Expanding access to workplace flexibility is crucial for enabling work life balance and driving employee engagement. It can also help mitigate the war for talent. Flexibility is mutually beneficial when both the employer and employee experience superior outcomes 

According to Glassdoor’s 2015 Employment Confidence Survey, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. A further deep dive on kind of benefits by another survey found that, after health insurance, employees place the highest value on benefits that are relatively low-cost to employers, such as flexible hours, more paid vacation time, and work-from-home options. Further more studies have revealed that employees working flexi are not just more engaged, tending to stay longer but are more productive too. 

With the employee’s voice being so clear on the flexi working options, organizations of today are in the perfect position at the perfect time to make a difference. Whether it’s flex-time, job sharing, telecommuting, condensed/reduced work week, leaves/sabbaticals, or phased retirement, there are plenty of way to enable flexi working which is further powered by technology. While the formula for flexi working seems simple not many have aced the implementation and there are a mixed responses from both the employer and the employees. Discussing and debating the best practices that are relevant to our part of the world may unlock some secret ingredients to enabling flexi working. 

NASSCOM along with Barclays is pleased to invite you for a roundtable. 

• The Best practise that have worked successfully. Are these Gender agnostic?
• The age group of employees availing the benefits and the frequency if measured along with the broader reasons.
• The technology as an enabler for flexi working
• The biases surrounding flexi working and mitigation strategies
• Highlight the benefits as perceived by the Employees and also as measured by the Organization