Delivering support for employees with insights for employers

SeventeenHundred is an innovation driven organisation that creates supportive relationships between companies and their employees. We provide work-life integration and diversity solutions to support organisations and the journey of the individuals within – enabling them to balance their work commitments and external responsibilities. 

We recognise that your employees are a little bit of everything. They wear many different hats – often all at once. So we have created a suite of services to assist you in supporting your people, no matter their life stage or background. Our customised solutions are tailored to meet your people and budget needs.

Bring your best self to work and home again with our flagship service the Work & Life Hub. Providing support through health and wellbeing, flexibility, parenting, diversity and inclusion and aged care.

Why Us

Improved financial performance

Work-life programs have been shown to positively influence financial performance and stock prices. Boston College Centre for Work & Family found organisations that emphasise quality of life for employees had higher sales growth and return on asset growth over a five year period compared to organisations who had not placed the same emphasis.

Attraction of the best talent – becoming an employer of choice

Implementing work-life programs contributes to organisations formally being recognised as employers of choice. These programs are another way for organisations to enhance their employment value proposition, build their preferred employment status, reinforce employment brand, and differentiate their employment offering in order to attract quality talent.

Retention of talent

Work-life and work-family policies lead to increased employee retention rates, translating into reduced employee turnover and cost savings due to the reduction in recruitment and training costs.  Many struggle to balance their work and external commitments and responsibilities, particularly those with caring responsibilities including parents, those caring for the elderly, disabled and unwell. A recent Hay Group survey showed that 27% of employees working in an organisation not perceived to support work-life balance plan to leave their company within the next two years, whereas only 17% considering leaving in companies perceived to support work-life balance.

Greater diversity and inclusion

Diversity and inclusion in the workplace and within leadership teams are critical success factors in making better decisions and developing more innovative business solutions.  Research conducted by organisations McKinsey & Catalyst has shown that Fortune 500 companies with more women on their boards tend to be more profitable. Research from Credit Suisse also shows groups with diverse perspectives and flexibility in thinking almost always outperform homogeneous groups in a business environment, plus lead to higher levels of creativity, innovation and organisational agility. A focus on initiatives and practices that support diversity and inclusion enables organisations to attract and retain the best talent – leading them to build high performing environments.

Improved engagement and productivity

Engagement research shows a strong correlation between work-life initiatives and business outcomes essential to an organisation’s financial success – namely productivity, profitability and customer satisfaction. Engaged employees are also more likely to drive innovation, growth and revenue. Companies with high levels of engagement outperform their competitors, are more profitable, productive and have higher levels of customer loyalty.  Work-life programs have a significant impact on employee satisfaction, morale, engagement and commitment levels. ‘Employers of Choice’ are shown to achieve higher levels of productivity.

Reduced absenteeism and costs

When people are struggling to maintain a work-life balance, juggling work and home responsibilities can have an impact on their health and wellbeing. This causes exhaustion, stress and reduced effectiveness at work, resulting in more sick leave and time off. Conversely, people who are supported in the workplace are less likely to suffer these ailments and take the time off.  Additionally, supporting carers in the workplace means they are less likely to take time off due to their caring responsibilities. The reduction in days spent absent leads to substantial cost savings.