nearly a third (31%) of fathers took Shared Parental Leave in 2019.  Four weeks fully paid paternity leave is available as an alternative.   A ‘return to work’ plan prompts […]

Zurich UK offers equal parental leave to men and women that does not have to be shared. This includes 16 weeks on full pay, if employees have been with the company at least 26 weeks. Since the policy was launched in autumn 2019, 90% of eligible men say they intend to take the full allowance.  […]

International law firm Hill Dickinson has 80% of staff working flexibly on an informal basis while one in five employees has a formal arrangement and this figure is rising.  Hiring managers are trained in flexible job design so they consider all variations of flexibility for each role and all jobs are advertised as open to […]

The Civil Service is a trailblazer in flexible working for all, recognising that this is key for success today for departments’ agendas and their employees’ wellbeing and work-life balance. Flexible working is endorsed from the top down and the organisation offers smarter working hubs and staff networks to support flexible workers, e.g. Cross Government Flexible […]

Promoting flexible working as ‘the norm’ has helped technology firm Pitney Bowes retain employees with 77% indicating that it is important to them in a recent engagement survey. Productivity metrics are increasing because of a wide set of initiatives designed to elevate flexible working, one of which supports older employees so they can ‘wind down […]

Pinsent Masons has developed a programme to empower and equip working parents and carers so they can support their children to achieve good mental health.   The professional services firm says it wants to break down the taboo around children’s mental health issues and recognises the impact this can have on parents‘ or carers’ health and […]

The RAF has merged HR metrics and information from several sources into one central data repository (known as the Employment Policy Dashboard) that can now provide live data on take up of, and links between, flexible and family friendly policies such as parental leave.  Based on inputs from individuals, Line Managers and HR staff, the […]

Three quarters (75%) of mothers still work with the CDC Group a year after returning from maternity leave.   The organisation offers maternity leave and Shared Parental Leave including 26 weeks on full pay and 13 weeks on Statutory Maternity Pay. Benefits for mothers include flexible working, extra paid leave for IVF, first aid training for babies […]

Nationwide has a comprehensive support programme for carers, who are defined as anyone who supports someone who couldn’t cope without them.  Employees can self-identify as a carer by adding information to their HR personnel record. So far, 822 people (4.6% of employees) have done this. They automatically receive an email with information about helpful policies, […]

More than 1,000 Centrica employees have registered with HR for a Carer’s Passport, outlining their caring responsibilities, support required, including working arrangements. Carers can take up to six weeks’ paid carers’ leave a year and benefit from an active employee network offering peer support.   These measures save approximately £1.8 million a year in unplanned absences […]

More than 67,000 Civil Service employees identify as carers. The Civil Service is creating a culture where people feel supported in combining work and caring, and recognises how the experience of being a carer can bring new insights and skills to the whole job role.  Carers’ Passports are used to record working arrangements while a […]

The Royal Bank of Scotland’s employee network supporting families, parents and carers has more than 1,600 members globally.   There is a sub network specifically for employees affected by fertility and infant loss issues. This provides peer support, links employees with charities and ensures staff benefit from policies they might not be aware of.  The networks […]

The Army Parents’ Network has more than 2,700 global members who can ask questions via a closed Facebook group and website.   The network has a Board-level champion and has ensured positive policy changes for serving parents and their families, such as enabling parents to take children into military gyms and setting up a trial physical […]

Barclays’ Working Families network offers members a monthly newsletter and extensive seminar programme on family related topics as well as annual events for employees’ children. It supports and promotes the bank’s flexible working policy, known as Dynamic Working, and works closely with HR to improve policies, for example increasing some care leave. 

Incremental Group firmly believes that work is a thing you do and not a place you go.

Scottish Water is a public sector organisation providing vital water and wastewater utility services across Scotland, enabled by a workforce of 4200 employees.  

Edinburgh Airport is Scotland’s busiest airport ensuring thousands of passengers reach their destinations each day safely and with the best customer experience.  

Scout’s Scotland understands that people need to be able to balance work and life at home in a healthy way.

Formedix is a Glasgow based software developer with a platform to help pharmaceuticals companies manage clinical trials more quickly and efficiently.

At Hymans Robertson, working flexibly is fundamental to the way we do business. We encourage and actively support the use of agile working for all staff across the business.  

Warmworks delivers the Scottish Government’s Warmer Homes Scotland programme, designed to provide energy efficiency improvements to households that are in or at risk of fuel poverty.

Incorporating greater flexibility to job roles and regularly communicating the benefits of flexible working to staff means more than 60 per cent of employees now work flexibly, and job applications have increased by 38 per cent. 

A successful returnship programme aimed at all genders, ages, disciplines and levels of experience is discovering and developing skilled employees for roles that usually suffer from a shortage of good candidates.

The automotive company offers bespoke flexible working arrangements including flexitime, 4-on, 4-off shift patterns, compressed hours, day shift, twilight shift, night shift, home working, and an industry-leading 5-day sales week for product consultants.  

Switching to a five-day working week rather than the automotive standard of six, and using social media to showcase flexible work patterns of a diverse range of employees has resulted in a dramatic increase in the number of women recruited.

A small firm where flexible working is the norm for all fathers and is modelled by the three (male) directors, who accommodate family activities around their work.

The Encore! Programme, which is promoted widely, features high levels of support for returners before, during and after the programme. This includes an employee network for returners to support each other and learn new skills. 

Fathers benefit from four weeks’ fully paid paternity leave, which they can use flexibly and is available from day one of employment. Enhanced shared parental pay of three months at full pay and three months at half pay was taken up by 31% of eligible fathers in 2018 and flexible working requests from men are routinely approved.

Showcasing senior men and women employees who work flexibly in a variety of ways, talking realistically and practically about the challenges and benefits of flexible working, has helped normalise flexibility.

Encouraging flexible hours and remote working from home or client offices along with an office redesign to create quiet space, hot desks and collaborative space has increased chargeable time while reducing sickness and absenteeism, staff turnover and costly overtime.

A small organisation that consulted employees and created enhanced maternity provision based on feedback.

More than 4,000 parents and carers share experiences and are successfully changing company culture so employees feel at ease talking about their family responsibilities and flexible working. 

Giving employees control over how they manage their daily hours and where they work has increased wellbeing among staff.

A small professional services firm with a general manager who talks about the importance of family and is seen to leave early for family occasions.

At this recruitment firm, flexible hours and remote working are offered at the point of hire and flexibility is the norm for all staff.

Open to flexibility from day one and happy to discuss changes to working patterns at any time, the company finds solutions to keep talent while still meeting customer service level agreements. Employee turnover is very low and the business continues to grow. 

A top-down culture supports flexible working, which is common among employees.

This digital agency offers flexibility over hours and location from day one and is constantly seeking and listening to employee feedback.

Mental health training for managers and the creation of mental health champions supports mental wellbeing. Champions deliberately include employees who work on the company’s construction sites.

An employee network addresses physical and mental health challenges at work and aims to give members of staff the confidence to speak up and ask for help if they need it.

A global Families and Carers Network with 1250 members – including 250 members of a new Fertility and Loss group – offers peer support, including attending meetings with employees and line managers to ensure discretionary policies are applied consistently. 

A wide range of activities and communications to de-stigmatise mental health, with mental health first aiders, ‘boosting resilience sessions’ and tips on how to start a conversation about mental health has helped to drive down sickness absence rates. 

Offering enhanced maternity pay available from ‘day one’, support for employees undergoing fertility treatment, mandatory training for managers, a Parenting Portal, coaching and flexible working mean 90 per cent of mothers return after having their baby.

URW provides a comprehensive range of measures to ensure line managers are supported and supportive. This includes one-to-one guidance from HR, checklists, and training in supporting employees transitioning into caring, and managing flexible workers.

The bank’s Working Families Network events are attended by thousands of employees and are available to watch online afterwards.  

Carers leave of 10 paid days, as well as an additional 10 paid days if employees match each additional day with annual leave helps staff deal with planned and emergency caring situations. While a formal ‘carers declaration’ with HR means the company is better understanding its workforce and support remains even if line managers change.

The programme, called ‘I’m Back’, allows both former lawyers and practice support staff from the firm to complete returnship placements with suitable teams.

Well established senior-level ‘mental health champions’ and stories from senior leaders who have experienced mental health issues are helping normalise the previously taboo issue.

Employees have access to carers leave of up to a normal week in every 12 months for those with a year’s service. Or reasonable brief amounts of unpaid leave if they’ve been with the company less time.

This mother & baby company is as innovative in the ways it looks after its employees as in the products it designs.

Extended maternity and paternity leave with full pay is offered to employees who have a baby born prematurely for the time the baby is in hospital up to the original due date.  

The professional services firm offers fathers enhanced paternity pay and enhanced shared parental leave (SPL) pay. A total of 143 fathers took SPL in 2018.

Enhanced maternity and shared parental leave provision, maternity buddy, coaching and line manger training ensure mothers feel supported throughout their pregnancy, maternity leave and returning to work.

Introducing a mandatory step to the recruitment process that requires hiring managers to consider how a job could be done flexibly means around 60% of jobs are now advertised with specific flexible options. Almost none were advertised with specific flexible options in 2017.

A paid 12-week ‘Comeback’ programme for senior returners across all areas of the bank includes mentoring, coaching and networking opportunities.

Employee surveys informed Routes to Work South that flexible working was important to its team. As a result, over 34 per cent of employees, 75 per cent of the management team and 66 per cent of co-ordinators now work flexibly.

LUC is an organisation that truly recognises the importance of advertising flexible jobs.

At Previse the winning formula for a great working culture is rooted in diversity.

‘The baby app’ was created in-house by a number of talented individuals from across all areas of the business.

PKAVS is a small charity providing services for over 5000 people across Perth & Kinross.

Arnold Clark is breaking the mould when it comes to flexible working in the automotive trade.

The Deloitte approach to flexible and family friendly working is all about; trust, output and good communication.

A new fixed-fee HR and employment law support service from top-ranked law firm Lewis Silkin has allowed experienced lawyers looking for a better work life balance to work from home with part–time hours of their choice. It’s also creating new business opportunities for the firm.  Key Points Top-ranked law firm jobs with home working and […]

Unibail-Rodamco-Westfield offers three months’ full pay and three months’ half pay to mothers on maternity or adoption leave.  Before and after leave, mothers benefit from external coaching sessions. When they return, a Family Buddy – another employee who is already a working parent – helps with practical and emotional issues.  Some are offered places on ‘women […]

Parents@Sky is an employee network run by volunteers aiming to ‘Make Work Life Balance’ by championing inclusion and developing a culture at Sky where all parents can balance home and work and bring their best selves to work.

Refreshed family friendly policies include maternity, adoption and Shared Parental leave with 13 weeks on full pay and 13 weeks on half pay.  All senior management teams have undergone unconscious bias workshops and the firm has held virtual careers fairs so applicants with families can take part from home.  Now 62% of employees work flexibly, […]

More than 4,000 line managers have attended dedicated clinics on Dynamic Working, which is Barclays’ company-wide programme to promote agile and flexible working. The clinics allow managers to ask questions of peers about managing dynamically working teams and colleagues.  Managers also benefit from employee relations experts if they need assistance, solutions, guidance or coaching through […]

The Difference Collective is the first ever virtual healthcare communications consultancy, allowing senior-level freelance professionals to work both flexibly and collaboratively.  It has attracted over 50 independent consultants and 24 clients since it launched in June 2017.   Operating as a ‘talent kite-mark’ for clients, members can access all the benefits of a traditional agency while […]

The entire team at business services firm Designated Group work remotely, manage their own time and work the number of hours they choose.

The UBS Career Comeback program recruits people who’ve taken a career break – and hires them straight into permanent roles.  All 67 people hired so far, since 2016, have remained with the firm.  Each year’s cohort kicks off with a two-week on boarding program. Participants take part in group coaching sessions and benefit from ongoing […]

Management consultancy, Oliver Wyman, allows employees to purchase up to 20 days’ extra holiday or apply for unpaid leave of up to six months to help maintain a healthy work life balance.

Managers coaching peers on ways to manage Dynamic Working discussions and requests was crucial in embedding more agile and flexible ways of working within Barclays.   In these clinics, the managers running the session for other managers talk about Dynamic Working in a collegiate environment. They share why they believe in Dynamic Working, the benefits, the […]

Staff who specialise in employment and welfare policy conduct briefings at all management and leadership courses to cascade information on flexible working and work life balance to all line managers.  All managers are kept up to date with flexible working policies so that they can help their personnel strike a healthy balance between maintaining work […]

Fire safety and electrical engineering firm, Millwood Servicing, has an impressive 100 per cent return rate for mothers – even five years after their children was born.  Family flexible working is promoted throughout the organisation along with open and honest conversations about anything employees feel can help balance work and family life.  The firm’s holiday […]

An agile working policy includes part-time working, compressed hours, flexible start and finish times, remote working and the option to buy extra holiday or request periods of unpaid leave. 

Lloyds Banking Group has integrated family friendly working throughout its business. From being up-front about flexibility in job adverts and offering enhanced maternity and Shared Parental Leave to facilitating an enormous employee support network and running a successful programme for people returning to work after a career break, its family friendly polices permeate everything it does.  […]

Highlands and Islands Enterprise (HIE) promotes economic growth across the region and offers a range of flexible working options to all staff, including those approaching retirement, to ensure they perform at their best.  Key Points Uncapped ‘special leave’ for emergency situations Flexibility promoted to all employees including those approaching retirement  Staff turnover 6.25 per cent […]

Centrica has been supporting employees with caring responsibilities since it founded its Carers Network in 2005. The network now has 1,000 members and Centrica offers paid Care Leave to help staff manage caring responsibilities and reduce stress in the workplace.

Lloyds Banking Group launched a dedicated Returners Programme in 2014 to help bring on board highly skilled and experienced applicants who had taken time out of their careers. The programme attracts hundreds of candidates a year and almost all successful returners go on to permanent positions within the bank.  Key Points More than 2,600 applicants […]

The Ministry of Justice (MOJ) launched its Smarter Working programme to help create a culture that is truly flexible, where people can fully commit to life both inside and outside of work. Employees have been given the support and technology that enables them to work from their core office, their home or one of many commuter hubs. The focus is on ‘what’ work is done, rather than ‘where’ work is done.

Deloitte offers a 25-week paid ‘internship’ for experienced professionals who have had a career break of at least two years. The programme is aimed at women but is open to all.  In 2017, 86% of participants went on to permanent or contract roles.   The programme enables participants to work four days a week and in […]

Life friendly working is the mantra for the Independent Living Fund Scotland. Generous maternity and paternity packages, flexible working for all and ‘nothing off the table’ for discussion about work life balance make the public body a truly family friendly workplace. 

More than 3,200 employees are members of Barclays’ Working Families Network, which hosts a multitude of support sessions and fun events throughout the year. Covering mass appeal topics and niche areas, parents are able to utilise their work place and colleagues to support family life.  Key Points 3,258 members of Working Families Network 40% membership […]

Retaining talented personnel is key for the Royal Air Force. The organization are constantly looking at new and innovative ways of being an employer of choice.   Key Points 26 weeks’ full pay for maternity, adoption and Shared Parental Leave  200 personnel taken up SPL since its introduction  96.3% of servicewomen return after a period of […]

ParentsMatter@PinsentMasons is the law firm’s online coaching programme offering support and guidance on becoming a parent and managing work. A total of 400 employees have already signed up.  Fathers are eligible for enhanced Shared Parental Leave, a mentoring scheme, webinars and speaker events on work and fatherhood and can access a parenting employee network, including […]

Unibail-Rodamco-Westfield ensures line managers understand and support flexible working in their teams by offering a range of training programmes and one-to-one support with HR.  Key Points Between 51 per cent and 75 per cent of line managers are trained specifically in managing flexible workers.  100 per cent of flexible working requests after maternity leave were approved […]

Between three quarters and 100 per cent of employees work flexibly.  Coaching is offered to parents as well as a Family Buddy scheme. Parents can also access a Working Families Network of employees and use parental leave guides to navigate options.   Enhanced maternity, adoption and Shared Parental Leave include three months full pay and three […]

The launch of a Smarter Working policy enables staff to work from home, any CPS office or police station with positive results for staff wellbeing and performance.  An online portal provides staff and managers access to all the policies, principles and guidance they need.  Carers workshops for employees who are carers and line managers explore […]

Unibail-Rodamco-Westfield offers fathers many forms of support to help them find the right balance between work and family life including enhanced paternity leave, Shared Parental Leave, workshops for fathers and a family buddy system.  Key Points Four weeks Paternity Leave on full pay taken by all relevant staff, which can also be taken in separate blocks. […]

The RAF has an impressive retention rate for mothers that reflects the support it offers and proves any organisation can embrace family friendly and flexible ways of working.  Key Points 96.3 per cent retention rate of mothers one year after maternity leave, and 72 per cent five years after. Practical measures to help mothers’ careers […]

Santander know that many of its colleagues are parents and carers with responsibilities outside their roles at Santander. They also know it can sometimes be challenging to successfully manage everything, without making compromises and difficult choices. 

Dynamic Working is Barclays’ ongoing programme to get the best from employees and teams. From recruitment adverts and onboarding processes, to a rolling programme of line manager training and continuous communication about the success of dynamic working for colleagues across the business, it is driving measurable change in how employees work.  Key Points Around 60 […]

A Flexible Working Champions Network was launched in 2016 to promote a flexible work culture and support employees and managers to make this a reality.  More than 2,000 employees took part in a staff survey on the subject and the Network’s original 15 Champions is now bolstered to over 70.  The organisation monitors flexible working […]

Yorkshire Building Society launched its Finding the Balance (FTB) programme in May 2017, bringing together and updating policies on family friendly, flexible and agile ways of working.   Flexibility is a ‘day one’ right for all staff, who are actively encouraged to ‘work wherever you want’ if practical and desired.  Enhanced – Parental Leave has been […]

All jobs at recruitment firm, KnownFour, are advertised as flexible.  All staff choose where they work and how they structure their hours. Even those who work full-time work flexibly around school-runs or other commitments. All staff currently choose to work from home.  The company’s hiring framework includes a stage for prospective employees to explore how […]

Morgan Stanley’s ‘Return to Work’ programme operates globally in six locations and has strong sponsorship from senior management.  It has yielded favourable results of full time hires with over 60% of global participants securing permanent opportunities following the programme.   The 12-week paid internship places participants in businesses that complement their skills and experience. Regular training […]

Pursuit Marketing offers a four-day week as standard, term-time only roles and a scheme to automatically approve small changes to employee schedules. It’s a hit with staff and delivers robust business benefits too. 

Includem was the joint 2018 Winner of the Top Scottish Employers for Working Families Awards – Third Sector category.

Young Enterprise Scotland was the joint 2018 Winner of the Top Scottish Employers for Working Families Awards – Third Sector category.

ILF was the 2018 Winner of the Top Scottish Employers for Working Families Awards – Public Sector category.

SST Sensing were the winners of the 2018 Top Scottish Employers for Working Families, medium category.

Senshi Digital was the 2018 Winner of the Top Scottish Employers for Working Families Awards – SME employer (small) category and Innovation category.

Pursuit Marketing was the 2018 Winner of Top Scottish Employers for Working Families Awards – SME employer (medium) category.

University of the West of Scotland (UWS) wants employees to feel valued and believes that family friendly working gets the best out of people.

Barclays was the 2018 Winner of the Top Scottish Employers for Working Families Awards- Large Private Sector category.

Professor Patricia Leighton (nearly 75) Professor of University of South Wales, Visiting Professor at Trent University and University of Brussels, works with the World Employers’ Federation, OECD and the EU. ‘The thing that keeps me young is my work – I’m not a health fanatic. Most of my friends are younger than me, some by […]

Norman Binions, 62: Messenger for a law firm in The City of London ‘I started here in 1999 aged 50 as a fully-fledged messenger. That could mean anything from decorating to heavy lifting, sorting and delivering the post. I don’t know what I’d do if I didn’t work – I’d just sit at home and […]

Jean Young, 62. HR Director of a professional services firm ‘I can’t afford to retire yet. I have a part-company pension from my previous job and a smaller -personal pension and I will need to work until I’m 65. Unlike the larger firms, we don’t lose people when they reach 55 – there are a number […]

John Hush, 85 Manager of Co-op Funeral Services branch, Berwick upon Tweed (recently retired) ‘I started out on 4thAugust  1948 as a joiner at the Co-op in Berwick upon Tweed and retired the day before my 85th birthday last year working full-time throughout! If I’d continued for another 12 weeks, I’d have worked at the Co-op […]

Wales & West Housing employs 341 people. The organisation is always trying to improve its offering to staff, and has been innovative across a variety of areas to do this. A bespoke parents and carers portal has been designed and launched, containing relevant information and signposting relating not only to things like flexible working and […]

The London 2012 Olympics provided the MoJ with an opportunity to trial flexible working in an effort to reduce travel to and from London by staff. A short pilot was undertaken in February and arrangements were adopted during the Olympic Games period.

Citi is a large banking group employing over 8,500 people in the UK. The company has had well-developed flexible policies for a decade, but like many organisations, take-up of flexibility has been variable.

Accenture is a global, professional services company employing approximately 9,500 people in the UK.  Accenture has rolled out an innovative programme of video-conferencing technologies to provide viable, alternative ways to hold face to face meetings and a “like being there” meeting experience mitigating travel, time zone differences and the time it takes to get large […]

Wales & West Housing employs 341 people. They have used a number of measures to determine employee engagement, and they are confident that engagement is high and still improving. They have used The Sunday Times Best Companies to Work For Survey (Not-for-Profit) to anonymously collate staff opinion to sample their employee group on how the […]

Allianz is an insurance company, employing over 4,000 people in the UK. They found that by investing in ways to engage with their staff, many employees remained with the company for a significant proportion of their careers. By offering a range of flexible work opportunities and where possible accommodating their employees’ specialised needs, staff are […]

Wales & West Housing is a small to medium size employer with 341 employees, based in Cardiff. In recent years it has made a significant shift as an organisation from being a command and control culture, to that of one that functions as a flexible system designed to develop individual and organisational performance. The impetus […]

Henmans LLP is a law firm based in Oxford, employing 123 people. The firm has a commitment to work-life balance and believes that flexible working is no impediment to career development and progression. Performance and motivation are key, and the firm looks to reward these characteristics in its employees regardless of their working pattern. The […]

Wales & West Housing has taken steps to ensure that employees who are carers are well and fairly treated. As they themselves say: “Supporting employees with caring responsibilities isn’t just an issue for liberal policy statements and formal procedures; it is a matter of ingrained cultural values.” Managers are encouraged to be open and employees […]

The LSE is a leading university employing nearly 3,000 people. The LSE is committed to being a strong family-friendly employer. In recognition that a large proportion of the workforce in the UK are carers of adults LSE decided to offer support to their employees who have such responsibilities. As a model for the carers of […]

Chelsea and Westminster NHS Foundation Trust employs over 3,000 people. The Trust was aware that in their workforce was a group of people who were caring for others, but did not define themselves as carers as they did not recognise their own, sometimes gradual, transition to becoming a carer. The Trust decided that it would […]

BT is one of the world’s leading providers of communications services and solutions employing more than 89,000 people worldwide and 73,800 people in the UK. With such a large workforce the company reflects the experiences of UK society and demographic trends, including the increasing number of working people who are becoming carers. BT has recognised […]

The LSE is a leading university employing nearly 3,000 people, of whom 51 percent are men. The LSE is committed to being a strong family-friendly employer. Following the results of the 2010 Top Employers for Working Families Benchmark, LSE decided to increase their levels of support for parents via a strategy of building capabilities and […]

Citi is a large global banking group, who employ more than 8,500 people in the UK, of whom 6,000 are men. A number of years ago the Bank recognised that men were less likely to connect with information held on the intranet about policies and opportunities around fatherhood than were mothers. In 2009 Citi launched […]

Loop Customer Management provides billing & collection and customer services for Yorkshire Water. They employ 578 people, 70 per cent of whom are women. Because they have a large number of female workers, it is vital that they are able to get maternity policies right to both ensure that they manage the maternity process well, […]

KPMG is a professional services firm employing more than 12,000 people in the UK. Driven by a desire to retain their female employees, and increase the number of women at senior levels of management, KPMG has a comprehensive range of support for working mothers. Well-paid maternity leave is complemented on return to work with a […]

Deloitte is a professional services firm employing nearly 13,000 people in the UK. Over the last year they have specifically introduced and enhanced their offering for mothers, partly to retain existing talent, but also as a way of increasing the number of women who occupy senior positions with the organisation. By supporting mothers through their […]

Citi is a large global banking group, employing more than 8,500 people in the UK. The bank has, for the last decade, aimed to provide a high level of maternity support: policy to safeguard maternity leavers’ annual compensation reviews, back-up emergency childcare, childcare vouchers, an on-site BUPA health centre, a tailored Employee Assistance Programme, and […]

Central London Community Healthcare NHS Trust employs over 3,000 people, of whom 85 percent are women. They were keen to maximise their maternity returner rate, especially for hard-to-fill clinical posts. To do this they developed a holistic approach to managing maternity which starts when a woman informs her manager that she is pregnant. After this, […]

Royal Bank of Scotland is a large global bank, employing over 90,000 people in the UK. Flexible working is seen as a core component in being an employer of choice and also helping the bank deliver improved services to its customers. The development of a flexible working culture across the company is driven by a […]

Founded in 1889 and headquartered in Chicago, Northern Trust is a financial services company employing 1,400 across Europe, Middle East and Africa. (EMEA).  Like many organisations, they have a suite of flexible working policies on offer, but they recognise that it is the day-to-day uptake and use of these policies which is the real test […]

Henmans LLP is a law firm based in Oxford, employing 123 people. The initial impetus for flexible working began before 2000, when two partners reduced their hours to better fit in with family life. This started in train a process which led the firm to challenge the belief that lawyers needed to spend 10 hours […]

Forum for the Future is a voluntary organisation employing 66 people. Being small, their challenge is to offer flexibility whilst at the same time preserving a strong ethos of the organisational team. To do this they have adopted a wide range of flexibility which is deployed on a semi-formal basis. Most staff work at home […]

At the Trust, which employs over 3,000 people, all employees have the right to request to work flexibly. However, the Trust has recognised that with employee needs constantly changing they need to develop their understanding of the policies and practices which underpin their flexible working culture. Following the creation of a role specifically designed to […]

Barclays is a large bank employing over 140,000 people globally. Since 2002 they have made flexible working available to all staff, as part of a business wide focus on attracting and retaining talent. The drivers to promoting flexibility have been numerous: strengthening employee engagement; becoming a destination ‘employer of choice’; improving female retention and career […]

American Express employs over 6000 employees in the UK. They have committed, at a strategic level, to create a diverse and flexible culture.  This strategy is driven by the UK Diversity Council, which is chaired by the UK Country Manager and made up of senior leaders from all American Express businesses throughout the UK.  American […]

Ashurst has taken a holistic approach to work/life fit. In addition to focussing on individual requirements as they arise, the firm decided to review the way the organisation works as a whole. The senior partner leads a committee which has reviewed work practices and the work/life fit of employees, taking on board the responses of […]

Mayer Brown set about developing a number of initiatives which would create greater engagement for their employees. For the first time they rolled out an employee survey and introduced a carers network, while also piloting a mentoring scheme. They have also implemented a backup dependent and child care scheme. The firm aims to be a […]

Driven by a desire to improve retention, especially of women, Deloitte have developed a suite of benefits for parents which includes, amongst other things, mini fridges by your desk for storing breast milk, discounts to family attractions and events for parents on things like choosing schools. These benefits, which complement a comprehensive policy are designed […]

American Express is focussing on developing its leadership into visible ‘champions’ of flexibility for the whole business and has put in place a programme to develop its top people into effective leaders of a flexible culture. The programme is designed to make sure that the leaders of the business fully understand and embody a flexible […]

Using a buddying system through their maternity network, West Mercia Police support mothers through pregnancy and return to work and beyond. Buddies are trained volunteers, who offer support and guidance on a range of issues around family issues. They can also offer help and support to partners if so required. The buddying scheme and Maternity […]

Taking as a starting point their customer demographic, Everything Everywhere has put in place a programme to encourage working mothers to take a more prominent role in the companies customer facing areas. As well as putting into place a wide range of flexible working policies, they have also rearranged work shifts so that mothers with […]

Having introduced a maternity coaching programme in 2008, Deutsche Bank has seen this benefit grow in popularity year on year. The coaching is not only offered to pregnant women, but also to all managers of women going on maternity leave. For women, the coaching program is designed to support a successful transition from and back […]

There is a subsidised nursery on site for staff which operates longer hours to support staff with doing shift work. Additionally, the Trust subsidises local summer camps for staff with school age children up to 12 years old. An onsite occupational nurse will work with managers to support pregnant staff and meet regularly with them […]

The Trust has recently overhauled its maternity provisions to make it easier for women to manage their pregnancy, leave and return. As well as producing a completely new maternity guide for mothers which covers antenatal and postnatal issues, all women going on maternity leave are given a designated HR contact with whom they can liaise […]

Dell have invested in the technology to allow people to work from home, providing employees with the tools and training they need to move to home based working. Additionally they offer financial support to do this. Training for managers and staff is provided to ensure that home based working is not stigmatised, and managers are […]

Chwarae Teg offers a comprehensive approach to flexible working including flexi time, opportunities for compressed hours and flexi place working where the emphasis is always on the quality of work and not when or where the work is done.  Annual leave is calculated in hours, allowing employees the flexibility to take their leave in hourly […]

Centrica take a lifecycles approach to flexible working, recognising that people will have different needs at different stages of their lives and careers. Wellbeing and flexible working are linked and developing a healthy workplace culture means one where people are able to find the work-life balance they need. Work:wise is a project which offers ‘anytime, […]

A wide range of flexible working policies are available. All staff are entitled to work flexibly, not just parents and carers. The underlying notion of this is that parental responsibilities are constant irrespective of the time of day and that everyone is different in their approach to parenthood and way of dealing with its demands. […]

Accenture have invested heavily in leading edge technology to enable colleagues to connect up globally, reducing the need for extensive travel and allowing flexibility for employees collaborating across time zones. They have also taken a lifecycle approach to flexibility, recognising that employees will have changing flexibility needs throughout their careers. Flexibility is available to all […]

Fathers are given paid time off to attend up to three antenatal appointments and are able to use a very flexible flexitime system to take more time off if required. Qualifying fathers can take four weeks of fully paid paternity leave. Fathers are able to phase back from paternity leave, and work flexibly. Ten per […]

LSE’s policies for fathers are part of a wider organisation-wide strategy aiming to promote a good work-life balance and better wellbeing amongst its staff. The School aims to make it culturally unremarkable for fathers to be involved in caring for their children, so paternity pay is paid at full salary, and the leave is flexible: […]

Paternity leave is paid at enhanced rates for one week, with no qualifying period for employees. Paternity returners are able to phase back to work. This is in support of a culture which seeks to treat men and women equally, with several men at a senior level working flexibly and sharing care more or less […]

Policies afford fathers flexibility and time off to spend with their children. Paternity pay is enhanced, and fathers are allowed to phase back from paternity leave (OPL and APL), they are also able to split paternity leave. There is awareness that life events, like having a new baby, may temporarily affect performance and work can […]

Operating a very flexible flexitime system and a range of options that allow flexibility across the week, month or year means that carers are able to reconcile their work and caring responsibilities. In addition, special leave of up to 10 paid days per annum can be granted to support carers in managing their commitments. Information […]

Recognition of carers as an ‘unheard’ group of employees who were hesitant about asking for support led to the development of a strategy deliberately aimed at carers working in the Trust. An ‘easy read’ guide has been developed and lunchtime sessions for carers are held, as well as sessions aimed at managing stress for carers. […]

A highly developed and long established carer’s policy extends across the organisation to all people. This is backed up with a thriving carer’s network which has run since 2004. Dependents are widely defined, maximising the likelihood of being able to take the carer’s leave. Additional leave is at the discretion of the line manager, and […]

One of the barriers identified by women is the ability to balance home and work life. Since 2009 a total of 124 women have received training around career development, planning, coaching, leadership etc. A number of those attending have flexible working arrangements. The feedback from participants, has said that it has allowed them to reflect […]

Career progression is not dependent on hours worked or how they are worked (at home or in the office). Employees can choose to either work more intensively if they wish, or less so if they want to combine work with other interests or responsibilities. There is a recognition of the potential for home based workers […]

Flexible working is embedded in the organisation’s culture: 20 per cent of the senior management team work part-time and many staff also work remotely or from other locations. Roles are advertised as flexible by default in the recruitment process. The organisation makes a pledge that it will be a flexible employer and managers are recruited […]

Across the organisation, 85 per cent of staff work flexibly and have access to technology to assist them. Jobs are advertised as open to flexibility. Managers are trained on dealing with remote working and preventing staff becoming isolated, using video calling to keep in touch. Line managers given autonomy to offer individuals day to day […]

Recruitment advertising promotes the firm’s increasing levels of flexibility. Senior management encourage informal flexible working and 25 per cent of the workforce have formal flexibility agreements. Training offered for managing remote workers, networks launched to support parents, family day introduced and series of talks provided on a range of family issues. Shared parental leave enhanced […]

Enhanced and competitive family-related benefits. ‘Summer Hours’ scheme enables employees to finish early on a Friday – 62 per cent take up. New flexible working trial: Employees in the commercial departments now have the flexibility to be able to work from home on a Monday and Friday and benefit from core office hours of 10am-4pm […]

All staff can access flexible working and have the technology to work remotely. The organisation recruits from a large geographical area and does not see location as a barrier. 25 per cent of staff have agreed flexible working arrangements in place, with informal local flexibility such as remote or occasional working from home encouraged. New […]

Confidential Carers’ register enables carers to identify themselves. Carers Support Network set up to offer support and practical assistance during the working day, attended by external advice and support agencies: Carers of West Dunbartonshire, MacMillan Cancer Support and Money and Welfare Advice Service. Wide range of flexible leave options available to suit the needs of […]

Virtual Sales Team’s business model is designed on flexibility and all external roles are advertised as flexible. The company has set a target that full-time staff will not exceed 20 per cent of the workforce, aiming to create a diverse team of employees who provide a better quality of service for clients. Overall, 83 per […]

Pharmaceutical SME OUTiCO actively recruits on the basis of flexibility. As well as using the Happy to Talk Flexible Working strapline, it is including flexibility in the advert headline, attracting candidates who are looking for better work-life balance. Flexible contracts are offered as standard – 100 per cent of staff have flexibility. The company uses […]

A new office was set up to operate in a more flexible way, challenging law firms’ traditional ways of working. Home-based team of real estate lawyers recruited as part of this drive. Flexi-time system trialled in the firm’s Manchester office. Together with formal flexible arrangements this means 96 per cent of the Manchester office have […]

Pre/post Maternity coaching, mentoring for new mothers and parenting seminars across a range of topics, chosen by our parents Launched Dynamic Working programme to give all employees flexibility and choice. Creation of a portal for work and family with access to free emergency back-up childcare, webinars, information and expert advice. Series of networking groups and […]

Senior steering committee set up to review the maternity support offered and how it can be strengthened. Maternity buddy programme expanded, sitting alongside coaching and line manager training. Quarterly returner lunches for those back from leave, plus re-entry programme for women out of the workforce for two or more years – 100 per cent of […]

To increase retention, Barclays introduced a programme of support from pre-post maternity, including workshops, networking, briefing packs for employees and managers, KIT sessions. A mentoring tool was developed as a platform for career development discussions and dedicated portal Woman@Barclays created to bring together support resources. Dynamic (flexible) working campaign to reduce discrimination by promoting flexibility […]

So far 162 parents have taken shared parental leave at Barclays – 95 per cent of them fathers. There are also high levels of paid paternity leave take-up. Dedicated coaching sessions and webinars are run to support fathers and of 3,085 members of the bank’s family network, 42 per cent are men. Fathers are supported […]

EY – New parent mentoring scheme Maternity buddy scheme replaced with transition mentoring scheme open to all parents, complementing existing formal career and family mentoring/coaching. New scheme based on requests from members of EY’s Family Network for targeted support during the transition to parenthood, ideally from colleagues and peers who understand the working environment. Scheme […]

EY –  Career Returner Programme Career returner programme EY Reconnect was created to provide a bridge back into the workplace for experienced professionals following career breaks of 2-10 years. EY Reconnect aims to encourage the attraction and retention of diverse senior talent across the business, especially relevant for those who have had a break for […]

Welcome back to work programme offering 12-week placements for senior women who have taken a multi-year career break and want to explore ways of getting back into the working world. Direct channel to recruit high potential senior women from a previously-overlooked talent pool. Six initial placements led to four extended contracts and five seeking permanent […]

Lloyds Banking Group receives around 100 requests for agile working a month and has agreed more than 90 per cent of them. Its agility programme encompasses culture, job design, hiring, property and technology and is designed to embed a flexible approach across the organisation. Around a third of employees now work in an agile way. […]

Flexibility is embedded in Inspiring Scotland. In total 87 per cent of employees have formal flexible working arrangements, including home working, reduced hours, compressed hours and non-standard hours. The organisation actively promotes flexibility, seeing it as a normal way of working and using it to attract high calibre staff keen to achieve work-life balance. Inspiring […]

Extended its flexible working scheme Anywhere Anytime to give complete flexibility to the team. Under Anywhere, Anytime+ employees can work wherever and whenever they want as long as their objectives are delivered and they are contactable. Managers trained and given autonomy to make agreements that are right for their team and the business. All team […]

The ‘Summer Hours’ initiative was introduced to enable employees to go home early on a Friday in the summer months. In return for working extra hours Monday-Thursday, employees can finish work from 12.30pm on Friday, allowing them more flexibility in the traditional holiday period. Initially introduced as a trial, it received excellent feedback and was […]

The Civil Service has shown consistent leadership and innovation in flexible working and inclusion. In total, 24 per cent of employees work part-time and many others work flexibly in some way – such as home working, term time working or compressed hours. Managers are trained on flexible working and job sharing is actively supported – […]

Sky has worked hard to challenge myths about flexible working and 90 per cent of the organisation works on a flexible basis. The culture focuses on employee performance instead of desk time and is committed to helping employees achieve their personal goals and work-life balance. Leaders have begun to talk about flexibility and promote the […]

Virtual Sales Team was formed ten years ago as a family friendly organisation with flexibility at its core. The judges were impressed with its excellent levels of staff retention, with employees enabled to start late or finish early for school run reasons, flex their shift patterns, work part-time and reduce or increase hours on a weekly basis.

Anglia Ruskin University’s formation of a Part-Time and Flexible Working Forum in response to employee concerns about work-life balance was noted by the judges. The forum has worked to improve career development for flexible workers, promote the benefits of flexible working to reluctant line managers and generally display the organisation’s commitment to flexibility. Evidence from […]

Uses flexibility to compete with the salaries offered by larger organisations Flexibility is proactively offered and is the norm Employees are encouraged to suggest new ways of working The judges were impressed by the way Inspiring Scotland uses time to compete with private sector organisations offering bigger salaries. Its flexible culture attracts and retains high […]

Extending flexible recruitment to proactively ask candidates what flexibility they desire Extensive support for carers and bereaved employees Making strides to support fathers in equal parenting West Dunbartonshire Council’s (WDC’s) commitment to being the best was clear to the judges in the steady progress made in its family friendly provision. WDC understands what employees want […]

The judges were impressed with Brand Learning’s thoughtful approach to enabling staff to perform. Its family friendly culture recognises the need to balance work and home life demands.

Enhancements offered for all family leave Proactive support for flexibility in recruitment processes Launched a colleague network for parents and carers Lloyds Banking Group puts flexible work at the heart of its business, focusing on agile workers, parents and carers. Agile working is key to the Group’s strategy. Over a third of employees work in […]

Informal carers register identifies staff with caring responsibilities Managers can access a range of supportive initiatives, including training, to help address the specific needs of carers Practical support provided and signposting to a range of additional services Public sector body Highlands and Islands Enterprise (HIE) is working hard to improve the experiences of its carer […]

100 per cent retention rate for mothers five years after the birth of their first child All requests for flexibility approved Mothers make up two-thirds of the senior management team Engineering firm Dulas is bucking the trend in STEMM (science, technology, engineering, medicine and mathematics) businesses, with its extremely successful retention strategies for new mothers […]

Case studies and high-level role models demonstrate support for fathers Post-leave academic fellowship extended to fathers Shared parental leave pay enhanced to match maternity pay Imperial is enacting cultural change in a traditionally male-dominated academic institution. Initiatives aim to break down traditional assumptions around parenthood and ensure fathers can take an equal role. At Imperial […]

Introduction of flexible family leave allowance Shared parental leave enhanced for mothers and fathers Transitional coaching for all employees taking long-term leave Advisory firm Grant Thornton UK LLP has pioneered a flexible approach to family leave. Their policies recognise that every family is different and individuals are best placed to choose how they tailor their […]

Managers act as role models in their use of flexible working and shared parental leave Options to work flexibly are actively promoted Performance of flexible workers monitored to ensure their work is fairly recognised ICT support business Turn IT On actively recruits staff to work flexibly, innovating to support those who work in non-traditional ways. […]

Specific business objective that ‘all roles can flex in some way’ to establish an agile workforce Collaborative technology platforms introduced to give more team members the tools to work flexibly Passionate promoters at all levels demonstrating company-wide support for flexibility Talent acquisition and talent management leader Alexander Mann Solutions (AMS) last year launched a global […]

Job advertisements are specific about the types of flexible working that are possible in the role. Role design and agile hiring toolkit for line managers launched Massive technology investment to support agility Lloyds Banking Group has extended its agile approach into the hiring process. The bank has worked with candidates and managers to enhance advertising […]

FanDuel’s ethos is based on productivity and a good work-life balance. If employees can do a job from a different location or within different hours, every situation is treated individually to assess if the company can support it

Flexible and family friendly working makes business sense to Inspiring Scotland. It is intrinsic to its company values and as such is mentioned explicitly in the recruitment stage.

Carers are actively encouraged to discuss their caring responsibilities with their line manager, and managers are asked to consider who in their team may have a caring role out-with the workplace and offer appropriate support.

Family friendly working is in Lloyds Banking Group’s (LBG) DNA.

Key Features EY has a recruitment drive to double the size of the business in the next four years and flexible working is being used to attract and retain the best talent. A communications campaign called ‘The Future is Flexible’ has seen applications to EY increase by 27 per cent. Partners and hiring managers have […]

Key features A good example of an individual employee taking the initiative to reform flexible working for their team to ensure a workable service while meeting staff needs. Proper consultation with the staff involved to restore trust and to discuss their preferred ways of working in detail. The development of an approach for the whole […]

Key features The New Parent Pack enables Royal Air Force personnel to access the information they need from anywhere in the world at any time. Information is provided in individual leaflets on each parenting type and includes welfare and support information as well as policy targeted to information need, rather than in one large policy […]

Key features Taking flexible and smart working a step further to overtly demonstrate a link with physical and mental wellbeing. Two well-publicised and supported events to focus on the impact of smart working and to help people develop skills and tools to manage their own health and wellbeing. 98 per cent of those who took […]

Key features Lloyds Banking Group has sought to really embed flexibility across the organisation by taking an innovative approach to agile working The Getting Smart about Agile Working campaign reaches across the business from more inclusive job advertising to agile working assessments for business areas to reducing travel initiatives. The company is receiving more than […]

Key features Deloitte designed a returners programme with the purpose of reconnecting the firm with senior, talented women who have had time away from their professional careers – for parenthood, family care or other reasons. Agile working was a cornerstone of the programme, making the return to work as smooth as possible. Initial ‘Insight’ days […]

Citi’s approach to the implementation of Shared Parental Leave (SPL) demonstrates an innovative and rigorous approach to policy implementation.

One of the challenges to being in an effective job share is finding an appropriate partner. Often organisations leave the search up to individuals. Others create registers to collect names which can be rudimentary and paper based. Innovation in the job share arena was badly needed.

Key features A ‘business as usual’ approach to flexible working while still implementing new ideas to embed flexibility further. Managers are trained in managing flexible working and in 2015 over 90 per cent of requests for flexible working were agreed. ScottishPower is implementing ‘smart working’ to enable employees to adopt less formal flexible working to […]

Key features Thoroughly embedded flexibility born out of listening to staff and colleagues. Barclays has moved from a point where flexibility was available to everyone for personal reasons to a point were dynamic working is how Barclays achieves its business. Support is available for whole teams to develop dynamic working together. In the future, Barclays […]

Key features Comprehensive support for mothers from all grades and from day one of employment. Paid-for emergency childcare support Training for managers to ensure they are equipped to support women as they approach maternity leave and return from it. An 18 week returners programme to support women who have had extended leave from the financial […]

Key features A range of programmes and tools to deliver one overall aim of enabling mothers to achieve their career progression potential. Shared best practice across a large organisation with different departments and agencies ensures ease of movement between those departments and fairness across the whole organisation. The programmes and tools address the softer skills […]

Key features Mothers benefit from a personal one to one mentoring scheme where they are carefully matched with their mentor to ensure they get the best support. Senior grade gender balance is impressive with 60 per cent of partners being female and the majority of these are mothers. Flexible working is widespread, including at senior […]

Key features Deloitte has introduced the Working Parents Transitions Programme for new parents and their managers to ensure they receive the best support prior to, during and after maternity leave The programme has attracted over 70 per cent of new mothers and seen the number of mothers leaving within 18 months of return from maternity […]

Key features Santander has introduced an early extension of Shared Parental Leave (SPL) to grandparents, a scheme that is widely believed to be the first of its kind in the UK. Grandparents will now receive the same benefits as women on maternity leave and partners taking SPL, with 16 weeks of full pay provided Santander […]

Key features A wide ranging approach to diversity covering recruitment, employee networks, provision of faith rooms and support for those on global assignments. Investment in modern families, providing private medical insurance that subsidises fertility treatment as well as investing in staff networks. Staff networks are taken seriously and respected with nearly 40 per cent of […]

Key features All employees are able to access family support and work-life policies and 24 per cent of the workforce works flexibly. Flexibility has significantly increased retention – turnover in the corporate team reduced from 30.2 per cent to 17.5 per cent Project Sky addresses gender imbalance at senior levels – de-stigmatising working less than […]

Key features A wide ranging set of initiatives to make being a carer compatible with a career in the Ministry of Justice and the wider Civil Service. Asking carers to identify themselves has enabled the Ministry of Justice to track the performance outcomes, career development and engagement of those with caring responsibilities, ensuring staff are […]

Key features A strategy born out of a need to support the high number of carers employed by the Council while also retaining them and increasing their engagement. A pioneering leave scheme enabling unpaid leave to be spread across a long period of time to minimise financial impact and preserve continuous employment. The development of […]

Key features A step beyond formal flexible working to a way of working that reflects a real flexible culture. iFlex enables anyone to work from home on an ad hoc basis and it is possible without seeking permission. Peerpoint is a global flexible resourcing for lawyers who want to work on shorter term contracts. 91 […]

Key features New leave options that demonstrate a real commitment to flexibility in the armed forces, traditionally a difficult environment for flexibility to work. Introduction of the ability to swap, enhance or bring forward leave, enabling personnel to take their leave in a pattern that suits them and their family. To date 496 service personnel […]

Key features Cisco is leveraging their latest technology to drive employee mobility and flexibility in the company. Employees who work flexibly give back 60 per cent of reduced commute time to Cisco; employees personally save approximately £700 per year on commuting costs and those who work flexibly are 22 per cent more likely to be […]

Family Friendly working dovetails into the Council’s “Be the Best” strategy. This creates a working environment where employees can excel, and supports the organisation’s key ambitions.

IT specialist Quorum Network Resources is a dynamic small business whose 53 employees enjoy a friendly, open environment, encouraging a sense of team spirit across all sites.

The parliament recognise the importance of fathers at all stages – from before the arrival of a new baby, when they return to work following parental leave, and as they go through each life stage.

American Express (AmEx) has taken a multi-stranded approach to ensuring flexible working is, as it suggests, “embedded into its very DNA”. It is clearly outlined in formal policies, and accompanying leader guides have been created to support the implementation and understanding of these policies. Training on how to manage flexible working requests is also available […]

DLA Piper’s initiative has given a real boost to flexibility by rebranding and relaunching it as ‘agile working’. In particular, DLA Piper has focused on career progression,  often a challenge for flexible workers, through the use of job-sharing supported by clever use of technology. For the rebrand, the  firm developed two guides: one for employees […]

The Civil Service employs over 400,000 people, 53.3% of whom are women. It believes that to deliver high-quality services every talented individual must have the opportunity to progress. Becoming a mother should not be a barrier to career success. Currently 37.9% of the Senior Civil Service are women. The Civil Service is committed to co-ordinated […]

The Scottish Parliament wants to play its part, as a public sector employer, in embracing change in parenting and giving fathers a voice, because it believes that society can only change and make parenting a more equal partnership if employers make their contribution through how they promote their policies on maternity, paternity and adoption and […]

Cafcass (Children and Family Court Advisory and Support Service) is a non-departmental public body that safeguards and promotes the welfare of children; gives advice to family courts; makes provision for children to be represented; and provides information, advice and support to children and their families. Cafcass has undergone a wholesale transformation; in 2010 the Public […]

Deloitte’s Time Out initiative, which allows employees to take an extra four-week block of leave each year, has proven to be a popular addition to the firm’s agile working practices.  As the firm says: “It helps our people to achieve a better balance between their career and other commitments such as family. Our people say […]

Barclays has made its belief in flexible working real through a wholesale commitment to change. Its year-long Dynamic Working Campaign (DWC),  developed in 2014, recognised that people have many roles throughout each life stage, at home and at work, and need time, flexibility and energy to fulfil them all. DWC has developed a culture where […]

iCrossing’s approach to supporting its mothers is fresh and innovative. Over the past five years the company has actively set out to increase its female workforce, believing that a more diverse working demographic will benefit both its culture and its clients. iCrossing has a desire to attract and retain the best in a competitive industry. […]

Barclays recognises the importance of enabling colleagues to grow their careers while they grow their families. Feedback from employees after a bespoke event on maternity and paternity was the catalyst for their innovative ‘Stay in Touch’ app that helps those out of the business on maternity or parental leave to feel connected. At the event, […]

West Dunbartonshire Council has shown that it is fully committed to supporting working fathers to achieve balance between work and family life. The council’s workforce is predominantly female (71%) and it is widely recognised that women are more likely to undertake caring responsibilities and to work flexibly and/or part-time. Through encouraging working fathers to take […]

The Ministry of Justice (MoJ) appreciates that carers can bring valued skills to the workplace, and wants to retain these valuable staff. The MoJ has shown its commitment with a solid business case, senior level support and excellent career tracking, in addition to the implementation of the ‘Carer’s Passport’ scheme. The MoJ has two Senior […]

The Ministry of Justice’s (MoJ) ‘commuter hubs’ have shown that both individual and business benefits can be derived from excellent, creative flexible working solutions. The impetus came from the MoJ engagement survey which showed that staff wanted a better work–life balance. The issue seemed to be acute in London where many employees faced a long […]

Hogan Lovells is dedicated to supporting its talented female employees at all stages of motherhood.  In order to do this it has increased focus on gender diversity throughout its talent pipeline as part of its Global Diversity Business Plan.  Hogan Lovells offers mothers generous benefits to help them achieve a greater work–life balance and provides […]

The Projects Task Force (PTF) was set up in 2012 in response to a need for greater flexibility in dealing with emerging priorities and a belief that the Foreign and Commonwealth Office (FCO) was not maximising the benefits of staff looking to work atypically (part-time or remotely). The organisation saw this as an opportunity to […]

In a competitive sector, iCrossing has shown that the foundation to embedding flexible working is set by supportive managers who want to make it work and who understand the benefits that it can bring to them and their business, including high performance and happy individuals. Their philosophy is that good management is integral to good […]

The London School of Economics and Political Science (LSE) is working hard to equalise the opportunities it gives to fathers and mothers and is showing a genuine commitment to changing the ‘mum carer, father provider’ stereotype. This makes business sense and has a positive effect on gender equality at the LSE. The following workshops are […]

The London School of Economics and Political Science (LSE) wants to ensure that it provides a work environment that allows mothers to focus on both their career and their family. For the LSE this makes good business sense and has a positive effect on gender equality. To meet the aim, the organisation offers a comprehensive […]

National Grid’s approach to fatherhood is a passionate one, ensuring every staff group is included and addressing every step of the journey from pre-conception to grandparenthood. National Grid’s vision is that every dad is able to be the dad he wants to be, and the best employee he can be, achieving a real work–life balance. […]

Professional Services firm EY recognised that introducing flexible working was more about a change in culture than a change in policy or legislation. For that reason EY engaged a Working Families Change Management and Optimal Performance specialist to design and deliver an internal  programme of behavioural and operation change. The change programme, designed to scale […]

Flexibility has been embedded within the National Assembly for Wales through the creation of the ‘People Strategy’ which stresses the need for the Assembly to be exemplar and leader of best practice, especially in the way it acts as an employer. Employees have access to a range of flexible working options, including; flexible working hours, […]

The University of Lincoln is committed to supporting staff health and wellbeing by providing a number of solutions to help carers balance their workplace needs with caring responsibilities.  A key component of the University’s work is a focus on making provisions for emotional wellbeing, stress and resilience readily available to support staff with caring responsibilities. […]

iCrossing has demonstrated its totally flexible approach to achieving balance between work and home life through the way it considers fathers. This approach is based on a well-considered and well-executed business case: the company is aware that, in the digital industry, demand is high for the most talented experts and tenure can be short. It […]

Civil Service Resourcing and the Civil Service Job Share Working Group have developed an online tool which allows all civil servants to identify and contact each other when looking for a job-share partnership. The aim is to uphold the Civil Service’s commitment to being a flexible employer and to increase the number of staff finding […]

The Foreign and Commonwealth Office (FCO) has implemented an ambitious initiative to enable people to take significant leave when needed and return to work against a background of austerity and the challenge of overseas working. The FCO’s Special Unpaid Lead (SUPL) offer is unique, allowing employees breaks from the office for up to five years […]

Centrica recognises that carers make a substantial contribution to its business and remains committed to providing an inclusive and diverse workforce that works well for its customers. The company believes that supporting carers reduces turnover, cuts recruitment and training costs, retains talent and experience, builds resilience and improves employee engagement and wellbeing. Centrica estimates cost […]

Wales and West Housing (WWH) demonstrated that it was really thinking about the role of the line manager in establishing culture and performance, essential for implementing effective flexible working, by embarking on a journey called ‘Developing heroes to make a difference’. This is a bespoke employee development programme which includes ‘Development Conversations’ training for all […]

Employees who feel they have significant caring responsibilities can apply to join a carer register.

At Centrica success depends on its people and it knows that family wellbeing really matters.

Carers of West Lothian (COWL) is a carer support organisation that puts the welfare of carers at the forefront of everything it does.

Skyscanner strives to ensure working parents can balance their work and family commitments, recognising that such an approach is vital for staff happiness, engagement and productivity.

Sector: Insurance Location: All UK Employees: 4,500 Allianz recognises the importance of the family and the need to support working parents and carers in ways that help them balance their work and family lives. The starting point is the understanding that parental (and caring) responsibilities are constant irrespective of the time of day and that […]

Sector: Technology/Communications Location: Royal Wootton Bassett Employees: 120 UK based, 3,500 worldwide Plantronics is a medium-sized company specialising in the technology sector. They have developed what they call an ‘ultimate’ approach to flexibility which allows complete flexibility about how, where and when work is done. Even if they are in the office, there are a […]

Sector: Law Location: London Employees: 796 Simmons & Simmons has two clear objectives as they encourage take up of flexible working: to empower their people to be able to choose a working pattern that meets their needs and provides a good work-life fit; and to facilitate increased flexibility in the firm’s working practices to deliver […]

Sector: Healthcare Location: Yorkshire Employees: 8,000 Mid Yorkshire’s maternity, adoption and  paternity support includes workshops, one to one advice and support, baby massage and baby yoga classes, nursery visits, parentcraft classes and a keep in touch scheme during and after maternity leave. This suite of support is designed to help parents transition from and to […]

Sector: Further Education Location: London Employees: 3,180 The London School of Economics & Political Science, LSE, has sector-leading support for mothers. As well as a well defined range of policies and options, they also have a pragmatic and realistic appreciation of the way that becoming a parent can alter work, and are open to honest […]

Sector: Finance Location: All UK Employees: 73,383 Barclays has a comprehensive, inclusive and well-resourced suite of support for mothers. With full leadership support from the top of the organisation, Barclays is committed to helping women to reach their full potential. This commitment is visible throughout the company. Careers sites clearly demonstrates support for working parents. […]

Sector: Charitable Location: Wales Employees: 346 Wales & West Housing, WWH, have a mission to deliver ‘strong sustainable growth to make a difference to people’s lives, homes and communities’. Their organisational culture, they say, puts the customer at the heart of what they do and is based on solid and clear values and operating principles. […]

Sector: Finance Location: UK Employees: 6,200 American Express drives employee engagement through its stated desire to develop a flexible, diverse and inclusive working culture. To ensure that this goal is reflected throughout the whole organisation the financial services company embeds flexibility, diversity and inclusivity in its strategies and policies. Employee engagement is measured annually through […]

Sector: Technology/Communications Location: Royal Wootton Bassett Employees: 120 UK based, 3,500 world-wide Plantronics is a medium-sized company specialising in the technology sector. They have developed what they call an ‘ultimate’ approach to flexibility which allows for complete flexibility regarding how, where and when work is done. Even if they are in the office, there are […]

Sector: Healthcare Location: London Employees: 3,197 Chelsea and Westminster Hospital NHS Foundation Trust is committed to supporting working parents, through a number of initiatives and policies. However, the Trust has had to be creative and innovative in how they can provide support for a number of reasons. They are based in a very expensive part […]

Sector: Utilities Location: all UK Employees: 28,000 British Gas has demonstrated a well developed and comprehensive approach to carers which has widespread coverage across the organisation. Supported from the highest levels of the organisation, their core message is that supporting carers in the workforce isn’t just about being a good employer, but that it is […]

Sector: Technology/Communications Location: Royal Wootton Bassett Employees: 120 UK based, 3,500 world-wide Plantronics is a medium-sized company specialising in the technology sector. They have taken an approach to flexible and family-friendly working which they themselves say starts and ends from the proposition that employees can be trusted to deliver whatever working pattern they choose. By […]

Sector: Healthcare Location: London Employees: 3,197 Chelsea and Westminster NHS Trust  takes a proactive approach towards carers.  They define a carer as someone who looks after a family member, partner or friend that they live with who is elderly, frail or has a disability. The care they provide is unpaid.  The main objective is to […]

Sector: Healthcare Location: Yorkshire Employees: 8,000 Mid Yorkshire Hospitals NHS Trust provides a comprehensive healthcare service across a number of sites in Yorkshire. This includes both hospital and community based care, and consequently employees work in a wide variety of settings and roles. Their unique relationship with their service users has informed the development on […]

Sector: Education/ University Location: London Employees: 3,180 The London School of Economics and Political Science, LSE, describe themselves as “interested in innovative and effective ways of supporting employees with caring responsibilities, including eldercare.” Recognising that openness at work about having a caring responsibility is important, they have worked through their carers network to raise the […]

Sector: Engineering/Manufacturing Location: UK Employees: 11,200 Ford has taken an interesting approach to supporting fathers in the workplace, providing not only good policies and opportunities for fathers to combine work and family life, but also taking a wider view of what it means to be a father through work that it does within the local […]

Sector: Finance Location: London Employees: 8,000 Citi has had a specific strategy to support new fathers for a number of years. The company has a well developed Parents network with over 1500 members, and this network comprises a really good proportion of both fathers and mothers. This network enjoys senior sponsorship and provides a full […]

CiC Employee Assistance is an employee assistance provider, specialising in trauma and critical incident management, which delivers programmes to organisations covering 450,000 employees across the globe. Their support lines are open 24 hours a day, seven days a week and provide a service to all sectors from the NHS to corporate banks. CIC’s focus on […]

Brand Learning is a global consultancy with unique expertise in lifting the capabilities of people and organisations to drive growth by creating better value for their customers. Founded in 2000, by Mhairi McEwan and Andy Bird with hubs in London, Singapore and New York, the team of 120 employees have worked with over 100 leading […]

Lloyds Banking Group has a long track record in flexible working, as one of the first employers to open up flexibility to all employees more than 15 years ago. However, it recognises that it needs to be proactive in this area as employee expectations around work–life balance increase, and the business environment changes too. The […]

American Express has taken the approach that flexible working is business as usual, and that it isn’t simply an optional add-on. Flexibility, in its view, is a necessity to help employees work to their full potential. American Express has developed a programme, BlueWork, that integrates flexible working into the core culture of the company. It […]

Barclays’ aim is to foster an organisational culture where flexible working is recognised, appreciated and valued, because it sees the benefits it brings in productivity, responsiveness to customer and client needs and the attraction and retention of talent. Flexible working is seen as standard practice, and employees have a comprehensive suite of working patterns, including […]

BT facilitates agile working and promotes it where it is appropriate for the needs of its customers, the business and its people. They equip employees to work flexibly in both time and place. Agile working is a major element in their transformational workplace strategy and is one of the things which make their business a […]

Centrica wants to be the leading energy company, and it recognises that its people are the key to realising this ambition. To this end, it has committed to developing flexible working as a way to create a working environment that is inclusive, attracts and retains the best people, and encourages them to fulfil their potential. […]

The London School of Economics (LSE) aims to sustain its strong track record as a diverse, fair and flexible employer that attracts and retains the best employees and demonstrates its support for them throughout their working life. As part of this it is addressing what it describes as the ‘iceberg’ of caring for adults by […]

Islington Council is an inner London local authority, employing more than 4,000 people. It has developed a joint carers strategy in partnership with the local health authority, NHS Islington Clinical Commissioning Group (CCG). This policy covers both employees, and carers Borough-wide. One of the council’s aims and objectives is ‘to influence the whole system of […]

RBS is a UK centred bank and is committed to flexible working, understanding that it brings with it customer and business benefits as well as helping individual employees achieve a good work–life fit. But in order to ensure that its flexible working programmes were successful, RBS realised that it needed to help employees feel confident […]

With just over 91,000 employees working from multiple head office and branch sites across the UK and overseas,business travel plays an important part of Lloyds Banking Group’s operations. In June 2011 Lloyds Banking Group launched No Travel Week; an initiative introduced to reduce the cost of business travel by actively encouraging staff to avoid all […]

The London School of Economics (LSE) is a leading teaching and research university. To sustain its reputation as a world-leading academic institution it needs to be able to recruit and retain the best people, through being a flexible, fair and diverse employer and ensuring that employees can progress their careers at LSE without having to […]

Informa Business Information, a division of Informa PLC, is a publisher of predominantly digital information, providing products and services to a large range of sectors, from pharma to maritime and commodities to law.  When they decided to move offices in London in 2013, they identified an opportunity to look at the way that their employees […]

The Scottish Government is moving to be a smaller, more flexible organisation, operating within constrained running costs. It needs to embrace new ways of working within the office environment. At the same time, it recognises that staff would benefit from working more flexibly, in the hours they work, how they work and increasingly, where they […]

Northern Trust has a longstanding commitment to care for its employees. To this end, the Company has established a flexible working and family-friendly culture that respects and supports work-life balance. In 2012, responses to the Employee Engagement Survey suggested areas for possible enhancement, so it became one of Northern Trust’s three global priorities. Additionally, following […]

At American Express, flexible working is central to employee engagement: the business understands the challenges employees face with balancing work, family and other personal commitments. Over the last year, it has reviewed its policies on flexible working to reflect changes in legislation, and has gone a step further by creating an alternative working policy under […]

The University of Lincoln provides a suite of support for employees through all stages of motherhood. The university has made every effort to help employees balance their work and personal commitments and at the same time pursue career development and growth. The university has a set of provisions, along with a ‘supporting new and expectant […]

Lloyds Banking Group is committed to providing the best possible support to all colleagues who are experiencing, or about to experience, motherhood. Its maternity policy, which doesn’t have any service length requirements, allows mothers to take up to 63 weeks’ leave, with the benefit of enhanced pay and the option to return on a phased […]

PageGroup says that its culture is based on three pillars: hiring the right people, developing them to their full potential and conducting its business in line with its values: take pride, be passionate, never give up, work as a team, make it fun. In practice, what this means is getting the policies and practices in […]

Barclays’ positive approach to motherhood is part of its wider aim to be an employer of choice and are “proud of the support that we provide to our colleagues, whilst ensuring that they are able to achieve their career ambitions.” Steve Weston, Barclays. The bank’s emphasis is on confidence – that employees should not have […]

Citi has a well-established strategy to support new fathers, part of the bank’s policy of support for parents throughout their careers. They have an excellent track record of working with fathers, and have targeted initiatives to close the cultural gap that can make it harder for fathers than mothers in the workplace. In 2009 Citi […]

The judges were impressed by The London School of Economics (LSE)’s continuing development of its provision for fathers. A very strong suite of policies and support is available, and a major initiative is the commitment to pay fathers up to 16 weeks APL at full pay, providing a real incentive for couples to share time […]

Around three-quarters of National Grid’s workforce are male, and in each of the last three years, there have been 180 new fathers. With the role of fatherhood continuing to change and evolve, National Grid feels it’s important that, as a business, it is able to evolve too. Just as fathers have the desire to take […]

British Gas  WINNER  Sector: Utilities Location: all UK Employees: 28,000 British Gas has demonstrated a well developed and comprehensive approach to carers which has widespread coverage across the organisation. Supported from the highest levels of the organisation, their core message is that supporting carers in the workforce isn’t just about being a good employer, but […]