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@didoharding@NHSImprovement kicking off our#12daysofnhsflexmas campaign - thank you! Dido shares both her personal experience & reflects on impact on the whole workforce. Please DM us your 60 second videos about why#flexibleworking in the NHS is important to YOU
pic.twitter.com/diKmSeIf0GHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi -
@FlexNHS proslijedio/la je Tweet
I’ve been doing some work around flexible workers. I’m not sure we treat them kindly in the system. They, of course, are just like us yet if they are transient we treat them with a level of distain. It’s time to welcome flexible workers into the cultures we create.
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Thank you to everyone who participated! We will sum up some of the key themes from the discussion over the next few days. Must treat with caution as those in our reach are likely more supportive of
#flexibleworking - but great to scratch the surface of such an important topic!pic.twitter.com/iypM4k3jH9
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@FlexNHS proslijedio/la je Tweet
I’m currently recruiting a person who was concerned about childcare over school holidays. I’m liaising with HR to offer her a flexible term-time contract. I’d much rather know up front so we can secure talent, reduce candidate anxiety and also have a clear plan to work to
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@FlexNHS proslijedio/la je Tweet
Great question- so needs to be aired !https://twitter.com/FlexNHS/status/1224776947152117761 …
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@FlexNHS proslijedio/la je Tweet
It’s really, really hard work to make your recruitment advertising cut through the barriers women face returning. But we need those women back in the workplace, and the feedback on those I got placed was fantastic. But they wouldn’t have applied w/out support
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@FlexNHS proslijedio/la je Tweet
So sorry you are one of the many, many women who are forced to choose between job & family. I was too. Thank you for taking thoughts on board. I count that as a twitter success! (I’m researching & writing about this & working with forward thinking orgs to address inequality.)
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@FlexNHS proslijedio/la je Tweet
100% agree. As a woman who had to leave her pre-maternity (NHS) role due to refusal of flex working I *really* identify with this & take on board your comments. We often flag that we consider flex/part time options - I’ll go back to team on this particular one role & advert
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@FlexNHS proslijedio/la je Tweet
Thanks
@fhussain73, I hope we discover the "ordinary" people who do extraordinary things for primary care!#unsungheroes@RCGPNWLondon@RcgpFaculties#teamgp@FlexNHShttps://twitter.com/fhussain73/status/1224750755292352512 …Hvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi -
@FlexNHS proslijedio/la je Tweet
Twitter characters again
unconscious bias So much UB against women due to gender, age, caring responsibilities, possibility of caring responsibilities, asking for something not advertised has huge potential for UB to impact decisions sadly cos we all have biasHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi -
174 votes on this one - again with a couple of hours left!https://twitter.com/flexnhs/status/1224776947152117761 …
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244 votes so far on this one with a couple of hours left...https://twitter.com/flexnhs/status/1224774634362621954 …
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@FlexNHS proslijedio/la je Tweet
Before application or at least pre interview. Completely happy to entertain the conversation + see how we can make it work for us + them. There’s so much we can do differently.
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@FlexNHS proslijedio/la je Tweet
Wouldn't it be great if that wasn't even necessary. Mutual trust/respect.
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@FlexNHS proslijedio/la je Tweet
Plus this would instantly increase your pool of potential applicants! Flexible roles, esp more senior, are a huge attraction and way to differentiate you as an employer, due to the fact that it is still not the norm, sadly.
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@FlexNHS proslijedio/la je Tweet
That’s exactly what the ‘happy to talk flexible working’ logo is for. See the link to the CIPD guidelines above. While UB is prevalent, employers need to be proactive not expect applicants to have to reveal a need that could jeopardise all their hard work.
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@FlexNHS proslijedio/la je Tweet
Thanks for your comment
the limitations of twitter character count may kill the nuance of our approach but: We talk flex with all appointees- current recruitment is to ‘up’ overall capacity-we’ve advertised as 1 FTE but we can (& do!) tinker with that no. following interviewsHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi -
@FlexNHS proslijedio/la je Tweet
Be open and honest in your needs from the start. Organisations should be openly welcoming these conversations, flexible workforce options are the only way to solve our workforce challenges.
#flexibleNHSHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi -
@FlexNHS proslijedio/la je Tweet
I just had a candidate approach me ahead of interview asking if we’d appoint P/T for a role advertised as F/T. My advice was always apply - who knows who else is applying, what they might want (ie job share) and also, if you’re brilliant, we’ll find a way to recruit you.
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@FlexNHS proslijedio/la je Tweet
Some interesting advice from CIPD here: "Don’t use the (Open to flexible working) strapline and logo as a blanket organisational statement". Do it on a case by case basis https://www.cipd.co.uk/Images/flexible-hiring-guidance_tcm18-52767.pdf … Really helpful employer guide here too: https://timewise.co.uk/wp-content/uploads/2018/03/Employer-guide-flexible-hiring.pdf …
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@FlexNHS proslijedio/la je Tweet
I chose pre - application for x2 reasons: firstly practically we need to know to match to the job and secondly because it’s a way of attracting candidates - don’t waste their time!
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