How can Smart Working be equitable?

We’re often asked the question – How can Smart Working be equitable if not everyone can work remote or hybrid?

Well the truth is that we choose our roles!  We go on to explain that if remote work isn’t feasible for certain roles, it’s still possible to create a smart workforce. You see, there are numerous options available that cater to mobile, face-to-face, hybrid and remote workers alike.

Smart Working through Life Stages

For those in location-based positions, such as in the NHS, construction, farming and retail industries, exploring alternative forms of flexibility is crucial to attract and retain the best talent.  Indeed, the NHS has some fabulous opportunities for keeping the skilled talent it has paid to train.

Flexible workforces play a crucial role in retaining employees through various life stages by accommodating their evolving needs and responsibilities. Whether employees are starting a family, caring for aging parents, pursuing further education, or transitioning into retirement, flexibility allows individuals to balance their professional and personal commitments effectively.

By offering a range of face to face, mobile, remote and hybrid roles in various parts of the organisation, we empower employees to navigate different life stages without sacrificing their careers. This not only promotes loyalty and commitment among staff but also fosters a supportive and inclusive work environment where individuals feel valued and respected throughout their careers.

As a result, flexible workforces can attract and retain top talent, contributing to long-term organisational success and sustainability.

Smarter Working Options

In organisations like the NHS and other industries, acknowledging the diverse needs of their workforce is essential. While some roles may inherently require on-site presence, it’s imperative to consider how flexibility can still be incorporated into these positions. Flexible scheduling options, compressed workweeks, job-sharing arrangements and alternative shift patterns are just a few examples of how flexibility can be introduced to location-based roles.

Where to Begin

We begin by looking at the roles right across the organisation. Do they fall into our 4 main categories?

  • On Person
  • Mobile
  • Remote Friendly
  • Hybrid

Then we can move on to designing the flexibility offer for each sector of the workforce. We’ve recently worked with a large healthcare organisation developing their smart model.  It looks like this.

Choice Matters

By providing employees with choices regarding where and how they work, Leaders empower their workforce. They still ensure operational effectiveness – but crucially they retain those well trained people.

In industries such as construction, farming, and retail, where physical presence is often necessary, exploring innovative scheduling practices, such as staggered shifts or flexible start and end times, can offer employees greater control over their work hours.

Flexibility for All

While remote and hybrid work work may not suit all roles, there are numerous options that can be applied. By embracing alternative forms of flexibility, organisations enhance employee experience and ultimately leading to a more resilient and adaptable workforce.  Even the NHS can do it if they try!

Talk to us about your challenges