Diversity & Workplace Flexibility

April 2, 2014

When the reactive approach is used which means that the organization already has a somewhat diverse workforce, the positive aspects are that the organization can actually do an audit or assessment prior to design workplace flexibility practices.

We know that these two areas are linked.But what we are yet to understand is which one determines or impacts the other.So in essence,we are trying to answer this core question through the article – Does a flexible workplace lead to a more diverse workforce being there within an organization OR if the organization has a diverse workforce it tends to create a more flexible workplace?

As you might already see, the first approach is a proactive one and the second approach is a reactive one.Therefore if the organization’s vision is to be an equal opportunity provider and have employees from various segments of the population, it might first focus on setting the processes and framework that can supportive the needs of all kinds of employees. This could be any or all of the following – Job sharing, flexible timings,work from home arrangements, telecommuting,availability of childcare facilities, part-time working, compressed work weeks, staggered maternity leave and so on.As per popular belief these are the requirements of some sections of the employees.This kind...

Simran Oberoi

is an HR expert with over 20 years of experience in advisory, knowledge development, and research, in Compensation & Rewards, Diversity, Equity and Inclusion and Leadership Development. She is an Associate Director at Aon, in the Learning Center, which works with clients on bespoke learning journeys to enhance their enterprise and HR capabilities. She is also a TEDx speaker, SHEROES Champion, and Faculty for Diversity & Inclusion.

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