M 4 | management.co.nz | JUNE 2018
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conversation that starts at home.
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sure our male employees feel equally
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primary parental leave after the birth of his
baby and we couldn’t be happier for him.
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engagement and productivity.WHAT PERCENTAGE OF YOUR EMPLOYEES
HAVE TAKEN UP THE OPPORTUNITY?
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the reason being that they are equally
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or female.
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arrangements to meet their own needs
and the needs of the business.F
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to being a successful business.
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for our people to balance personal
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for them. We’ve found that happier
employees have higher productivity and
better focus because they’re able to be
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responsibilities and empowering
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to balance what is the most important
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director at Unilever.
More companies should be investing
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as it helps to build a gender-balanced
organisation and empowers men and
women to accomplish their personal and
professional goals.HOW DOES FLEXIBLE WORK ENHANCE THE
CULTURE AT UNILEVER?
We pride ourselves on having an
inclusive culture and have made it clear
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stereotypes. We want to ensure our
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decisions around how they balance theirHOW DOES IT IMPACT ON YOUR BUSINESS?
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perform better and how having a diverse
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innovation and the motivation of our
teams. It has also helped us to anticipate
and meet the needs of our consumer
DCUGYJKEJKURGTEGPVYQOGPHOW FLEXIBLE ARE YOU, IN WHAT
EMPLOYEES CAN DO ON THIS FRONT?
DO ANY OF THE STAFF WORK FROM
HOME ON A FULL-TIME BASIS?
Many of our people have embraced agile
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arrangements vary from person to person
depending on their needs and the needs
of the business at the time.
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have a number of employees who split
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can spend time with his family.
Another member of our team has been
with us for many years but recently startedUnlocking
the flexible
work option
Unilever New Zealand has been
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for both its male and female
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this stance.