Changing the language around flexible work

I came across an interesting article in my HR Daily feed regarding flexible work options and the terminology used to describe them. Essentially it argues that "Work-life support" and "Flexible working arrangements" gives the impression that it is for staff receiving special treatment and reserved for the select few.

I tend to agree. Bar the new-age companies known for pushing the boundaries on flexibility such as Google, many other workplaces can have an unspoken stigma attached to flexibility. Even now I am working on a transition to retirement project specifically aimed at flexibility but only for those nearing retirement. The idea of pushing flexibility for staff throughout the organisation regardless of age is still a controversial idea. The term flexible careers, not to be confused transitional ones in the career path sense, is one that the article likes to use instead along with "flexible work" to help buck the stigma.

See the whole article here.

11 Key points from the article around flexibility are:

1. Incorporate flexibility into workplace design. - This includes job design. treat flexibility as a management deliverable
2. Create a culture of flexibility. - Remove the stigma of flexibility, make it part of the accepted culture.
3. Improve leadership around flexibility. - Make sure senior leaders can lead by example and are genuinely committed.
4. Talk about flexibility. - Illustrate success stories and detail examples.
5. Strategise around flexibility. - Include flexibility measurements in standard reporting and identify flexibility as a business need.
6. Make flexibility universal. - Make sure flexibility is truly open to all levels and job types within the business.
7. Provide resources to support flexibility. - Be sure to equip people with the tools they need (i.e IT resources).
8. Measure ROI on flexibility. - Engage in risk analysis and show financial returns.
9. Proactively Seek flexibility. - Try focusing on 'why not flexibility' as opposed to looking for reason to 'block' it.
10. Support team flexibility. - Remember to consider flexibility impacts within and across teams. Welcome feedback. 
11. Promote career flexibility. - Create flexible career opportunities and integrate them into senior roles.