IN DEPTH: FLEXIBLE WORKING FLEXIBLE WORKING:


With workforce shortages highlighted in the Long Term Plan as the biggest challenge facing the NHS, trusts need to do everything they can to 


A


report commissioned by the London Women’s Leadership Network (LWLN), part of the NHS Leadership Academy, cites lack of work-life balance


 leaving the NHS. But employees who are  in with the rest of their life are typically happier and more motivated. So what can we do as a Trust to enable more 


 in the Trust’s . The challenge can be in encouraging managers to look for reasons to say yes to requests, rather than no,” says Dawn Sullivan, deputy director of HR. “While it’s true that service demands   encourage managers to step back and think creatively about how they


Flexible working in the NHS: The case for action


The LWLN plan, commissioned in partnership with Timewise, recommends the NHS implements a  drive sustainable change:   profession, job role and specialty  Visit timewise.co.uk to read the full report.


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Dr Francesca Cleugh and Dr Dominique Allwood, job share role models


   ability to retain talented team members.”


REQUEST-RESPONSE MODEL  materials are being developed to support managers who are making decisions  a guide to accompany the Trust’s  module. Dawn hopes this will go some way to tackling what the LWLN report calls the ‘request-response’ model –  accommodated, rather than a way to  know working life no longer takes place from Monday to Friday, 9am to 5pm,” she says. “To meet the demands of a 24/7 health service we have to start looking  better work-life balance.”


“We also need to think about how we can develop more hybrid roles that allow  interests.”


FLEXIBILITY AT ALL LEVELS The LWLN report underlines the challenges all NHS trusts face in attracting and retaining high-calibre  left the NHS since 2011 citing work-life balance as the primary driver. While


A MORE CREATIVE APPROACH TO ROLES TO HELP US ATTRACT AND KEEP TALENTED STAFF


   is more complicated.


According to the LWLN report, 80 per cent of nurses who work for agencies do so because it gives them greater control over their shifts. In an environment where there is a huge gap between supply and demand, those employers  most attractive.


 some way to addressing the gender pay gap, says Dawn. The LWLN report found many women fear that asking   their progression to work part-time. “We need to make sure part-time and  seniority,” Dawn says.


ESTABLISHING A JOB SHARE Dr Dominique Allwood and Dr Francesca Cleugh are a great example of a job share at a senior level. Both wanted to apply for the role of associate medical director – but both had other commitments to factor in, including clinical work and a part-time post at The Health Foundation. By establishing a job share – and by having the permission to approach the role creatively – Dom and Fran were able to have the best of both  their dual skills. Read more about Dom and Fran’s role on the Trust blog . There are currently 1,753 people working part-time at the Trust out of a workforce of 12,432 (including honorary appointments). If you would like to  


FOR MORE INFORMATION


If you would like to get involved in  at the Trust, please contact: wendy.au-yeung@nhs.net.


www.imperial.nhs.uk


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