Think Business, Think Equality | Flexible Working

2What does your policy state?

Select all that apply

It states that all roles will be considered flexible by defaultIt sets out the types of flexibility availableIt details how to request flexible workingIt explains how requests will be dealt withNone of the above

4Do you consider and communicate flexible working options as part of your recruitment process?

YesNo

5Which of the following do you do?

Select all that apply

We advertise flexible working for all rolesWe consider flexible working by default when designing or recruiting for rolesWe discuss flexible working options with candidates during recruitment and promotion processesWe clearly communicate that flexibility is available unless there is a strong business reason otherwiseNone of the above

6How are flexible working requests decided?

Decisions are made using a clear, consistent process with support or oversight from HR or senior managers.We have decision-making guidelines, but it is not mandatory to use them.Decisions are made on a case-by-case basis.

7Do you record and monitor flexible working requests, including outcomes?

Yes – we record and monitor all requests and outcomes.We record some requests or outcomes but not systematically.No.

8Do you support and train line managers on managing flexible and hybrid working?

Yes – training and guidance are provided.Some guidance is provided, but no training.No.

9Do you offer trial periods for new flexible working arrangements to help find workable solutions?

Yes – trial periods are standard practice.Sometimes, depending on the situation.No – we've never tried this.

10Do you check that staff working flexibly have equal access to development and progression opportunities?

Yes.Not sure.No.

11Is flexible working used in frontline or customer-facing roles?

Yes – flexible working is used regularly in these roles.It's used sometimes, but it's not the norm.No – it isn’t used.

12In which of the following situations do you proactively discuss flexible working options with staff?

Select all that apply

During staff inductionIn return-to-work meetings (e.g., after maternity, parental, or long-term sick leave)When discussing reasonable adjustmentsDuring annual performance reviewsNone of the above

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Think Business Think Equality

Flexible Working

Flexible Working

1Do you have a written flexible working policy that applies to all roles?

2What does your policy state?

3Do you proactively encourage flexible working in senior and leadership roles?

4Do you consider and communicate flexible working options as part of your recruitment process?

5Which of the following do you do?

6How are flexible working requests decided?

7Do you record and monitor flexible working requests, including outcomes?

8Do you support and train line managers on managing flexible and hybrid working?

9Do you offer trial periods for new flexible working arrangements to help find workable solutions?

10Do you check that staff working flexibly have equal access to development and progression opportunities?

11Is flexible working used in frontline or customer-facing roles?

12In which of the following situations do you proactively discuss flexible working options with staff?

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