From Flexible to SMART Working 

One of the lasting transformations that the Covid-19 pandemic has initiated around the world is on how, when and where people work. Flexible Working is well established as a mechanism to alleviate many issues related to work-life balance and is often noted, from employee surveys and engagement reviews, as a key opportunity to be developed.  We believe that, in its broadest sense, modern working models are all about Inclusion as they seek to provide the best working environment and working options to all, recognising there may be a business need for employees to be physically in the workplace for a proportion of time. SMART working models can be specifically designed to enable everyone, regardless of their preferences and personal commitments, to contribute and be successful. 

We will work with you looking at the business case, debunking any myths, and putting together a SMART working charter and appropriate communications. We can survey your teams to find out what works and what doesn’t work for them. And we can design and deliver webinars and online training to support the transformation.

Gender Gap Reporting

According to the World Economic Forum’s Global Gender Gap Report 2026, the current pace of economic participation across genders means that the overall global gender gap will take 120 years to close. MASF believes that we all need to act now so that positive change impacts on more lives far sooner. The regulatory changes that have taken place over recent years have significantly increased corporate understanding and behaviour around gender gap issues, and MASF works with several of our clients to positively leverage this regulatory challenge as part of their broader D&I strategy.

Specifically, MASF can support you with understanding regulatory requirements; linking pay gap reports with a wider D&I strategy; benchmarking of policies and practices; identification of key actions; and communication and reporting of any gaps identified.

Talent Sponsorship

MASF develops tailored Talent Sponsorship programs (normally of 12 months’ duration) which takes traditional mentoring beyond the tandem partnership and into the boardroom and/or management meetings.

​Sponsors talk to and about their sponsees and therefore increase their corporate exposure and can feed back on unseen opportunities for growth – which is essential to their career success and of benefit to the whole organisation.

​Sponsors also benefit from the learning opportunity that comes with an intense, frank and extensive personal and professional interaction. Sponsors not only provide perspective but crucially also opportunity to deliver by enhancing a sponsee’s exposure within the organisation.