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A flexible approach to employment, particularly flexible resourcing, enables us to be accessible when our members want us and not just during the traditional 9-5.

Corporate profile

  • 13,000 employees
  • financial services sector
  • established 1848
  • Operating profit: £467.6 million

Key work-life balance initiatives

  • Part-time
  • Flexible working
  • Job Share
  • Term-time working
  • Annual hours
  • Seasonal work
  • Home working
  • Paternity leave – 5 days
  • Employee support and counselling
  • Subsidised nursery places
  • Childcare Vouchers as part of a flexible benefits scheme

Workforce profile

  • 76% female 24% male
  • 52% of junior management, 47% of middle management & 13.5% of senior management are female
  • 32% staff work part-time (93% of part-time staff are female)
  • average staff turnover 8%

Staffing issues

Hard to recruit in some sectors e.g. IT, and customer advisers in some areas

Business benefits

Recognising the need for employees to balance their home and working life enables us to recruit and retain high calibre people and ensure that they are motivated and committed to the organisation. Average turnover costs are approximately £5000 for every member of staff who leaves – for recruitment and initial training – so we estimate that the 30% increase in our rate of return from maternity leave over the last 10 years has saved us over £3 million.

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