Posted on 13th July 2017
Our Flexible Working Survey 2017 Yes I work part-time. But I still want to be taken seriously.
revealed that flexible working has come a long way in the last ten years. But more still needs to be done to bring it into mainstream consciousness.
With so many benefits for businesses seeking great quality professional staff, flexible workers need to be taken seriously. That means a better promotion structure, more incentives and more respect for flexible workers across the board.
Our report outlines that professionals feel improved gender representation, equal pay audits, HR performance-based reviews rather than presenteeism and more senior managers working flexibly would all help to improve attitudes to flexible working.
If you’d like to find out more about the part-time and flexible opportunities our recruitment agency offers, please register online here today. Or if you’re a business that’s struggling to find great people, it could be time to talk to us.
Let’s make flexible working a routine ‘norm’ rather than a company benefit. The business landscape is ready for it so we believe this is the perfect time to go for it. Thanks for reading.
If men do it, it’ll be taken seriously.
Is flexible working a female issue? Our Flexible Working Survey 2017 would suggest so. But the controversial viewpoint prevails that this is one of the reasons why it isn’t taken seriously enough by the world of business.
When asked what would improve the adoption of flexible working, some said men were key to change. One respondent stated, “More men need to take up part-time working. At the moment flexible working is seen as very much a female need and therefore not taken as seriously.
We approached employees and businesses alike to get their views for our Flexible Working Survey 2017. But 96% of employees of the 1,150 people who completed the survey were women. After all, it’s still largely women who want to work flexibly to meet the demands of work and family life.
While more men are choosing to work flexibly and more are becoming stay-at-home-dads, one working parent usually has to progress their career in order to bring home a good salary.
It’s our view that until we see more professional roles being opened up to part-time and flexible workers, we will have to wait until we see a better gender balance and a narrowing of the gender pay gap. So flexible working needs to be taken seriously by employers regardless of gender.
The benefits for businesses should be gender neutral: greater employee retention, access to a wider talent pool, reduced absenteeism and improved productivity all equal great reasons for choosing to open up vacancies to flexible workers.
"Since joining BHBPA we have found it to be a dynamic and vibrant members’ organisation, with excellent, regular and informative meetings.
Peter Liddell does a first class job in ensuring that members’ interests are aired and addressed.
"This association was started with a lot of effort from a few local businessmen and has proved to be a very powerful and useful tool for our business. The BHBPA has influence at the top level; when action is needed, the BHBPA gets it done. We are kept in touch with all that is happening on our doorstep and will often act because of what is published in the weekly emails / newsletters."
"I am delighted to have a long-standing relationship with the BHBPA. Since its foundation the Association has gone from strength to strength and there is no doubt that it has brought huge benefits to its members and the business community as a whole through the partnerships it has formed with the local authorities, Sussex Police and local organisations. It is paramount that Burgess Hill businesses have an effective collective voice."
"The BHBPA is an energetic and vocal organisation that connects and empowers and informs the local business community acting as an effective conduit to local authority and other organisations. We are proud to be part of that community and the association."