Law Management Section HR Forum

Wednesday 16 March 2016 The , London

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Join the discussion at #LMSHRForum2016 A2: The case for flexible working - what is new? Jessica Chivers, founder, The Talent Keeper Specialists Law Society Law Management Section HR Forum Jessica Chivers, founder of The Talent Keeper Specialists Wednesday 16th March 2016 Road map

1. The case for flexible working 2. Who’s doing something different 3. First steps you can take to shape a flexible culture in your firm

• Points for discussion and questions at the end

#TalkingFlex Three key points about flexible working

1. Flexibility starts 3. Flexibility needs with trust. to be owned and championed by leaders.

2. Flexibility isn’t just about women or for women (and babies aren’t a ‘women’s issue’....but that’s for another afternoon).

#TalkingFlex Male Champions of Change & Telstra

So what?

The number of women joining Telstra exceeded the number of women leaving for eight successive Telstra’s ‘all roles flex’ quarters, reversing a long- policy was driven by running trend. CEO, David Thodey. The total number of Telstra “We wanted to stop tinkering employees increased by around the edges of this issue 2.8%, while the total and do something disruptive that number of women increased would send a clear message. by 5.8% We’ve seen a strong increase in our ability to bring women into Telstra at mid to senior levels, The numbers of male just by inviting applicants to talk managers at Telstra taking to us about flexible working.” primary parental leave increased threefold. David Thodey, CEO, Telstra #TalkingFlex Freehills

Surveyed its staff in 2015:

• Almost 9 out of 10 said working from home was somewhat or very important.

• 75% said agile working enhanced productivity. “By rolling agile working out to all the London fee-earning >> Anyone can now work from home one day groups and giving people more a week if they want to. control over when, where and how they work, we hope to encourage more openness to different ways of working and to create a more diverse range of role models who work flexibly in the business.”

Ian Cox, managing partner for the UK and US. #TalkingFlex Talking flex when recruiting

• Experienced are staying in jobs they’ve outgrown.

• ‘Flexible Jobs Index 2015’ found only 6.2% of all jobs advertised flexible working options.

• More than half of job applicants are nervous of ‘talking flex’ if the job advertisement doesn’t explicitly mention it.

#TalkingFlex Simmons & Simmons

Simmons & Simmons has moved to ‘talking flex’ at the recruitment stage and now advertises its commitment to flexible working in all job advertisements.

“People working in other organisations sometimes feel that their flexibility arrangements inhibit moving to other firms. We are very keen for candidates, partners and employees, to be aware of our willingness and support to discuss flexible working arrangements at the start of the recruitment process. I believe this approach will enable us to increase further the talent we attract to our firm.”

Jeremy Hoyland, managing partner, Simmons & Simmons. #TalkingFlex Real women recruited into senior roles

I've successfully landed myself a new job! Super flexible, 4 days a week, Senior Governance Manager at the Open University in MK. I wouldn't even have applied if they hadn't pointed out in the ad that they'd consider 4 days - didn't even have to have a conversation about doing 5 and will probably be able to do 1 from home as well. Feeling good especially having done the interview following a night in A&E with the littl'un (he's all good!) Thanks for your encouragement in the workshop and beyond." Alison B, Open University. Tina was head-hunted for Company Secretary at Lloyds. She was “I have landed pretty much my dream job. The role was advertised full time and is based in London. I couldn't and wouldn't be able to do that with a 2 and 5 year upfront about her old, and living in Oxford. But the role is bang-on for me and I was confident I had unusual flexible quite a bit to offer. I spoke to the recruiting manager before I applied to outline my interest but also float need for flexibility. He was very open and encouraged working arrangements me to apply. Through the application and interview I threw myself into it and, at the start of the knowing boss was aware of my situation I didn't mention again in full interview panel which enabled me to be judged directly against other candidates. A day or process. She got a job two later I got a call saying I was preferred candidate and could we meet 1:1 to she wouldn’t have discuss terms on which both me and the org could make it work. It was a great, open, honest conversation." Angelique, Head of Campaigns, Refugee Action. gone looking for. #TalkingFlex Flexible working benefits in a nutshell

• Attract great people and keep the talent pool moving/staying for the right reasons. • Greater employee satisfaction, leading to more positive client feedback. • Better health of employees and reduction in absence. • Higher levels of productivity. • Substantial cost savings through reduced office space.

#TalkingFlex Moving to a flexible culture

1. Talk to your leadership team.

>> Which senior person or people in your organisation would be the ‘easiest’ people to start a conversation with? >> How could you start a conversation and when?

2. Communicate the benefits for everyone – this isn’t just for women.

>> What’s the best that could happen? >> How could you engage men?

3. Start with a pilot.

>> Where and when could you test flexible working? >> What are the first steps to getting started?

#TalkingFlex Reading, References & Resources

• Law Society of – parents in the profession guides: http://www.lawscot.org.uk/members/parents-in-the-profession/

• More women entering the law than men: http://www.lawscot.org.uk/news/2016/02/gender-equality-but-what-about-the-men

• www.malechampionsofchange.com

• McKinsey Paper – ‘Championing gender equality in Australia’ by Elizabeth Broderick, Elmer Funke Küpper, Ian Narev, and David Thodey: http://www.mckinsey.com/business-functions/organization/our-insights/championing-gender-equality-in-australia

• Men & Managers – Towards Gender Parity (summary of Coaching at Work conference keynote by Jessica Chivers): http://talentkeepers.co.uk/men-managers-conference-keynote

• Rayden Solicitors – flexible employer case study: http://talentkeepers.co.uk/emily-watson/

• Simmons & Simmons flexible recruitment: http://timewise.co.uk/article/first-law-firm-to-adopt-flexible-hiring

• Flexible fathers in the law: http://talentkeepers.co.uk/involved-fathers-committed-professionals

• Flexible working at Halebury: http://www.personneltoday.com/hr/law-firm-made-flexible-working-work/

• Flexible Jobs Index: http://timewise.co.uk/wp-content/uploads/2015/05/Timewise_Flexible_Jobs_Index.pdf

• Maternity comeback workshops: http://talentkeepers.co.uk/free-maternity-comeback-workshops/

• People on Twitter leading/championing flexibility in the law: @janvi25 @RaydensLaw @TalentKeepersUK @timewisejobs @flexibleboss @DiversityChamp1

#TalkingFlex About The Talent Keeper Specialists

The Talent Keeper Specialists Praise for Mothers Work!

Formed in 2012, The Talent Keeper Specialists helps employers keep, retain and develop returning talent through workshops, 1:1 coaching and culture-shaping initiatives aimed at line managers. We provide both off- the-peg and customised solutions through our select team of experienced coaching and talent practitioners.

Founder, Jessica Chivers, is the author of Mothers Work! How to Get a Grip on Guilt and Make a Smooth Return to Work (published by Hay House, 2011).

Client roll-call includes Law Society of Scotland, Oxfam, Telefonica Digital, Carillion, ICAEW, RBS and Twinings. Read more at www.talentkeepers.co.uk and see a commentary clip from BBC News 24: http://bit.ly/1i6qNmD “Smart, warm and incredibly well researched. This is THE book employers should be giving all their women returners.” Karen J. Pine, Professor of Psychology, University of Hertfordshire

“Jessica Chivers is the perfect ally for a new mother who is pondering whether and how to go back to work. Her chatty style, empathy and wealth of anecdotes make this an easy read as well as a rich source of valuable advice.” Octavius Black, CEO, The Mind Gym Law Management Section HR Forum

Wednesday 16 March 2016 The Law Society, London

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Join the discussion at #LMSHRForum2016