Agile Working

If you are serious about change, you as CEO's need to take the lead on women’s progression, moving this from a diversity initiative to a core business priority.




Without senior women, why would you think you can progress? You need to see them at all levels so you know you can be there too.




- Focus Group Participant

Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged.
Demonstrate visible leadership in tackling bullying, harassment and sexual harassment; send a clear message to all employees that poor behaviour should be called out and turn ‘zero tolerance’ policy into a reality. Provide informal methods of reporting.
Consult with women in your organisation about the changes they would like see to enable more women to succeed.
For the purposes of our analyis and report, we refer to this group of industries collectively as the STEM sector:  This includes, Construction, Manufacturing, Oil, Gas, Electricity, Water Supply, Waste Management, Scientific & Technical Services and Telecommunications / Information Technology.
 


If you are serious about change, CEOs and senior leaders need to take the lead on women’s progression, moving this from a diversity initiative to a core business priority. Set aspirational targets for the numbers of women you want to see at each senior level in your organisation.
Prioritise the development of excellent managers at every level of your organisation
Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged. Look at job design, technology, agile teams, and defeat the flexible working stigma that holds women back. Allow for non linear careers – your top talent will have times in their lives they need to take a step back.
Recognise that harassment and bullying still occurs, despite well-meaning policies. Call it out, deal with perpetuators, and make it simple and straightforward to report.
28 – 40 women: Build your network – be in a position to know about opportunities as they come up. Get real on sponsorship – identify senior people who will advocate for you. If you want a mentor, ask them.
The UK’s current and future talent pool is changing, as is today’s business environment and so the business imperative to adapt and develop the workplace has never been greater.
What are the key features of the 21st Century Workforce- its challenges and opportunities?
What should UK business do to remain highly productive and competitive amidst tough trading conditions and a rapidly changing marketplace?
In the 21st Century Workforce, flexibility becomes the norm, not the exception and a source of competitive advantage.
Read and download the research to learn what business can do to create an agile workforce.
Making Diversity Work for You and Your People. Many organisations are taking steps to ensure employees are placed to give their best performance, to recruit from a widening talent pool and to empower their managers with inclusive leadership qualities. The trends analysis from  the Opportunity Now and Race for Opportunity benchmaring survey represents findings from 76 UK employers, representing a combined workforce of 1.3 million.