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Interesting discussion w/ colleagues todsy about home/remote-working & the #NHS approach to that in the future.
Prompted me to recap the great work done by @FlexNHS @workingfamUK & the evidence-base linking work arrangements to diversity/inclusion, engagement & performance 1/
Prompted me to recap the great work done by @FlexNHS @workingfamUK & the evidence-base linking work arrangements to diversity/inclusion, engagement & performance 1/
Some remote working is increasingly an option across NHS roles as part of hybrid/flex arrangement: IT technician might need to be on-site to fix a PC but not to answer service desk calls. Consultant might need to do ward round on-site but can do virtual appointments remotely 2/
A reminder that pre-COVID we had:
- 100,000 (~8.5%) NHS posts vacant
- 40% NHS staff reporting being unwell from work related stress.
- UK Healthcare professionals rating work/life balance quality 2nd lowest of all occupation groups surveyed by @CIPD
How can flex work help? 3/
- 100,000 (~8.5%) NHS posts vacant
- 40% NHS staff reporting being unwell from work related stress.
- UK Healthcare professionals rating work/life balance quality 2nd lowest of all occupation groups surveyed by @CIPD
How can flex work help? 3/
- Recruitment/Retention: 87% of people want to work flexibly. NHS trusts, like all organisations have and acquire a reputation for working arrangements - a pro-flex working culture will help attract/retain the best staff, especially younger staff crucial for talent planning 4/
- Diversity / Inclusion: flexible/remote working gives generic benefits to all staff but specific benefits to many with caring responsibilities (disproportionately women) and those with a disability. It supports staff welkbeing. Normalising flex working is diversity-supporting 5/
- Engagement / performance: flexible workers have higher job satisfaction, higher engagement scores, lower sickness absence rates and report higher productivity.
The evidence is overwhelming as the @CIPD business case documents: https://www.cipd.co.uk/Images/flexible-working-business-case_tcm18-52768.pdf 6/
The evidence is overwhelming as the @CIPD business case documents: https://www.cipd.co.uk/Images/flexible-working-business-case_tcm18-52768.pdf 6/
was all true pre-COVID, before recent months have shown transformation possible & added further pressures on NHS staff. Clear to me that NHS orgs cannot afford not to embrace flexible working. I’ll be an advocate for @FlexNHS in my Trust: let me know if you’ll join me too /end
