There is intense pressure on employers to retain their
most productive employees and to attract new talent from the widest
possible pool. In 2002, 69% of organisations experienced recruitment
difficulties.
Companies who develop work-life balance policies taking
these factors into account are likely to have the competitive edge:
- Graduates are interested in CSR track
records:
- All employees are interested in good
work-life policies:
- A DTI poll of 4,000 job seekers revealed that
33% would prefer to work flexible hours rather than receive
an extra £1,000 a year.
- 70% of job seekers want to work more flexibly.
- 46% chose flexible working as the benefit they
would most look for in their next job.
- Labour turnover costs are prohibitive:
- The average cost of labour turnover in 2001 was £3,462
per leaver.
- Turnover among managers cost an average of £5,699 per
leaver.
- 66% of organisations feel that turnover has a negative impact
on their organisation.
- BT’s work-life balance policy created a £3m saving
in recruitment costs in the year to March 2003 since 98% of
women returned after maternity leave. More…
- ·Women with children want to maintain their careers:
- One in 3 women say they have had to downgrade their career
expectations as a result of having children.
- Eldercarers want recognition for their responsibilities:
- One in 10 employees care for older people in an informal capacity.
- Lack of openness exists about eldercare in comparison with
childcare.
- Eldercarers use policies that do not publicly identify them
as carers, such as annual
leave entitlement.
- Women want flexibility to help with their dual responsibilities:
- Even when employed full-time, women still bear the overall
responsibility for running the home and looking after children.
- 92% of non-working mothers said that flexible working arrangements
would be essential or important in helping them back to work.
Where to next?
Productivity
Making a case
Factsheet
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