Supporting our employees with flexible work arrangements

Tuesday, June 13, 2017 5:00 am PDT

Work doesn’t look much like it did during the last century. The way we produce and create deliverables, the way we communicate and collaborate, the way we discover and analyze data—all of it has been transformed by the dynamics of a fast-moving global economy and leaps in technology. Things once considered indispensable—typewriters, desk phones, desktop computers, in person meetings—we now thrive without.

Supporting our employees with flexible work arrangements

Given how work has changed, it makes sense that work arrangements can evolve, too. In many cases, the imperatives that dictated commuting to put in a 40-hour, 8-to-5 workweek no longer exist. Moreover, a traditional working arrangement can be a hindrance for global businesses that need be more agile—and for employees who need a different kind of work-life balance.

At Avery Dennison, we think work arrangements that reflect 21st-century realities are a win-win for both our employees and our business. That’s why we’ve created our Flexible Work Arrangements program. It enables many full-time employees to work with their managers to determine an arrangement that works for both the employee and their team. Options include:

  • Flex time: Alternative hours outside a traditional 8-to-5 schedule.
  • Compressed work week: Working standard full-time hours within a four-day week.
  • Telecommuting: Working from home or another remote location for some or all of the week.
  • Job sharing: Two employees splitting a single role.
  • Abbreviated work week: Working fewer hours than standard full-time (with the trade-offs in salary and benefits that come with it, of course).

Reflecting the individual circumstances of a particular situation, if our team members are getting their work done, we don’t necessarily prescribe when and where they do it.  Many of our team members get their work done in some type virtual capacity. (Our manufacturing teams are one exception, since the technology doesn’t exist for them to telecommute—yet.)
 
We know from surveying our employees that men and women alike appreciate flexible work arrangements, and for many reasons—not least of which is the need to provide childcare and eldercare. For women especially, greater flexibility can mean more career opportunities. Research—and our own experience—shows that women are more likely to not pursue promotions because of their concerns that increased travel and responsibility could conflict with their role at home. Offering flexible work arrangements is one of the best ways we can support the advancement of women in our workforce.
 
Studies from McKinsey, our company and others show that flexible work arrangements are good for all employees, regardless of gender. Employees with flexible arrangements tend to be healthier, happier, more productive, and less likely to change jobs. That’s exactly the kind of workforce we want at Avery Dennison —for the good of our employees, the good of our communities, and the good of our business.
 
To find out if Avery Dennison is the next stop in your career journey, visit us at averydennison.com/careers.

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Supporting our employees with flexible work arrangements