New legislation requiring employers to consider requests for flexible work arrangements will ensure work-life balance issues are top of the business agenda in 2008.
While the new legislation will ensure that employers give serious consideration to requests for flexible work, EEO Trust Chief Executive Dr Philippa Reed says many employers already strive to offer flexible working options and other work-life initiatives in order to recruit and retain valuable people.
The EEO Trust works with employers to assist them to radically improve their employment brand by supporting diversity and work-life balance. For the past 10 years it has recognised and rewarded leading employers at its annual EEO Trust Work & Life Awards.
SMEs have featured strongly in the Awards over the years. Entrants from around the country report improved recruitment, retention, commitment and productivity as a result of work-life initiatives.
For example, one of the winners in 2007 was Enterprising Manukau. Like many small businesses, its flexible employment approach evolved as staff endeavoured to create a work environment that helps them to be productive at work and happy at home.
The Enterprising Manukau team comprises nine full-time and four part-time salaried staff, as well as four casual staff.
Flexible working and other work-life initiatives support Enterprising Manukau’s vision to create and develop an environment for sustainable business and employment opportunities.
“As we’ve grown, we’ve identified skills gaps that needed to be filled quickly,” said CEO Gaelle Deighton. “For example, difficulties in filling a receptionist role led to a job share position being created while the need for an experienced business mentor led to a part-time position for 76-year-old Colin Aiken.”
Enterprising Manukau persuaded Colin Aiken to turn his back on conventional retirement more than 10 years ago and he has co-ordinated the Counties Manukau wing of Business Mentors New Zealand ever since. “It’s a mutually successful arrangement in that Colin is able to work part-time around outside commitments and Enterprising Manukau has his specialist expertise,” says Gaelle Deighton.
Despite Enterprising Manukau’s budget constraints, staff can take five days paid study leave, 10 days sick leave and extended bereavement leave. One ill staff member was given extended leave of absence and another was given extended parental leave.
For Enterprising Manukau, the most obvious benefit of its work-life initiatives is the “family atmosphere”. “Whenever we have a challenge to meet, everyone pitches in to help out,” said Gaelle Deighton. “This is reflected in the positive business relationships we have with our clients, funders and customers.”
Auckland-based temporary recruitment firm KC Temps won an EEO Trust Work & Life Award in 2004 for its innovative and flexible approach to work-life issues. Director Alexis Siermans says that the success of the business depends on fostering long term relationships with clients and candidates so work-life policies are a core part of the business’s competitive strategy.
“This meant developing a business structure and culture that enhanced everyone’s health, well-being and education, while also acknowledging family values and supporting team members who needed flexible employment options,” says Ms Siermans.
A first for KC Temps in 2007 was employing two consultants on a job share basis. “We did it in order to get qualified staff and it’s working really well.”
Ms Siermans reports a number of benefits from supporting work-life balance. “There have been considerable cost savings from a reduction in special leave and sick leave, and savings in training and recruitment costs because staff retention increased,” she says.
KC Temps’ clients tend to be very aware of the benefits of having access to temporary staff so Ms Siermans does not believe the new legislation will have a major impact on her clients’ businesses. However, she says she has noticed that clients of the permanent side of the business, Kirwan Consulting, seem to becoming more likely to emphasise the flexibility available to appointees.
“We’ve recently picked up two senior HR positions to fill and both are strongly emphasising the flexibility available in the roles. Both are part-time with hours negotiable depending on the candidates.”
Philippa Reed says that SMEs with concerns about how the new legislation will impact on them can take heart from the experiences of other small businesses. “Flexible working options are not just about meeting the needs of staff. They also create an environment where employees are more likely to go the extra mile to meet the needs of your business.”
For more information on the new legislation go to www.dol.govt.nz/worklife.
