(upbeat music)
In the past decade, just about every aspect
of work at companies has changed.
But for employees, one thing has remained the same.
Most companies require them to do most of their work
at the office.
This is an outdated approach that holds companies back
and has negative consequences.
Traditional, always in the office, work models
can be quite challenging for many employees,
but is particularly so for women.
BCG ran a survey of 16,500 employees,
across 14 countries
with both men and women ranking flexible-work options.
And we define flexible work as giving employees a say
in when, where, and how much they work.
And they rank flexible-work option
as the second most effective intervention
to increase gender diversity.
Companies benefit as well from successful-flex programs.
Flexibility helps to attract and retain the best talent.
And it's not just about recruiting.
Flex programs play a key role in talent retention.
Our research shows that at companies
with no flexible-work options,
women are 20% more likely to seek a new job
at another company.
Men in the same situation are even 30% more likely to leave.
Companies can help ensure successful-flex programs
through six imperatives.
Number one is to make sure that flexible work
doesn't hinder employee's advancement opportunities.
This is the key success factor.
Employees taking advantage of flex programs
should not be stigmatized for doing so.
Second, is to involve employees in setting up the policy.
Support across the company is critical
when the program is being developed.
So employees at all levels
should be engaged to define a vision for the policy.
Third, be flexible about flexibility.
There's no one size-fit-all model.
Companies should offer a variety of options.
So, while part-time may be attractive
to an employee with young kids,
another employee might simply need an extended vacation
and would opt for a leave of absence.
Number four is to make sure that the program works
on a day-to-day basis.
This means, as to ensure that employees stay connected,
companies might need to invest in IT and other resources.
Line managers need to be very supportive
of the program and aligned with their team members.
Five, ensure that the program is reason neutral
and is used by men.
Flex-work programs should not be gender specific
or designed to support one particular situation.
Men should be actively encouraged to use the program.
And finally six, ensure that employees
in senior leadership roles use the program.
It's critical that senior leaders across the company
actively participate.
This sends a signal that flexible work
does not take a person off the track to advancement.
In conclusion, not all flex programs will work
in all industries.
But every company can incorporate more flexibility
into it's operating model.
This will lead to more satisfied workforce
and help organizations unlock their full potential.
(upbeat music)