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The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center

The Alliance has always recommended having robust training, education, and support structures around flexible work in place in order to have a truly inclusive flex culture in your organization. However, our 2019 Law Firm Flexibility Benchmarking Study found pre-pandemic flex support to be too weak – only 6.1% of respondents had a flex affinity group, and two-thirds did not offer flex education. We recommend that organizations invest more resources to ensure flex programs are properly utilized and valued. During the pandemic, our Pulse Poll: COVID-19 & Reentry Study found that significantly less than a majority planned/launched trainings focused on remote work best practices.

While training and flex support is always necessary to make flex successful for both workers and their managers, it’s even more crucial during the pandemic as many employees are first time teleworkers, and many managers are leading remote teams for the first time too. Organizations must allocate resources to this area in order for their workforce to succeed in this new environment.

Continue Reading in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To further discuss training during and after the pandemic, contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center

Before the pandemic, organizations offered very different flexible work benefits based on employee status, responsibilities, and seniority. According to our 2019 Law Firm Flexibility Benchmarking Study, almost half of the firms indicated there was no formal flexible work policy for staff whereas nearly all firms (90%) offered formal flexible work policies for attorneys. During the pandemic, organizations have continued to offer disparate benefits for employees as demonstrated by our Pulse Poll: COVID-19 & Reentry Study; nearly 30% of respondents will determine whether to allow remote work based on an employees’ function.

Our recommendation has always been for organizations to close the gap between employees with respect to flexible work benefits. This is especially true during the pandemic, where everyone is facing exceptional personal and professional stress. During this time, it’s imperative for organizations to offer holistic flex to all employees in order to promote employee satisfaction, productivity, and retention. Holistic flex reflects the myriad of reasons today’s professionals want and need flexible work and includes both reduced hours and full-time options such as: telecommuting, flexible start/end times, compressed work schedules, and annualized hours.

Continue Reading in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To further discuss ways to offer holistic flexible working options to all employees, contact Manar Morales