NEWS Agile Future Forum plans global index
also suggested repositioning parental,
THE Agile Future Forum (AFF) is to
extended to carers. In addition, the
embark on phase two of its drive to
manifesto said government should
reposition the flexible working agenda
promote the adoption of agile working
as a business issue.
through business rates.
maternity and paternity leave as ‘family leave’, which would also be
Interviewed in this issue of Flexible
Enei chief executive Denise Keating
Boss, AFF chief executive Fiona
said: “Members believe there should
Cannon said the organisation is
be a re-energised approach which
establishing itself as a not-for-profit
holds government, organisations and
and will be sharing its research and a
individuals accountable for progress.
global agility index in November.
Many employers are working hard to
AFF was launched by 22 founder
make their workplaces inclusive, but
employers in June last year, including
increasingly we feel that more needs
Lloyds, BT, Tesco and John Lewis. Its
to come from the government to create
initial report, compiled by consultants
the right environment for change.”
at McKinsey, found agile working
Older workers create legal challenges
practices offered benefits equivalent to 3%-13% of workforce costs. It will now offer free tools to organisations, including an Agility Readiness Index that companies can
Vince Cable: business secretary
use initially to establish their current
THE rising number of older workers is presenting companies with an unprecedented range of employment
level of agility and a Business Value
law challenges, a law firm has said.
Assessment tool designed to help
and that had kept many people in
businesses implement agility.
work. “Some types of contracts which
employment at Rosling King, said there
offer fewer employment rights, and
were advantages to having a mature
be able to see a shift in the way we
which were never designed to be
workforce, but employers need to be
deal with this issue that will create
widely used, have become much
aware of risks to avoid discrimination
organisations who are able to be more
more commonplace. As the economy
claims. “People over 50 are more likely
competitive in the global marketplace.
recovers, it is right to explore giving a
to be loyal, help motivate other staff
We want to position the UK as number
silent minority of workers the security
and mentor new recruits as well as
one on this issue,” said Cannon.
and rights enjoyed by the majority of
possessing an admirable performance
employees,” he added.
record,” she said. She gave the
“I’m really optimistic that we’ll
Jacqueline Kendal, head of
Cable announces ‘worker’ review
findings by the end of the year and
reporting 20% higher performance
submit recommendations for next
in outlets that employ workers over
BUSINESS secretary Vince Cable has
steps to ministers by March 2015.
60. Some organisations also report a
Officials expect to present interim
example of fast food chain McDonald’s
decrease in short-term absences.
launched an employment review to
Employers set out diversity manifesto
and age-related health conditions
WORKPLACES need to become
age and disability discrimination.
and planned legislation on zero hours
more inclusive for the UK to remain
Employers must also ensure historical
contracts, which highlighted the
globally competitive, according to the
references to a fixed retirement age
problem of people on ‘worker’ rather
Employers Network for Equality &
are removed from contracts and staff
than ‘employee’ contracts. Worker
Inclusion (enei).
are aware there is no fixed retirement
help clarify and potentially strengthen the employment status of up to a million British workers. It follows the government’s review
contracts have fewer basic rights, such
Setting out a manifesto for change
However, she said long-term absence need to be handled carefully to avoid
age, unless there is a justifiable reason for an age limit remaining in place.
as those around unfair dismissal and
in UK workplaces, the network
maternity pay. They do not have the
called for the government to set
right to request flexible working.
proportionate diversity targets in
and associated documents must be
employment and introduce mandatory
defined flexibly enough to provide for
company reporting on the issue. It
retirement through choice.
Cable said employers had been resourceful during the recession
www.flexibleboss.com
Kendal added that share schemes
Flexible Boss: October 2014
5