Flexible Working: how has it really helped progress gender equality in the workplace?
Today is International Women’s Day, an annual event to celebrate the social, cultural, political and economic achievements of women and raise awareness of the barriers they still face in the workplace and society. This year’s theme is about Inspiring Inclusion, encouraging everyone to take action.
There is no doubt that flexible working can help to address gender inequality in the workplace. Yet the fact remains that despite flexible working becoming more in demand, progress remains slow and varies depending on sector, attitudes and organisational culture plays a role too.
In April 2024, the new Flexible Working Regulations will be coming into force. This gives workers the right to request flexible working from day one. However, it’s clear from research and surveys of employers that one of the biggest challenge is mindset and rigid people practices. There are number of key challenges that present barriers to making flexible working work:
Key challenges
• According to CIPD research in 2023, nearly half (49%) of employers were not aware of the new Flexible Working regulations coming into effect. This means not all employers are prepared for the changes coming into effect next month yet their employees are likely to be aware of these changes and their rights.
• Whilst the percentage of job adverts offering flexible working has increased, this has started to plateau with just 3 in 10 being advertised as open to flexible working.
• Job adverts tend to use the catch all phrase of “Open to flexible working” which does not make it clear the types of flexible working available. This can act as a deterrent for female candidates who maybe looking for part time or reduced working hours or other type of flexible working.
• There is still the assumption by some employers that candidates will ask about flexible working at interview therefore potential reducing the size and diversity of the talent pool.
• Supply does not meet demand with 9 in 10 people wanting to work flexibly.
• Part-time roles are one of the most common types of flexible working advertised yet tend to be lower paid therefore resulting in women applying for part-time roles below their skills level and contributing to widening the gender pay gap.
• Whilst the pandemic highlighted the benefits and possibilities of flexible working, the past year has seen some employers roll back on their commitments and mandating a return to the office on certain days or full time.
• Job vacancies offering flexible working vary by sector with most common being within Social Services and Health (45% and 38%) compared to other sectors where shift patterns, maybe a limiting factor i.e. construction, manufacturing and maintenance/repair accounting for around 1 in 10 job vacancies.
• 1 in 5 women feel their career progression has been hindered due to lack of flexible working.
There are many benefits to flexible working:
• Attracts more diverse talent. If you build in flexible working into the job role and make it really clear in the job advert, you are likely to attract more female talent and talent from other under-represented groups.
• Building flexibility into the job means better employee retention.
• Improved career progression and development.
• Increased productivity. Implementing a truly flexible working culture that allows employees to work in a way that meets their personal circumstances and needs will boost productivity at work.
• Flexible working is likely to reduce office space costs therefore saving money.
• Greater job satisfaction was reported as a benefit in a CIPD survey compared to those who didn’t work flexibly.
So how can we make flexible working the norm and improve gender equality?
Covid and lockdown transformed the way many businesses work and for some has resulted in more flexible working. Things to consider:
• During job design, consider ‘How can we make this role flexible?’ rather than which roles can we make flexible or why can’t we make it flexible including considering what types of flexible working could be applied to non-office based and front line roles.
• Impact assess your flexible working policy and practice from an inclusion perspective to ensure equality is promoted throughout different stages of the employee lifecycle from learning and development, progression to exit. And collect and analyse the data to help assess for any adverse impacts and identify any positive outcomes!
• Be explicit in the job advert what types of flexible work the job role is open to.
• Encouraging senior managers to work flexibly and promote the benefits and walk the walk i.e. leaving on time rather than working late and being mindful of other colleagues working patterns when organising 1 to 1s/meetings sends out positive messages to their teams.
• Raise awareness amongst existing employees on the different types of flexible working on offer.
• Train managers to effectively manage flexible and hybrid working teams on key aspects of people management i.e. performance management, communication, learning and development, collaboration and fostering effective working relationships.
• Evaluate the effectiveness of your flexible working policy via engagement surveys, analysis of uptake and its impact on other metrics such as recruitment and progression.
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By making flexible working work and become part and parcel of workforce planning through adopting a more can do approach and leaders and senior managers role modelling, it should help encourage a more inclusive workplace environment and attract, develop and nurture female talent to thrive and progress within the organisation.
Sources:
Timewise Flexible Working Index 2023
Flexible and hybrid working practices in 2023, CIPD
