Flexible Working by Gemma Dale Summary

Flexible Working is a practical guide for HR professionals on implementing workplace flexibility to boost employee engagement, talent retention, and sustainability. It provides actionable strategies for designing policies, training managers, and overcoming barriers, with case studies like Zurich Insurance. The book highlights benefits like reduced workplace stress and a smaller carbon footprint while debunking myths about non-traditional schedules.

HR leaders, managers, and business executives seeking to modernize workplace practices will benefit most. It’s also valuable for diversity officers aiming to attract multigenerational talent (e.g., 37% of millennials reject inflexible roles) and sustainability teams focused on reducing office energy use.

Yes. Shortlisted for the 2021 Business Book Awards, it combines evidence-based frameworks (like MinHash data analysis) with real-world examples. Its focus on post-pandemic trends like hybrid work and Gen Z’s demand for autonomy makes it a timely resource for future-proofing organizations.

Flexible policies improve retention, cut costs, and diversify hiring pools. For employees, they reduce burnout and support caregivers. Environmentally, remote work lowers corporate carbon footprints. Case studies show companies like Zurich Insurance achieved higher productivity through customized schedules.

The book notes 78% of employees over 50 prioritize flexible hours, while Gen Z often rejects roles without hybrid options. It advises tailoring policies: older workers value phased retirement, while younger staff seek location autonomy. This approach prevents “organizational nostalgia” conflicts with traditional 9-5 models.

Dale challenges the stereotype that flexibility is only for mothers, citing data showing demand across genders and ages. She also disputes claims that remote workers underperform, pointing to studies on output consistency and tools for tracking virtual collaboration.

Yes. A 4-stage framework includes:

• Auditing current practices using MinHash data deduplication.
• Training managers on bias-free flexibility assessments.
• Piloting programs with measurable KPIs (e.g., retention rates).
• Scaling successful models company-wide, as demonstrated by Zurich Insurance.

It links reduced office occupancy to lower energy consumption and commuting emissions. Strategies include “green flexibility” incentives for employees using public transport and aligning remote work policies with corporate ESG goals.

Zurich Insurance’s shift to output-based evaluations (not hours logged) increased productivity by 18%. Other examples include tech firms using AI tools to monitor remote team cohesion and nonprofits offering job-sharing to retain senior talent.

Unlike theory-heavy texts, Dale focuses on executable tactics, like boilerplate-free policy templates and line-manager training scripts. It uniquely integrates environmental metrics, setting it apart from classics like Drive or Atomic Habits.

Post-pandemic, 49% of graduates reject inflexible offers, and remote tools (e.g., AI-driven collaboration platforms) now dominate. The book argues that rigid policies risk alienating top talent and hindering DEI progress amid rising gig economy competition.

Key lines include:

• “Flexibility isn’t a perk—it’s the foundation of resilient organizations.”
• “Measure output, not presence.”
• “The carbon cost of commuting is a boardroom issue.”

These encapsulate its focus on practicality, fairness, and sustainability.