Working parents are increasingly feeling burnout. This is due to the toll of family and work obligations. A third of parents reported being burned out often or all the time, which has a negative impact on employers. National Work Life Week, started yesterday and organised by Working Families, is an opportunity for employers to start conversations with their staff about work-life balance, reminding them of the family friendly and flexible working policies they have in place

Capgemini UK’s recently launched Active Inclusion programme has introduced a new approach to flexible working, driven by the leadership team. With an intensified focus on diversity and inclusion, and a vision ‘to be a truly diverse and inclusive organisation, where everybody feels valued, included and empowered’, flexible working is naturally a core part of our strategy.

I spoke to Capgemini UK HR Director Frances Duffy who told me what the new approach means: “Our employees have extremely varied home lives, responsibilities and outlooks. Every employee is juggling unique demands; we cannot expect one, rigid work routine to suit everyone. That’s why we have decided to launch a new policy on Work Life Harmony which will enable employees to consider their own personal situations to a greater degree.

“From an external viewpoint, we have forged a strong stance on diversity and inclusion with revamped job advertisements, 50 new role models mobilised to represent Capgemini and a growing Twitter presence.  Internally, actions range from re-launched policies, to unconscious bias training for VPs, to the Active Inclusion Survey in July”.

Paul Margetts, Capgemini’s UK CEO, Application Services, shared his views on Work Life Harmony with Hire Me My Way. He wrote: “When every employee has a different life and responsibilities outside of work, how can one rigid, ‘9-5’ approach fit everyone, everyday? The answer is clear – it can’t. With technological advancements having an impact on every part of society and workplace, it’s time for the workplace to be redefined.”

Paul continued: “This is a significant cultural change for us, and we know that changing the status quo will not be a simple or easy task. However, we have a fantastic platform to start; in our recent diversity and inclusion survey 61% of our employees said that they are offered flexibility around their personal circumstances. I would like to make it 100%. If we truly want to create an inclusive culture where every employee feels respected and empowered, flexible working is not a nice-to-have – it’s a necessity.”

You can read the full article on Hire Me My Way and to find out more about Capgemini UK’s Active Inclusion programme, read this blog post from Tricia Driver, UK Recruitment Diversity Lead.

We already have some excellent examples of people working flexibly – see here for some of Capgemini’s female employees discussing their views on this issue.  You can also read this blog post by Andrew Harmel-Law who leads a team of software engineers and shared his thoughts on what work-life balance means to him.