Welcome to our Flexible Work Arrangements (FWA) Conference and Exhibition organised by NTUC Women’s Development Secretariat (WDS). Our theme today is See Why, Know How, Try Now on Flexible Work Arrangements.
We all know that the demand for flexible work is increasing and this is driven by changes to the labour market, demographics & social norms. We have more women in the workforce today, people are also retiring later, there is a shortage of skills, and the constant call for more work life harmony. Our joint survey with the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) last year, on women PMEs who have left the workforce indicated that majority of them felt that empathetic bosses and colleagues who are able to offer and support flexibility at work is more important than salary. These women have excelled at work and been promoted at least once before they quit due to the unavailability of FWA. And years of experience leave with them. Isn’t that a waste?
In the FWA folder, you can find some tips on how to engage your female employees so they will stay on with you even after starting a family along with a snapshot of our survey. There is also a booklet which some of last year’s Best Companies for Mums Awardees share their experience in supporting their employees with a family-friendly environment.
Other than attracting back to work women, FWA also works well to engage your current employees. Last week, we went out to Raffles Place to ask employees and bosses out there to support flexibility at work by prominently displaying badges like the ones you have with you now. We had many working women and some working men coming up to tell us YES , they need flexibility in their workplace and because of that, they will stick it at their desks to show their bosses!
I also met a European tourist and he asked me what were we promoting & when he saw the badge, he said, “You mean you guys just got started? We had that decades ago and is normal in our country!” I’m guessing he is from the Scandinavia.
Whether it is to start a family, to nurse a relative, or simply to have a life outside of work, their message is but an echo of many more employees having to juggle between the demands of work and family care. It tells us that more can be done!
FWA allows for an all-inclusive workforce because employees are empowered to manage their work based on outcomes rather than face time. As we will see later, the way work is being done is changing. We no longer just work in the office. Even as I speak, some of you may be replying urgent emails right now! J So flexibility doesn’t just benefit the employees, it works for companies too.
Today we are pleased to have with us today, a group of enlightened companies with good FWA practices to share their journey into FWA, dispel the misconceptions on FWA, help us to see why they implement FWA and what it takes to make it work sustainably.
There will also be an exhibition where we can learn more about their individual FWA initiatives and how they have benefited from it. Talk to their representatives to understand how and why they do it. With that, all we need to do is to give it a try now!
If you need just that little bit more help, WDS organises customisable FWA clinics regularly. In fact, we will be having one such session right here after lunch. Just approach the registration counter after the conference and sign up for it. If you can’t attend today’s session, leave us your contact and our staff will be happy to help sign you up for the session.
