The UK Government recently passed an important piece of flexible working legislation which will see a positive impact on equity, diversity and inclusion in the workplace.
On 20th July, the Employment Relations (Flexible Working) Bill received Royal Assent, paving the way for a more inclusive work environment for millions of people across the country.
That's because employees will be able to use this legislation, to request accommodations to how they work - which could help people with disabilities, allow companies to attract a more diverse mix of candidates and help working parents and guardians return to employment.
The bill at a glance
Full details of the bill can be found here, but we've summarised the main points below:
Two flexible working requests can be made by employees in a 12-month period (currently one)
Employers are required to respond within two months of receiving the request
Employees will not need to explain any impact resulting from the granting of the request, or how they would deal with it
Managers will not be able to refuse the request before consulting with the employee
Employees must complete 26 weeks' service with the company before they can make a flexible working request
Empowering people with disabilities
Traditional working hours and structures can impose limitations on disabled workers, some of whom may struggle with commuting to, or being present in, a physical work location for a designated period of time. In order to be more comfortable and productive in their role, they may wish to try different working hours or locations, until they find the right balance that allows them the equality adjustment needed to level the playing field.
By accommodating the needs of disabled employees through a flexible working agreement, these arrangements will help to enable individuals with disabilities to thrive in their chosen careers.
Encouraging diversity in recruitment
How business adopt this new Employment Relations (Flexible Working) Act 2023, will demonstrate their culture and commitment to diversity. Through wider adoption of hybrid and homeworking policies during the Covid-19 pandemic, organisations are now able to see clearly that where and when an employee is undertaking their work should have no bearings on their ability to perform their role.
It's certainly something prospective candidates are looking to see businesses embrace as well. The Chartered Institute of Personnel and Development (CIPD) identified in a research report published in May 2023, that approximately 4 million workers have changed roles because of a lack of flexibility. Whilst 71% of people surveyed said a flexible working pattern was important to them when looking for a role.
It's clear that flexibility is an attractive feature for jobseekers. With this new legislation in place, employers can reach a wider mix of candidates provided they promote their inclusive and flexible approach, helping to encourage applications from demographics who may have previously felt the industry or roles were inaccessible to them.
Supporting working parents and guardians
Working parents, carers and guardians are one of the groups with the potential to benefit from this new bill - although it's important to remember that flexible working requests are available to all employees, regardless of their personal circumstances.
Balancing family commitments with a career can be a challenge for many people, particularly when presented with rigid work schedules or a lack of support from employers. The Flexible Working Bill means working parents and guardians can request changes that will allow them to better integrate their work and family lives.
For example, remote working can save valuable time otherwise spent on commuting, while staggered hours might allow employees to drop off and pick up children from school, making it more accessible for people to remain in, or rejoin, the workforce while managing their childcare responsibilities.
Using the Flexible Working Bill to drive diversity
However businesses choose to adopt this landmark piece of legislation, it's clear to see the many positive benefits the Employment Relations (Flexible Working) Act 2023 could have on an organisation's equity, diversity and inclusion progress. Whilst opening up access to roles for people with protected characteristics, who may not otherwise feel the same career opportunities are available to them.
Developing an ED&I strategy for your business
The creation of an equity, diversity, and inclusion strategy is an important step for any business looking to create a more inclusive workplace.
Our insights guide offers valuable resources and information to help businesses tailor their approach to their specific needs and goals. By utilising this guide, businesses can ensure that they are creating a workplace culture that values diversity, fosters inclusion, and cultivates equity.