Having secured funding from the Mayor of London, it is great to be working with a number of forward-thinking employers that are encouraging flexibility and ​diversity by including parents in their future workforce.

We spoke to flexible employer White Label, an award-winning marketing and events agency, to find out why they wanted to be part of this great new project.

What made you want to join the GLA project? 

White Label has been a flexible working/hybrid employer for many years now. A flexible approach to hours, days worked and location, be it in the office or from home, means we have a high ratio of women who have returned to work. However, we wanted to see if we could widen this flexibility given the changes in working practices arising from COVID-19 and also to refresh our policies in light of the pandemic and as society moves towards greater inclusivity and recognition of the value of diversity. We felt the GLA project was aligned with those values. 

What 3 things did you gain from the project? 

1) Ideas on new policies to incorporate into our HR. For example, a Bereavement Policy which focuses on leave and pay but also on developing a workplace culture of openness and compassion towards those who have returned to work and are grieving.   

2) A new way of thinking in terms of recruitment. Social consciousness is so important now and applicants want to know what companies are doing to make the workplace – and society – a better place, so we showcase what we are doing when recruiting. 

3) Enhanced ideas on how the significant, positive impact of older staff can be supported, for example, through a Menopause Policy. 

How have you implemented these flexible changes? 

The Bereavement and Menopause Policies have been incorporated into our HR strategy. We also include links to our policies on Equal Opportunities and Diversity Opportunities, as well as our Mental Wellbeing and Sustainability Policies, when we publicise our vacancies.

What was the impact of the project on White Label? 

We hope that by introducing new policies and refreshing the old, we are demonstrating to existing and potential employees that we are a compassionate and flexible employer, willing to adapt and embrace new modes of thinking. We also believe that our policies can promote fairness and inclusivity in the workplace by creating a code of conduct to adhere to. 

Creating policy also helps streamline business procedures by providing a point of reference, as well as a framework to achieve objectives and help the business grow. 

How did Successful Mums support you with the project? 

The online questionnaire provided by Successful Mums was a good health check for the business as it provided an opportunity to look at what we were doing in-house, in the context of flexible working and while we were proud of what we’d achieved in terms of enabling women back into the workplace, we were able to look at things from a different angle and do some aspects a little differently – we moved with the times so to speak, following the impact of the pandemic. 

What advice would you give to an employer who wants to attract women returners to their workforce? 

Embrace it! Flexible, women workers are a big part of our business model and it really helps both sides with flexibility. For example, employees can work around childcare needs and businesses have the opportunity to reduce costs or extend their hours beyond the traditional 9 to 5. Our employees have been loyal over the years and given positive feedback on the flexibility. Indeed, studies increasingly show that hybrid working can increase productivity and reduce absenteeism. Additionally, in not offering flexibility, you could be cutting your business off from a significant talent pool. 

You can find out more about White Label HERE and if you think this is something your business would benefit from, get in touch at 

Taking part is completely free and just requires a few hours of your time and an interest in implementing flexible working practices in your workplace.