Impact of Flexible Working on Diversity, Inclusion, and HR's Role

This report provides a comprehensive analysis of flexible working arrangements, focusing on their impact on diversity, inclusion, and the role of Human Resources (HR). The report explores the benefits of flexible working in promoting diversity and inclusion, examining how HR can leverage flexible work to create new opportunities, spotlight underrepresented employees, communicate goals, create inclusion networks, and strengthen learning and development. It also addresses the potential downsides of flexible working, particularly concerning inequality in areas such as salary, working hours, and career opportunities. The report analyzes how HR can mitigate these issues. The report uses academic sources to support its arguments, offering a balanced view of the advantages and disadvantages of flexible working in the context of diversity, inclusion, and HR management.

Managing People

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Favour of flexible working in relation to diversity and inclusion at work and analyse the
role of Human Resources in promoting diversity and inclusion through flexible working...3
Against flexible working in relation to inequality at work and analyse the role of Human
Resources in addressing the concerns of inequality that may arise from flexible working...6
CONCLUSION..........................................................................................................................9
REFERENCES.........................................................................................................................10
Books and Journals:.............................................................................................................10

INTRODUCTION
Diversity means is group of people who belongs from different backgrounds like a
different religion, different caste, or different country but still working together to achieve or
accomplish the organization's goals (Amjad and et.al., 2018). Inclusion means the mix-up
means when employees are involved to share their idea thought and approaches & tell the
way to increase the business level. This report will cover the role of human resources, how
they help the employees or organization to achieve the targets, flexible working improves the
diversity & inclusion, and flexible working also opens the door to improvement & success of
the organization.
MAIN BODY
Favour of flexible working in relation to diversity and inclusion at work and analyse the role
of Human Resources in promoting diversity and inclusion through flexible working
Diversity means a group of people who are different from each other from geographic
and demographical concerns. People bought education and skill from a different institution.
On the other hand, inclusion is creating and having a culture that nurtures talent and provides
a healthy work atmosphere (Yu, Burke and Raad, 2019). Inclusions allow them to come
together and work harmonically, confidently, and comfortably and contribute effectively to
the organisation. Inclusion ensures that everyone feels valued and also this adds value to the
organisation. Diversity is not a fad and is not also the newest term in the workplace. It is the
social spectrum that is equally important. They are all linked with strong organisational
values and an environment where people think that they feel psychologically secure. A
diverse and inclusive is that makes everyone who they are what they do for business is
equally important for the organisation. All area and all work are equally important for the
organisation Diversity, inclusion, equality is the crucial strategy for the organisation.
Diversity and inclusion give a measurable impact on the organisation because they
increase economic growth and employee satisfaction, increase retention, reduction in
employee turnover rate and increase the productivity of the company. Diversity is the group
of people who come from various places when they use their innovative idea in the
organisation if the organisation eventually listens without interrupting their ideas and truly
values and takes them seriously in the organisation (Cao, Lin and Zhou, 2019). This gives
measure impact in the organisation the employee feel happy to do work with own pleasure.
This will increase the productivity in the organisation because the organisation is thinking

about their employee’s welfare and they also satisfy the employees. If an organisation take
seriously employee's suggestion and idea so this is the achievement of the employee they feel
important in the organisation. The word inclusion is said the employee is adjusting to the
organisation environment. The company use diversity and inclusion in the organisation they
positively change the organisation. This method increases the organisation's productivity.
Flexible working improve the diversity and inclusion
Diversity, Equality and inclusion are crucial strategies for all organisations. HR deals
with the covid 19 complexities many employees not come on the workplaces. The employees
feel the fear of losing their job and family and also they face the gig work at the workplace
after the covid 19 so after the covid the 19 the companies use a hybrid strategy for the
company development. Here are five ways to improve diversity and inclusion.
 Leverage flexibility to create new opportunities: Flexibility in the work location is
the wider pool of those employees who are willing to job but there is a certain
problem come in front of them so they can do their work (Zhang, Mei and Zhang,
2019). But the use of the latest technology they work by video conferring, speech text,
and modified technology. This is the measured change that comes after the covid 19.
This change is very beneficial for the company as well as employees because it
creates diversity because employees work in different places so they hire them in a
different location this will also increase the company's productivity because talent is
everywhere.
 Underrepresented spotlight employees: Employees wanted to sense the
belongingness so as give visibility that come from the different backgrounds, and
gender expressions. This gives the measure spotlight on the various people who come
from different religions. The organisation is spotlighting those employees who are
very talented but do not come enforce because they are living in the different
countries and face some problems in their personal life. Many women have to vary
good ability to work but in their personal life they do not do so much after the
flexibility in the working this gives the chance to enhance their skill.
 Communicate the goals and progress: The executive mentions the goal of the
company for those employees who work in the hybrid system (Chung, 2019). The
companies give the employees work on the hybrid system but they clearly define the
goal and object of the task this is very essential for the company because employees

come from different religions and environments. So that executive celery tall the
object. In the hybrid system, there is a problem come the employees and executive are
not properly coordinated so the executive builds the trust of the employees and clearly
said the objective.
 Create the inclusion network: The leader can also create a diverse advisory board
and safe space for the employees this space will reduce the hurdle of the people who
work in the hybrid system. Virtually collaboration to help the employees in the
organisation. This group help to increase productivity in the organisation. This group
also made for the employee's development. Inclusion helps an environment in which
all people are part of the organisation and they work collaborative manner. The
inclusion in the hybrid creates the opportunity it increases the employment and
increases the productivity because every people who come front the different palace
they work company aim and objective.
 Strength learning and development opportunity: It increases the employee's
strength of learning and development opportunities in the organisation because it
helps the employee to learn (Alias, 2021). Now the hybrid system available the
training online manner they help those people who wanted the work but they have
lack skill so this system also help those people. People do this work for the
organisation's welfare. Employees and organisations help each other with new
insights and learn the development of the new skills it creating new opportunities in
the organisation.
 The flexible work opens the door for improvement: These create the opportunity as
well employees and the employer also. The hybrid system helps also the employee
who lives in the different place and different countries. They create career
advancement opportunities. Many people have the skills but they do not work in the
organisation because of their physical problems and family problem. The hybrid
system helps the employee to do work in the organisation and allows the work from
home it is a great solution to any problem (Chieregato, 2020). This will create an
opportunity for the individual. It also creates a relationship between worldwide
because employees are from various countries come together and make a happy
environment in the organisation. this is an effective way to improve the company's
production and search for the new talent.

Role of Human Resources in promoting diversity and inclusion through flexible
working
The role of human resources in any organization is very important, they are mediators
& safe walls of the organization. The responsibility of human resources is not only to recruit
candidates but also to hire the right employee, create an offer letter, etc. But the main
responsibility of human resources is to start after the joining of the employee like
introduction meeting with all staff, small get together in-branch, warm welcome with good
wishes, etc. All of them are known, now companies are allowing their employees to prefer
the work from home. Here company just passes the rule for the employees, but the human
resources department has to manage all those things which are related to this (Blanck, 2022).
Firstly, they have to circulate that mail-in between all the staff & manage all queries which
are related to this process like arranging the computers or laptop, headphones & so many
things.
Human Resources department has to arrange the weekly meeting of the staff while
doing the work from home & ask the things like they are facing so kind of query regarding
the work if they the employees are facing then its human resources department responsibility
to help & fix that query of the employee (Woitowich and et.al., 2021). Most of the companies
have some different policies like the main thing is there is satisfied & happy with this
working environment. For this, they provide so many facilities to their employees because if
employees are happy so the output of the company is good & they can easily achieve their
targets like some the person is working in a multinational company which has their office in
another country they provide the work from home to all the employees because they think
that employees can give the best output when are with their family or they feel happy for this
human resources department have to manage to the things like they have to ask the proper
connectivity of Wi-Fi, employee have their laptop or computers & they also have a camera on
their computers this these expense company will pass the bill.
Against flexible working in relation to inequality at work and analyse the role of Human
Resources in addressing the concerns of inequality that may arise from flexible working
Flexible working is some time bad for the employees because they face various
problems at the working hours. The flexible working hour create inequality among the
employees. There are various way to show them the inequality.

 Salary Discrimination: Inflexible working the common problem comes in front the
employees is that salary discrimination. The employees face salary discrimination
problems because they work from the home and they are not part of the working
environment of the company. This is the measure drawback of the employee who
faces the salary decimation (Capnary, Rachmawati and Agung, 2018). The attitude of
some firms is negative toward flexible working so they do not offer a good salary for
those employees who work in the flexible working.
 Working hours: In flexible working, employees face the problem of the working
hours because the company give any time work and company thinks that the working
hours are set so they give work according to the set schedule and after they set the
schedule employees free. Flexible working is not formal working where the employee
goes on time and working start in the flexible working the companies didn’t give the
work on time and so the employee didn’t complete the work they can’t leave their
work whether what is the time. The flexible working hours did not match the formal
Working hours. The company give any time work to employees. This is the measure
drawback of the flexible working.
 Career opportunity: In flexible working, there is no opportunity because the
employees are not present in the office so they miss the career opportunity. In the
formal working executive give the various opportunities for all employees if they do
this project they become the manager in the organisation but in flexible working,
employees miss all opportunity because they no present in the office. The career
opportunity id down in the flexible working because an employee is not outside world
and they also not got the perfect opportunity which takes their career on height.
 More complicated schedule Management: The schedule is the flexible working is
mismatched because the employer does not give work on the time they think when the
employee is in the home they work from them all day (Cintas, Héliot and Sprimont,
2020). So that the working of the flexible is very complicated. The employer thinks
that the employee is all time worker and they give work any time.
 Non-clear guidance: In flexible working, this is the biggest problem of the employees
there is no clear guidance of the work. The manager does not give direction to the
employee regarding the work. They give them only work employee uses their mind
for their work. Without proper guidance, the employee does not do proper work. The
work has not matched the expectation because there is no proper guidance.

 Insufficient Information: There is insufficient information given by the manager on
flexible working. The lack of the subordinate is not available at the flexible working
so they do not help to work from employees. The information is not given by the
manager and employer. An employer also plays a negative role in the flexible
working they give work employee and said that the employee work at the home and
reduced all costs but they also reduced the salary. They do discrimination against
flexible working employees.
After covid 19 every company focus on the flexible work arrangement. Especially in
remote work, the employer wanted to work due to pandemic the employee it works. So that
the flexible working has come into the force. This is the opportunity which comes after the
pandemic (Kirton and Greene, 2021). In flexible working, the employee stays at home and
works. After the pandemic, everyone thinks about social distancing so that companies adopt
the new opportunity of the flexible working. But now these days there is some problem occur
in the flexible working which seen in the previous question so that the organisation wants to
reduce this problem and make the effective working hours.
Role of Human Resources in addressing the concerns of inequality that may arise from
flexible working
Human resources work for the Flexible working they improve the working condition
for flexible workers. Firstly HR set the schedule for employee work. Hr focus on the work
time is set every worker who is in the office and flexible working they do work according to
the schedule (Yang and et.al., 2018). The schedule is the enforcement for the employee that
starts the work on the time if they not work so they reduced their power in the working palace
and also the hr set the working hours for every employee if they work from home and if they
in the office this reduce the inequity in the employees every do their work not interrupt any
other. After this HR give the direction of the career opportunity.
The HR makes some policies for the employee if they do work on time and good so
they become the mentor in the office. HR gives career opportunities to the employees and
give also proper information regarding the task. If the guidance is on time and complete the
worker does the task very well and they also know the task gives their career growth so that
employee work according to the task.
The Hr gives the suggestion also for a better work-life balance because if the
employee is at home they face various problems regarding personal. The HR focus on the

retention of the good employees if the good employees in the organisation give productive
work and the company is also reaching high success (Frangieh and Yaacoub, 2018). The HR
also enhances the employee work morale and the Hr makes the work performance the
standard. Every employee work according to the set standard do they employee achieve
career growth. HR make the rules to reduce the inequality in the flexible working.
CONCLUSION
As per the above discussion, this covered shows that flexible working creates a good
working relationship between the employees & organization, diversity & inclusion create a
good impact on the organization which is beneficial for any company, role of human
resources in the organization because they help the organization & employees to create a
good relation or they the employees problem & try to fix it. Now these days’ flexible working
hours is playing negative role against the employees, because they facing some major issues
from the organization side like salary discrimination, non-clear guidance etc. Now human
resources are department sorting this issue.

REFERENCES
Books and Journals:
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Arrangement and Job Performance–Malaysia Evidence. Turkish Journal of
Computer and Mathematics Education (TURCOMAT), 12(3), pp.525-539.
Amjad, M.K., and et.al., 2018. Recent research trends in genetic algorithm based flexible job
shop scheduling problems. Mathematical Problems in Engineering, 2018.
Blanck, P., 2022. Disability-inclusive employment, cancer survivorship, and the Americans
with Disabilities Act. Journal of Cancer Survivorship, 16(1), pp.142-151.
Cao, Z., Lin, C. and Zhou, M., 2019. A knowledge-based cuckoo search algorithm to
schedule a flexible job shop with sequencing flexibility. IEEE Transactions on
Automation Science and Engineering, 18(1), pp.56-69.
Capnary, M.C., Rachmawati, R. and Agung, I., 2018. The influence of flexibility of work to
loyalty and employee satisfaction mediated by work life balance to employees with
millennial generation background in Indonesia startup companies. Business: Theory
and Practice, 19, pp.217-227.
Chieregato, E., 2020. A Work–Life Balance for All? Assessing the Inclusiveness of EU
Directive 2019/1158. International Journal of Comparative Labour Law and
Industrial Relations, 36(1).
Chung, H., 2019. ‘Women’s work penalty’in access to flexible working arrangements across
Europe. European Journal of Industrial Relations, 25(1), pp.23-40.
Cintas, C., Héliot, Y. and Sprimont, P.A., 2020. Religious accommodation in France:
decoding managers' behaviour. Employee Relations: The International Journal.
Frangieh, C.G. and Yaacoub, H.K., 2018. Socially responsible human resource practices:
disclosures of the world’s best multinational workplaces. Social Responsibility
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Kirton, G. and Greene, A.M., 2021. The Dynamics of Managing Diversity and Inclusion: A
Critical Approach. Routledge.
Woitowich, N.C., and et.al., 2021. COVID-19 threatens progress toward gender equity within
academic medicine. Academic Medicine, 96(6), p.813.
Yang, Y., and et.al., 2018. Executive function performance in obesity and overweight
individuals: A meta-analysis and review. Neuroscience &Biobehavioral
Reviews, 84, pp.225-244.
Yu, R., Burke, M. and Raad, N., 2019. Exploring impact of future flexible working model
evolution on urban environment, economy and planning. Journal of Urban
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Zhang, F., Mei, Y. and Zhang, M., 2019, July. A two-stage genetic programming hyper-
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355)