Russell-Cooke has collaborated with not-for-profit business organisation Resilience First on the second part of a two-part guide for organisations dealing with issues around flexible working on the back of the Covid-19 lockdown. Flexible Working: What happens now? was published on 2 March 2021.
This guide focuses on four aspects of the new working environment, namely People, Place, Processes and Tools and provides insights into, and considerations for, managing the new relationship between employers and employees. The guide also offers some markers on how to move forward and introduces new ways of working in, around, and from the office wherever that may be.
Resilience First is a not-for-profit business organisation that aims to improve business resilience in urban areas. It was launched in June 2018 and since then has gained a range of international champions and associates. Russell-Cooke has been a member of Resilience First since its launch.
Russell-Cooke contributors to the Processes section were:
Robert Hall, Executive Director of Resilience First, said: “The guide is timely in the light of the anticipated bounce back in the economy following the vaccine roll out and increased testing. People realise that any return to the office will see a mix of days of off-site and on-site working. Getting the balance right will depend on employee roles and employer expectations. Some will see reduced office capacity with HSBC announcing it will vacate 40% of its office space in the coming years, for example. This guide helps both employees and employers understand the challenges ahead.”
Russell-Cooke health and safety partner, Kizzy Augustin, commented: “Now that we know the roadmap for the return to ‘normality', employers need to consider what the new normal will look like for those based in offices. Some employees have found home working has given them a new work-life balance they want to keep but others have felt isolated and poorly managed or have been working in inadequate conditions. It is vital that employers consider the physical and mental health of their workforce when reviewing their plans for a return to work and whether a hybrid approach of both office and home/remote working is the best approach for their business. They have a duty to do so. This report is an important run-down of all the issues that need to be taken into account and we welcome an open discussion as we move into a new working mode.”
Part II of the guide can be accessed here.
Part I of the guide can be accessed here.