Work-life balance, who is it for?
Work-life balance does not just apply to parents or carers, but is an agenda relating to everyone. Work-life balance initiatives and policies (such as the flexible working policy) are aimed at every member of staff, irrespective of personal circumstances.
What’s in it for me?
Work-life balance is ultimately about improving people’s lives and facilitating access to paid employment and career opportunities. It also allows staff to engage with their passions, families and communities beyond work, leading to more fulfilling lives. Encouraging and promoting healthy work-life balance also sends out positive signals to students.
What’s in it for my employer?
In short, work-life balance benefits include increased productivity, increased staff retention, reduced staff turnover, lower rates of absenteeism, reduced overheads and a more motivated, engaged workforce.
What does this look like on a work culture level?
The School is committed to fostering an inclusive environment promoting equality, valuing diversity and maintaining a working environment in which the rights and dignity of all its staff and students are respected. This can only be achieved by enabling all staff to balance their work and life commitments. For example, if staff have access to improved maternity rights and family-friendly working arrangements, it allows them to move along a more linear career path more quickly, making a positive difference to individuals career progression.
What does this look like on a work culture level?
The School is committed to fostering an inclusive environment promoting equality, valuing diversity and maintaining a working environment in which the rights and dignity of all its staff and students are respected. This can only be achieved by enabling all staff to balance their work and life commitments. For example, if staff have access to improved maternity rights and family-friendly working arrangements, it allows them to move along a more linear career path more quickly, making a positive difference to individuals career progression.
What about people who just love to go to work?
Work-life balance is not just targeted at people who would like to reduce their hours or work more flexibly. It is about supporting an individual in fulfilling their aspirations and responsibilities. For some staff that might mean that their perfect balance is to work long hours.
What does this mean for the University?
Excellent work-life policies and practices can be effective recruitment tools allowing the University to attract and retain more talent. Moreover, staff loss or turnover represents a significant cost to the University. Work-life policies can help increase retention rates and decrease turnover, reducing overhead costs.
What are my legal rights to a healthy work-life balance?
As an employer, the University is bound to follow legislation that strengthens and supports employees’ rights to a satisfying work-life balance. This includes legislation supporting working time, maternity/ paternity rights, exceptional leave or flexible working rights (extending beyond those having children or caring responsibilities). All of Glasgow University’s policies can be found here.
What’s in it for my employer?
In short, work-life balance benefits include increased productivity, increased staff retention, reduced staff turnover, lower rates of absenteeism, reduced overheads and a more motivated, engaged workforce.