workforce
it can overcome the issue of expensive office space, avoid rush-hour commuting and reduce travel expenses. Adopting remote working where appropriate, can also help a company to reduce its carbon footprint, which helps employers present themselves as being socially responsible. “There are many flexible working options
available for all types of businesses. It’s important that employers find the ones that suit them best. Businesses which have already adopted flexible working arrangements need to make sure they are promoting this as a valuable employee benefit, so they are able to attract and retain the best staff.” One company which has benefited from
implementing flexible working is Cwmbran- based Pia which specialisies in producing accessible communication materials such as braille. Pia has a team of 11 staff of various ages,
including two with young children. The Agile Nation project has supported the company in strengthening its flexible working policy and bolstering its ITC connections to maximise the opportunities for remote working. One staff member has recently returned
from her second maternity leave and was able to renegotiate her hours with her management team to two full days in the office and the option to carry out work from home, communicating with her colleagues by email and working on marketing copy. Managing director at Pia, Sharon Williams
said: “As an employer, it’s important to be aware that there are things that are more important than work. I have a small close-knit team and we operate on mutual trust and understanding. “If a member of my staff has genuine
reasons for needing to work from home, whether it is domestic issues such as having their boiler fixed or childcare, I am happy to accommodate this. “We have a robust flexible working
procedure which is available to everyone, not just the working parents. My team is aware of what is expected from them in terms of productivity, so I don’t have a problem of employees taking advantage of the flexibility. “My experience of adopting flexible work
has been very positive and has been utilised effectively by the staff. “I am encouraged by the fact that our
staff turnover is very low and the last person who left was in 2006. Many of the current staff have been there for a number of years and have progressed in their careers. “The business is perhaps ahead of other
businesses of a similar size when it comes to flexibility. We introduced five paid domestic leave days in addition to the standard annual leave entitlement. This allows our employees to take time off for life’s emergencies such as if a relative is taken ill or if somebody has a doctor’s appointment. “I take my responsibility to be a
fair employer very seriously and I feel flexible working is an integral part of this commitment. The Agile Nation project has benefited PIA in many ways; the project officers have provided advice on keeping the staff handbook updated, ensuring it meets legislative requirements and that our flexible working policy is fit for purpose. “In addition, we benefited from the
project’s ITC expertise. They put us in touch with trusted suppliers to ensure we had a safe Virtual Private Network which allowed staff to work remotely. Because we sometimes deal with confidential and sensitive documents, having reliable technology is of huge importance. “I understand the challenges, that today’s
workforce face and that adopting flexible working makes good business sense. Being willing to offer staff flexibility when they need it helps build employee loyalty which is essential for a functioning and profitable business.”
THEbusiness QUARTER 17
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