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(upbeat music)

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In the past decade, just about every aspect

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of work at companies has changed.

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But for employees, one thing has remained the same.

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Most companies require them to do most of their work

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at the office.

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This is an outdated approach that holds companies back

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and has negative consequences.

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Traditional, always in the office, work models

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can be quite challenging for many employees,

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but is particularly so for women.

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BCG ran a survey of 16,500 employees,

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across 14 countries

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with both men and women ranking flexible-work options.

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And we define flexible work as giving employees a say

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in when, where, and how much they work.

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And they rank flexible-work option

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as the second most effective intervention

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to increase gender diversity.

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Companies benefit as well from successful-flex programs.

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Flexibility helps to attract and retain the best talent.

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And it's not just about recruiting.

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Flex programs play a key role in talent retention.

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Our research shows that at companies

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with no flexible-work options,

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women are 20% more likely to seek a new job

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at another company.

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Men in the same situation are even 30% more likely to leave.

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Companies can help ensure successful-flex programs

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through six imperatives.

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Number one is to make sure that flexible work

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doesn't hinder employee's advancement opportunities.

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This is the key success factor.

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Employees taking advantage of flex programs

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should not be stigmatized for doing so.

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Second, is to involve employees in setting up the policy.

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Support across the company is critical

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when the program is being developed.

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So employees at all levels

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should be engaged to define a vision for the policy.

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Third, be flexible about flexibility.

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There's no one size-fit-all model.

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Companies should offer a variety of options.

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So, while part-time may be attractive

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to an employee with young kids,

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another employee might simply need an extended vacation

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and would opt for a leave of absence.

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Number four is to make sure that the program works

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on a day-to-day basis.

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This means, as to ensure that employees stay connected,

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companies might need to invest in IT and other resources.

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Line managers need to be very supportive

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of the program and aligned with their team members.

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Five, ensure that the program is reason neutral

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and is used by men.

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Flex-work programs should not be gender specific

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or designed to support one particular situation.

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Men should be actively encouraged to use the program.

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And finally six, ensure that employees

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in senior leadership roles use the program.

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It's critical that senior leaders across the company

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actively participate.

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This sends a signal that flexible work

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does not take a person off the track to advancement.

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In conclusion, not all flex programs will work

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in all industries.

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But every company can incorporate more flexibility

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into it's operating model.

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This will lead to more satisfied workforce

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and help organizations unlock their full potential.

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(upbeat music)