Diversity is central to our success as a Society

“Open the flood gates because people are drowning behind them.”

In her words, Flex Appeal campaigns “for employers to offer flexible working to all staff. It might be compressed hours, homeworking, flexitime, smarter shift patterns or any other variation, but hundreds of studies have shown flex improves access to work, reduces stress and improves our physical and mental health. And it’s good for employers, because it raises productivity, improves loyalty and can cut costs.”

Working from home was certainly boosted up the flex agenda at Nationwide in March 2020 when, overnight, almost 10,000 colleagues left our offices for a ‘two-day’ homeworking trial which has yet to end. A timely investment in late 2019 giving colleagues new laptops enabled with MS Teams proved pivotal in making this a success.

Of necessity, old attitudes about control and presenteeism were swept aside. But Anna is keen to point out that enforced home working is not the same as flexible working and that the debate is ongoing.

In November 2020, Flex Appeal published a report, Forever Flex, sponsored by Robert McAlpine investigating next generation working and what flexible working looks like post-Covid crisis.

Its recommendations include employers being open and honest, and not making assumptions on behalf of colleagues.

“Ongoing two-way communication is critical. Talk honestly and openly, and try to share vulnerabilities. Listening is even more important. Where’s the rub in your day? What one small thing would improve your working life?

“A flexible approach still needs boundaries. Do you need people to work core hours? Are there certain service levels that must be met? Should people communicate in specific ways? Tell them. Make expectations crystal clear.”

The key Anna says is to “Recruit the right people, trust them and empower them”.

At Nationwide, we want you to be able to work in a way that suits you. Early in 2021, nearly 9,000 colleagues completed our 'Future of Work' survey so their ideas and needs could shape how we move forwards. If you’re considering us as your next employer, do talk to us about what flexibility helps you do your best work.

*'A flexible future for Britain' report by Timewise

A two-way dialogue

“Back in the summer, we asked the organisation to stand up to this problem and confirm silence is not an option, because we’ve been sat for too many years saying nothing and that’s why nothing’s changed,” Aisha says.

“So across a day and a half, we produced a video with 500 colleagues coming forward from all walks of life to hold up a Silence Is Not An Option card to show allyship to those that needed it the most at that time.”
The video, alongside a number of intranet articles, became the Society’s most liked and commented upon intranet post when it was launched and was later screened at an event for the Society’s top 1,000 leaders."

Then during Black History Month in October, the network ensured posters were on display in every branch across the UK and involved 5,000 colleagues in celebrating Black achievement.

The network has also helped launch a new reciprocal mentoring programme involving 80 of the Society’s most senior leaders, including Chief Executive Officer Joe Garner.

“It’s a two-way dialogue,” Aisha says.

“The idea is to help retain and progress Black and Asian talent through the organisation and at the same time help educate and support our leaders on issues they need to be consciously competent about to benefit the organisation for the way forward.”