What is a flexible culture?
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What is a flexible culture?

10 years ago · 2 min read

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Original content provided by FlexPaths®

In a flexible culture, flexibility is recognized as a valuable strategic tool for the organization and, therefore, is integrated throughout its systems and processes. In a flexible culture, the following things are true:

  1. Flexibility is integrated into the CULTURE.

    • Flexibility is considered to be the rule, rather than the exception.

    • Flexibility is applied broadly and found in a wide variety of forms.

    • Flexibility is included in more than just practices (flexible schedules, remote work, customized careers, etc.); it’s also included in the cultural conditions that make them legitimate.

    • People working flexibly are given equal access to advancement, status, integration into the business, and quality of assignments.

    • The climate recognizes and respects that employees have lives outside of work. People can set boundaries on work time and/or accessibility, as long as they accomplish their work.

    • Flexibility is considered not just beneficial for employees, but also a means to accomplish strategic business objectives, such as better customer service.

    • Leaders are committed to making flexibility viable.

    • Flexibility principles are part of the organizational communications on corporate objectives, mission, vision and values.

  2. Flexibility is used to ATTRACT and RETAIN employees.

    • Talent acquisition processes and messages are designed to appeal to people who value flexibility; clearly communicate that flexibility is possible.

    • Recruiters know how to present the job to candidates who value flexibility and how to evaluate a fit with them.

    • Recruiters and managers reduce roadblocks to attracting, hiring, or retaining people who require flexibility.

  3. Flexibility is part of a strong employment BRAND.

    • Flexibility is incorporated into the internal and external employment brand.

    • Flexibility is used to gain public recognition.

  4. Flexibility is incorporated into TALENT MANAGEMENT processes.

    • Flexibility is incorporated into performance management, leadership development, career development, health and wellness efforts and manager training.

  5. Flexibility is incorporated into the DIVERSITY function.

    • The role of flexibility in achieving diversity goals is understood.

    • Flexibility is used to reduce barriers and achieve full inclusion.


  6. OPERATIONAL SYSTEMS are aligned with flexibility.

    • Systems/tools/business processes, such as technology, staffing, reporting, etc., facilitate flexibility and eliminate barriers to its success.

    • Flexibility is incorporated into health and wellness processes.

    • Flexibility is incorporated into change management processes.

  7. Outcomes of flexibility are MEASURED.

    • Internal measures of use, satisfaction and success are tracked.

    • Benchmarks with peers are tracked.

    • The impact of flexible practices on business performance and talent goals is measured.

DISCLAIMER: This publication has not been approved, disapproved or otherwise acted upon by any senior technical committees of, and does not represent an official position of the American Institute of Certified Public Accountants. It is distributed with the understanding that the contributing authors and editors, and the publisher, are not rendering legal, accounting, or other professional services in this publication. If legal advice or other expert assistance is required, the services of a competent professional should be sought.

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