Time to mind the flexible gap

This summer, the government announced plans to modernise the way we work, to create a more transparent gender pay gap within a generation. Their consultation will look into careers guidance for girls and seek ways to give women the security of a well-paid job for the long-term. In addition to this, the government wants to give greater support to parents returning to work after a career break – underpinned with a promise of double the hours of free childcare for three year olds.

So what does this mean for the future of flexible workers?

If the government wishes to see women in full-time roles with greater job security, in the same way that men are, this can only be good news for the fight against inequality in the workplace and society at large. As you’ll notice, their paper talks a lot about driving women’s wages up with much emphasis on well-paid jobs.

But what about those women (and men), who are actively seeking a more flexible work-life balance? You can still be well paid doing a role that fits around your life the way you want it to. Our Members are testament to this fact: 44% now earn salaries between £10k and £50k pa working part-time. We’ve just published the Ten2Two Research WhitePaper_Practical Business_Flexible Working 2015, so we should know what we’re talking about, right?

The security of a flexible role

There’s no reason why a flexible position should be less secure than any other role. If an employers needs change, flexible workers are often in a position to increase their hours as required. In fact, nearly 60% of our Members have changed their hours or working pattern in their flexible role after their initial hours had been agreed. A quarter of them have actually increased their hours as their personal circumstances have changed – but few have reduced their hours.

Generally, over 40% of our members would work more hours if needed (20%) and/or when school hours allowed (21%). Any changes to working hours were more often proactively suggested by the employee (over 40%), and not the employer (17%).

Flexible means value for money

For those who like the idea of a three-day weekend, a flexible position can work wonders for employers and employees alike. Not only can the employer enjoy the talents of a highly qualified individual for less. (Assuming they work a shorter week than a full-time employee would). But they are also more likely to see more of a return on that person’s work-time.

Flexible workers are known to be highly organised, motivated and focused. You won’t catch them sitting on Facebook or chatting at the water cooler for hours on end. ‘Effective time management’ is one of the key employee attributes for businesses seeking a flexible worker. Our recent survey found that 85% of companies felt that flexible working had been wholly beneficial to their business. But the proof is always in the pudding. Find out more here.

So if you’re thinking of making a new business appointment, talk to us today about your options. Find your local Ten2Two consultant here or email us at Chloe@ten2two.org