0Content Property of Cielo

FLEXIBLE WORKING:BUSINESS OBLIGATION OR

BUSINESS IMPERATIVE?

Presented by Sue Brooks, EVP, Cielo

and a panel of Diversity & Inclusion experts

Organizations around the globe are struggling to attract and

retain diverse workforces that reflect the mix of their

customers. This webinar will share an actionable guide to

flexible working and job sharing strategies that will ensure

your workforce is not only diverse, but equally agile and

engaged. The ability to work flexibly is not just a crucial factor

in the recruitment of women into senior roles but for securing

talent individuals across all levels from any generation.

1Content Property of Cielo

TODAY’S GUESTS

Sue Brooks,

Executive Vice

President, Cielo

Michala Michael,

D & I Lead, CieloPauline Bell,

Director, Sticky Change

Vikki Leach,

Director:

Culture, Engagement,

Diversity & Inclusion,

Avanade Inc.

Jemima Jefferson,

Diversity &

Inclusiveness

Specialist

2Content Property of Cielo

Definitively identify the

link between superior

talent practices and

organizational

performance.

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The best business

performers are far more

likely to devise effective

strategies to support

employees’ work-life

balance.

Top performers

embrace

diversity and support

a variety of work

styles.

Top performers are far

more effective at

motivating and meeting

the needs of different

generations within their

workforce.

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MACRO DRIVERS: BUSINESS OBLIGATION VS.

BUSINESS IMPERATIVE

Growth:

Diversification & Transformation

Innovation:

Diversity & Inclusion

Readiness & Sustainability:

Agile Workforce

Increased Performance:

Convergence – Customer

& Employee Experience

Digital & Cloud:

Connectivity & Collaboration

New Value Metrics:

Financial & Business Purpose

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WHAT TALENT WANTS

Women

Men

Generations

Industries

Flexible

Working

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WOMEN IN TECHNOLOGY: CRITICAL FACTORS

WHEN CONSIDERING A JOB

80%

80%

80%

79%

79%

77%

71%

70%

67%

64%

64%

61%

59%

52%

49%

46%

14%

Convenient location and commute

Open and inclusive working environment

The ability to work flexibly or part-time

Working in a challenging and fulfilling role

Values and culture of the organisation

Opportunity to make a difference

Well remunerated

Working with inspiring leaders and role models

Family friendly policies and practices

Opportunities for career progression

The ability to work from home

Job security

Attractive benefits

Seniority, status and recognition

Exciting products and services

Limited travel requirements

Opportunities to travel

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2

3

4

5

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Across the board, 15% of male employees and 21% of female

employees say they would give up some of their pay and slow the

pace of promotion in exchange for more workplace flexibility.

Millennials want more flexibility – if they were able to make their

current job more flexible, 64% of Millennials would like to

occasionally work from home, and 66% of Millennials would like to

shift their work hours.

PWC NEXTGEN SURVEY KEY FINDINGS

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WHAT DOES FLEXIBLE WORKING MEAN?

89% Want access to flexible career opportunities

79% Some degree of home-working would help

them to work full time

64% Want access to roles where they can be flexible with their schedules

60% Would ideally like to work part time (3 days a

week) or in a job share

54% Seek a job with some home-working

25% Work partly from home and want to continue

24% Work full time and want to continue

8% Work exclusively from home and want to

continue

Career goalsDesired working patterns

Home

Working79%

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HOW DO WE SOLVE THE PART-TIME

CONUNDRUM FOR SENIOR ROLES?

89% Want access to flexible career opportunities

79% Some degree of home-working would help

them to work full time

64% Want access to roles where they can be flexible with their schedules

60% Would ideally like to work part time (3 days a

week) or in a job share

54% Seek a job with some home-working

25% Work partly from home and want to continue

24% Work full time and want to continue

8% Work exclusively from home and want to

continue

Career goalsDesired working patterns

Home

Working79%

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JOB SHARING: SOLVING THE PART-TIME

CONUNDRUM

Example Job Sharers:

• CEO, MD, SVPs, Directors

• Director Insolvency Team

• Sales Director

• Tax Partner & Senior Auditor

• Senior Project Manager

• Marketing Director

• Transactional Corporate Lawyer

• Strategy & Planning Director

www.thejobshareproject.comThe Job Share Research

11Content Property of Cielo

THE FUTURE OF WORK

Anytime. Anywhere.

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VIRTUAL WORK – TECHNOLOGY INNOVATION

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THANK YOU!

www.cielotalent.com