Workshop and world cáfe with Dr. Kim Møller Oxford Research, Väestöliitto,

Transkriptio

1 s Workshop and world cáfe with Dr. Kim Møller Oxford Research, Väestöliitto,

2 First session: What is a family friendly workplace? Life cycle thinking not just families with small children, but also people taking care of their parents, people without children etc. Distant working, remote working possible Attitude of accepting and understanding of the employees needs Flexible and inflexible both ways when needed Attitude towards co-workers as well as the workplace Managers are role models, they have to make things happen Flexibility in working hours But you have to mind the risks in flexibility self-management skills important

3 First session: What is a family friendly workplace? Shared responsibility of work Managers responsibility to organize the work in way that it s possible for other to do your work You don t own your work and your work doesn't own you You are not indispensable; possibility of substituting Mutual trust Possibility to co-operate and discuss with the management Understanding and supporting attitude towards the workers with families Gender equality Not talking only about the mothers, encourage the fathers to take responsibility too

4 First session: Why is family friendliness it important? If the workplace respects you then you respect the workplace More engaged and more productive workers Decreasing the consequences of non-family friendliness Well-being of workers Advantage in recruitment Family friendly work place gets the best applicants Cost of emergency situations is lower Structured ways to handle sudden leaves and changes

5 Second session: What does it take to develop a family friendly workplace? Treating people equally but if there are expectations, it s important to communicate the reasons Rules and frameworks concerning flexibility and family friendliness But rules too have to be flexible, more like guidelines Measure output rather than input Will to communicate Trust triangle between employees and supervisors and among employees Employees have to be able to tell about their problems in personal and family life

6 Second session: What does it take to develop a family friendly workplace? Create a win-win situation between the company, employees and customers It s not only about the workplace but also about the customer Training the managers And employees for self-management Long term thinking Some benefits from family friendliness comes in long term Legal framework and regulation have to be taken into account Family engagement Possibility to take the families to see the workplace

7 Second session: What does it take to develop a family friendly workplace? Face the reality Do what you promise, be authentic and honest Family friendliness is more than just discussion, speeches and development projects, it s a mindset and behavior Compassion and empathy Feeling of belonging together, not just individual advancement Keep in touch and communicate also with people in family leaves Small things matter also leading by example

8

9 MIKSI? Kesäkuu MITÄ? Elokuu KUNTAMARKKINAT Syyskuu MILLAINEN? Lokakuu MITEN? Marraskuu Ajankohta ja paikka klo 9:30-12 Väestöliitto klo 9:30-12 Väestöliitto 9.9. klo 12:30-13:30 Kuntatalo klo 9:30-12 Väestöliitto klo 9:30-12 Väestöliitto Teema Orientaatio teemaalueeseen Benchmarking, vaihtoehdot ja sertifikaatit muualta Kuntanäkökulma perheystävällisyyteen Toteutustavan vahvistaminen, sisällölliset painotukset Loppujen keskeneräisten sisältöjen työstäminen Kysymykset Miksi kehittää perheystävällisyyttä? Mistä on kysymys? Miksi tätä tehdään? Miten parastetaan Suomeen Maailman paras sertifikaatti? Eroaako julkisen sektorin tarpeet yrityksistä? Sertifikaatin sisältöasiat; Millaista sertifikaatin Suomeen rakennamme? Miten sertifikaattiprosessi toimii? Mikä sen toimintamalli on? Tulos Sertifikaatin perusta on paalutettu! Alustava linjaus toteutustavasta! Julkisen sektorin erityispiirteiden huomiointi Toteutustapa ja pääosa sisällöstä valmiina. Lopullinen sertifikaatti on kuvattu Väestöliitossa järjestettävissä tilaisuuksissa kahvitarjoilu klo 9:00 alkaen - työskentelyn alkaa perheystävällisesti klo 9:30.

10

11

12

13 Lähde:

14

15

16

17

18 Kotihoidon tuki Vanhempainvapaat Subjektiivinen päivähoitooikeus Makrotaso (yhteiskunta) Mikrotaso (organisaatio ja yksilö)

19

20

21

22

23

24 - - - Dr Kim Møller is a highly regarded advisor to senior leadership teams in both large global and medium sized international companies including BASF, Electrolux, McDonalds, Adecco, Devoteam, Barwa and Finnair. Kim is also a public speaker on leadership and a respected facilitator at Leadership programmes. Kim is a highly regarded strategist and researcher, formerly with Copenhagen Business School. He is best known for his ground-breaking research on innovation and corporate social responsibility and, in conjunction with Harvard Professor, Dr Michael Porter, research related to the competitive advantage of nations. The key concept of Dr Møller s consulting work is the building of Trust: Trust between management and staff to improve performance and employee satisfaction. Trust between companies to enable cooperation, synergy and increase competitiveness. Trust between companies and stakeholders to facilitate sustainable development in regions and countries. Kim is the CEO of Oxford Group and the founder of Oxford Research.