This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Nearly two-thirds (65 percent) of Society for Human Resource Management members employ individuals with disabilities that qualify under the Americans with Disabilities Act (ADA). Of these organizations, almost one-half (47 percent) have created flexible work arrangements for this population, according to a Society for Human Resource Management survey,
Workplace Flexibility for Select Populations.
The survey of a representative sample of SHRM members was conducted
Feb. 8-27, 2012. Key findings are summarized below.
Workers with Disabilities
Of organizations employing individuals with ADA-qualified disabilities and offering flexible work arrangements created for these employees, the most common flexible work arrangements were:
Twenty-nine percent of HR professionals report that their organizations actively
recruit employees with ADA-qualified-disabilities, 32 percent said their organizations actively attempt to retain workers with disabilities and 23 percent
offer supervisor/managerial training related to providing flexible options to support this population.
A majority (87 percent) of HR professionals report that their organizations employ veterans, and
41 percent recruit veterans actively. However, of the organizations that currently employ veterans, only 10 percent have
implemented flexible work arrangements that were specifically created for this population.
Organizations that provide veteran employees with flexible work arrangements typically offer:
Of organizations that do not employ veterans, 23 percent indicated that they would provide flexible work arrangements if a veteran requested such arrangements, while 73 percent indicated that the decision would be made on a case-by-case basis.
Approximately three-quarters of organizations (78 percent) employ low-wage hourly workers earning $15.50 an hour or less. Of these organizations, 25 percent have created and implemented flexible work arrangements for these employees.
Common flexible work arrangements provided to low-wage hourly employees include:
Twenty-five percent of organizations currently employing low-wage hourly workers have created and implemented flexible work arrangements specifically for these employees. Of the organizations that actively recruit low-wage hourly workers, 21 percent of them use flexible work arrangements as a means to recruit this population.
Parents with Dependent Care Responsibilities
Roughly one-third of organizations (32 percent) indicated they have created and implemented flexible work arrangements for parents with dependent care responsibilities. Common flexible work arrangements among these organizations are:
Only 5 percent of organizations had made an effort to ask fathers what they need in terms of workplace flexibility, the survey found.
Flex Policy Obstacles
The main obstacles to implementing flexible work arrangements, according to surveyed HR professionals, are concerns about providing equal treatment for employees, ensuring that the work is done, the impracticality of such arrangements given the nature of jobs in the organization’s industry, the difficulty in supervising employees working off site, and possible co-worker resentment.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies