In 1999 the Higher Education Funding Council for England (HEFCE) set up a Good Management Practice initiative, and funding was made available for specific projects.

Four higher education institutions and two trade unions set up a joint bid to look into flexible working for employees in higher education. The four institutions were the University of Birmingham, Canterbury Christ Church University College, De Montfort University, and Staffordshire University. The unions were NATFHE (National Association of Teachers in Further and Higher Education) and UNISON, along with ACAS (Advisory, Conciliation and Arbitration Service).

So in November 2000 a three year project was set up to look into flexible working specifically in Higher Education with the aim of producing practical outcomes that could then be disseminated to and used by the sector. To find out more look at FEO Phase 1.

In spring 2003 further funding from HEFCE was made available, and the project extended until December 2005. De Montfort University and Staffordshire University are carrying the project forward with the help of ACAS, NATFHE and UNISON. To find out more about our current work look at FEO Phase 2.

To find out more about our past and current partners use the following links to their websites:

• HEFCE
  www.hefce.ac.uk
• University of Birmingham
  www.bham.ac.uk
• Canterbury Christ Church University College
  www.cant.ac.uk
• De Montfort University
  www.dmu.ac.uk
• Staffordshire University
  www.staffs.ac.uk
• ACAS
  www.acas.org.uk
• NATFHE
  www.natfhe.org.uk
• UNISON
  www.unison.org.uk
  

Many employers both in the private and public sectors have long seen the value of offering flexible employment across the board to all employees, and recognise the edge that it gives them in business terms.

Higher Education is beginning to follow suit, and many institutions are now introducing more flexible ways of working. However, some support a haphazard mixture of formal and informal practices dependent on particular departmental management, while many remain unconvinced about the benefits of alternative working patterns.

Many managers lack the skills or the support to fully integrate more flexible ways of using staff time into the work process. One of the aims of the second stage of the FEO project is to provide tools to help close this skills gap, and encourage HEIs to offer more flexible working to all categories of staff. We believe this will help them maintain and even increase their position as employers of choice in an increasingly difficult marketplace.

Getting the work/life balance right is now high on the agenda for many employees, particularly in the light of current legislation on the right to request flexible working and on other issues concerning diversity in the workplace.

Research shows that people want increased flexibility in the workplace as a priority over other benefits, and that giving employees more flexible work options means that they are able to more easily manage their personal lives whilst giving the most to their working life.

People want to work, but no longer at the expense of their own health and family relationships.

The traditional view of just parents or women wanting flexibility is no longer valid:

• There is a growing sector of the working population looking after elderly relatives.
• Graduates are increasingly looking for employers who have good attitudes to work life balance. They are now a more mobile workforce who expect to manage their own careers.
• Working very long hours is being rejected by many workers as people strive to balance their lives and reduce stress.
• Giving control to all employees over when and where they work can help to reduce stress and enable people to enjoy their work, but also have a better quality of life outside of work.
• Not only can this mean more commitment, motivation, and productivity when at work, but healthier workers, with better family relationships, and community involvement.

Look at the rest of the site for further information on our research, and also for practical help with introducing or extending flexible working in an HEI.

• FEO Phase 1
  Conclusions, recommendations and key issues arising from the pilot schemes conducted during the first stage of the project.
• FEO Phase 2
  General information on our current research.
• Practical Help
  Documents you can print off to help you when you are implementing flexible working in your HEI such as a business case, next steps to take, and an overview of the legislation.
  It also gives details of our training for HE line managers in implementing flexible working.