Employers and work-life balance


 
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Benchmarking

Implementation

The organisation’s commitment to work/life balance is visible in both policy and practice.
Please mark the statement that best describes your organisation.

Activity 1    
Gold Senior managers understand their impact as role models for work/life balance and behave accordingly.
Silver Half of senior managers understand their impact as role models for work/life balance and behave accordingly.
Bronze Some, but not the majority of senior managers understand their impact as role models for work/life balance and behave accordingly.
Not yet ranked None of the previous.
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Activity 2    
Gold The organisation has policies and programmes in all of the following areas: Flexible working, Extended leave entitlement, Dependent care support, Resource and referral service, Employee Assistance Programme, Health and well-being support.
Silver The organisation has policies and programmes in four of the following areas: Flexible working, Extended leave entitlement, Dependent care support, Resource and referral service, Employee Assistance Programme, Health and well-being support.
Bronze The organisation has policies and programmes in two of the following areas: Flexible working, Extended leave entitlement, Dependent care support, Resource and referral service, Employee Assistance Programme, Health and well-being support.
Not yet ranked None of the previous.
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Activity 3    
Gold The organisation’s performance management process focuses on outputs and objective performance measures, and includes work/life balance.
Silver The performance management process reflects work/life balance issues.
Bronze Performance management processes are being reviewed to ensure they do not promote a long hours culture.
Not yet ranked None of the previous.
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Activity 4    
Gold The organisation does not have anyone sign out of the Working Time Directive.
Silver Senior management teams only sign out of the Working Time Directive.
Bronze The organisation is considering how the Working Time Directive impacts on work/life balance.
Not yet ranked None of the previous.
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Activity 5    
Gold All managers will speak to staff/employees who are regularly doing long hours.
Silver Half of the managers will speak to staff/employees who are regularly doing long hours.
Bronze Some, but not the majority of managers will speak to staff/employees who are regularly doing long hours.
Not yet ranked None of the previous.
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Activity 6    
Gold There is a clear process for applying for flexible working and this is available to everyone in the organisation.
Silver Flexible working is widely available in the organisation but the process for applying is not that clear.
Bronze There is process for applying for flexible working but it is not available to all.
Not yet ranked None of the previous.
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Activity 7    
Gold Those applying for flexible working can be assured their careers won’t be negatively impacted.
Silver The discussion about impact on career is always had when a flexible working arrangement is being agreed.
Bronze There is some concern about impact on career when discussing flexible working but this is currently being addressed.
Not yet ranked None of the previous.
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Actvity 8    
Gold Most line managers are able to make transparent, business-based and consistent decisions on requests for flexible working.
Silver Half our line managers are able to make clear, business-based and consistent decisions on requests for flexible working.
Bronze The minority of line managers are able to make clear and consistent decisions on requests for flexible working.
Not yet ranked None of the previous.
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Activity 9    
Gold Examples of good work/life practice are highlighted and broadly communicated regularly.
Silver Examples of good work/life practice are regularly communicated.
Bronze At least once a year an example of good work/life practice is broadly communicated.
Not yet ranked None of the previous.
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Activity 10    
Gold Most managers experiment with different ways of working to support work/life balance.
Silver The managers who experiment with different ways of working to support work/life balance are the minority.
Bronze At least one of the managers here experiments with different ways of working to support work/life balance.
Not yet ranked None of the previous.
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Activity 11    
Gold There is a meetings policy regarding early and late meetings that is widely complied with.
Silver People are actively encouraged not to meet very early or very late in the day.
Bronze Early and late meetings happen but they tend to be the exception.
Not yet ranked None of the previous.
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Activity 12    
Gold Regular training on work/life balance is undertaken across the organisation.
Silver Managers have been trained on work/life balance.
Bronze Work/life balance training is planned for managers.
Not yet ranked None of the previous.
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Activity 13    
Gold There is a high awareness of work/life balance policies and programmes across the organisation.
Silver Half the organisation would be aware of the work/life balance and programmes.
Bronze Awareness of work/life policies is patchy but a communication programme is planned.
Not yet ranked None of the previous.
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Activity 14    
Gold Our Chief Executive/Owner/Managing Director understands the issue of work/life balance and behaves consistently with this.
Silver Our Chief Executive/Owner/Managing Director understands the issue of work/life balance but as a role model doesn’t always model this consistently.
Bronze Our Chief Executive/Owner/Managing Director understands and articulates the issue of work/life balance but doesn’t as yet "walk the talk".
Not yet ranked None of the previous.
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Activity 15    
Gold There is a clear work/life strategy that all managers are aware of.
Silver Half our managers are aware of our work/life balance strategy.
Bronze The work/life balance strategy is currently being developed.
Not yet ranked None of the previous.
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Activity 16    
Gold There is a widely followed policy about travel and its impact on personal time.
Silver There is a general understanding of the impact of travel on personal time.
Bronze There is an increasing awareness of the impact of travel on personal time.
Not yet ranked None of the previous.
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Activity 17    
Gold Selection criteria include people with differing work/life needs.
Silver Most of our selection processes ensure that we include people with differing work/life needs.
Bronze Our selection criteria are being reviewed to ensure they include people with differing work/life needs.
Not yet ranked None of the previous.
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Activity 18    
Gold The organisation complies with all legislation around part-time work, parental leave and working time.
Silver By the end of 2006 the organisation will comply with all legislation around part-time work, parental leave and working time.
Bronze By the end of 2007 the organisation will comply with all legislation around part-time work, parental leave and working time.
Not yet ranked None of the previous.
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Activity 19    
Gold Work/life balance initiatives regularly lead to new ways of working.
Silver There are at least three examples in my organisation where work/life balance has been the initiator for new ways of working.
Bronze There is one example in my organisation of where work/life balance has been the initiator for new ways of working.
Not yet ranked None of the previous.
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Activity 20    
Gold You do not have to work long hours in this organisation to demonstrate your commitment.
Silver Most people do not have to work long hours in this organisation to demonstrate their commitment.
Bronze Some people do not have to work long hours in this organisation to demonstrate your commitment.
Not yet ranked None of the previous.
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