Advertisement

Newsflash! Flexible working in 2017 isn’t just for women - it's time to bust the 'Mum Myth'

Timewise are busting the tired 'mum myth'
Timewise are busting the tired 'mum myth'

No one could argue that the challenges faced by mothers in the workplace are the impetus behind calls for more and better, flexible jobs – and I should know.

After struggling in the jobs market myself as a parent, I have devoted the last 15 years of my career to driving change, and helping more women work flexibly - in part time roles, flexible shift patterns, or through working from home.

But when I first started on this journey, the world of work was a different place. Now, it is time to take a step back and think again.

I believe that the focus on ‘making work, work’ for women with children, paradoxically, may no longer be the right thing for women. For, when it comes to the issue of flexible working, for too long it has been viewed as a concession - given to those who somehow can’t work in a ‘normal’ way.

When, in fact, if we look at the cold hard evidence, there are two critical points.

Firstly, flexible working is not just good for mothers. It has been proved to be hugely beneficial to businesses – from improving staff productivity, attraction and retention, as well as reducing travel and property costs.

Secondly, if we take a wide definition of flexible working – where, when and how much people work – we see that it is not purely the working pattern of choice for women with children.  The demand cuts across all ages and genders, across all life stages, and for a whole host of reasons.

We need to think again. Flexibility is not for the marginalised; it's for the many. Timewise's new research, published today, busts this ‘mum myth’ open once and for all.

Instead of having dead-end conversations, it’s time for businesses to start acting when it comes to creating workplaces that welcome Britain’s army of flexible workers

It reveals that nearly 87 per cent of today’s UK full time workforce either works flexibly, or wishes it did. That’s not a typo: almost one in every nine. And the gender gap is smaller than even we expected, with 84 per cent of men and 91 per cent of women preferring to work in this way.

So: newsflash! Flexible working in 2017 isn’t just for women – and it’s not just for parents of school-aged children either. It’s high on the priority list for full timers of all ages, with 72 per cent of baby boomers, 88 per cent of Generation X and a staggering 92 per cent of millennials currently flexing in some way... or wanting to.

It’s clear, then: flexibility is what employees really, really want. So what are we going to do about it?

In particular, employers, what are YOU going to do about it?

Because unfortunately, despite this massive, growing demand for flexible jobs, most businesses haven’t kept up. Right now, only one in every 10 quality jobs is advertised as being flexible at the point of hire. This has created fierce demand for the flexible, quality jobs that do exist.

How to ask for flexible working
How to ask for flexible working

And while some employers let some employees have some flexibility, it’s often limited to ‘trusted’ staff who have been in the role for years. These employees can then end up stuck in their jobs, unable to move out or up, because to do so would cost them their flex.

Instead of having dead-end conversations, it’s time for businesses to start acting when it comes to creating workplaces that welcome Britain’s army of flexible workers – from implementing strategies that truly look at how to adapt to hiring flexibly, designing roles creatively and establishing a culture fit for the future.

So, while we’re still a long way from meeting the demand for flexible jobs, we must recognise that flexibility is no longer a ‘perk' - value is now attached to it. And 87 per cent of our full time workforce is relying on you to take action.  

My challenge to employers

1. Get to grips with flexible job design

It’s not enough to just slice a day off the working week, or give an employee a laptop and let them get on with it. Proper flexible roles have flex built in, looking at how a job can be delivered in non-traditional working patterns.

2. Make flex work at every level

It’s no good just offering flex lower down the pay scale, without giving thought to career progression. You need a flexible pipeline if you’re to get the best out of your workforce – and it’s helpful to have senior people flexing by example, too.

3. Put your money where your mouth is

Don’t just do it; shout about it. Advertise your jobs as being flexible at the point of hire; and get your flexible employees to mentor and role model junior teams and new recruits.

Want your next job to be flexible? Here's how...

1. Don’t lead on the flex issue

Avoid the mistake of sounding as if you’ve only applied because it’s a role with flexible  options. First and foremost, you have applied because you have the right skills, it’s a great role, and you want to work for the company. No one wants to hire someone who is ONLY applying because the job is the part time, or because it is possible to work from home.

2. But - do your research

If the advert isn’t clear about what flexibility – if any – is possible, it is a good idea to call and ask the HR Department before you apply. It is also worth asking whether they already have people working flexibly in that given role type and/or team.  If the answer is no, this is usually THE major tell-tale sign if flexibility will even be a possibility.

3. Know your worth

If you hold a senior position, have hard-to-find skills and top notch experience, you hold much stronger negotiating powers. The jobs market is turning, and employers are struggling to find suitable candidates for some roles. Capitalise on this.

4. Show you can make it work

Demonstrate how you make it work in your current role, without apologising for it. For example: ‘My working pattern is currently a four-day week, and I consistently meet my sales targets. Would you be able to match this?’

Enter the Timewise Power 50 awards, a celebration of the best and brightest flexible workers and organisations.  Nominations close on by Friday 3 November and the winners will be revealed by Management Today in early 2018.