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Work-Life Balance

Work-Life Balance. Jane Coleman, Assistant Director of Personnel Services. Definition.

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Work-Life Balance

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  1. Work-Life Balance Jane Coleman, Assistant Director of Personnel Services

  2. Definition Work-life balance (WLB) is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. [Employers and work-life balance – the Work Foundation]

  3. Positive Benefits • Reduced sickness absence and stress • Greater commitment and motivation • Increased productivity – individual and organisation • Improved recruitment and retention of talent • Enhanced customer service/reputation

  4. Work preferences • Workers spend on average equivalent of 32 days a year travelling to and from work & 1/3 of employees would take pay cut if could work from home[YouGov & WebEx survey 2006] • 1 in 3 would prefer flexible working hours to £1k pay rise & right to work flexibly valued more highly than any other perk, including company car [DTI survey] • 7.4 million part-time workers in UK [ONS, 2004] – 78% of whom are women

  5. Attitudes towards WLB • Treadmill athletes • Success-seekers • Home heroes • Free spirits • Balance masters Which one are you?!

  6. Legal Framework • Working Time Regulations • Maternity and Parental Leave Regulations • Paternity and Adoption Leave Regulations • Part-Time Workers (Prevention of Less Favourable Treatment) Regulations • Flexible Working Regulations - Forthcoming in April 2007– amendment to include carers

  7. WLB Framework (1) Policies and practices (2) Support for individual employee & capability (equipping them with skills to manage own WLB) (3) Culture change

  8. Individual Capability • Understand various demands on your time & your emotional/mental energy • Be clear about your priorities • Spend reflective time to find ways to work smarter and play smarter • Manage expectations and accept consequences of choices • Build resilience and ability to stick to choices [D Clutterbuck, “Managing Work-life Balance” 2003]

  9. Barriers to Effective WLB • Organisational level • Individual level

  10. What does Warwick offer? • Flexible Working Policies/Guidelines – options available include Unpaid Leave; Part-time (reduced hours); Term-time only; Staggered Hours; Flexi-time; Job Share; Compressed Hours. • Nursery provision & childcare vouchers etc • Springboard programme • Enhanced maternity & paternity leave etc • Sports facilities on campus • Occupational Health and Counselling services • Mentoring scheme

  11. Other Options • Teleworking • Career breaks for carers/other staff • Study leave for non-academic staff • Flexible benefits package – eg additional holiday in lieu of pay or other benefits • Personal development plans • Phased retirement • Time off for community work/duties

  12. Group Discussion • Group 1: Consider ways in which you can improve your own WLB and/or that of your team • Group 2: What can the University do to improve the WLB of its employees?

  13. Questions

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