Change is happening – the best flexible work initiatives we’ve seen from our employer partners this year!
As recruitment professionals and leaders in the flexible working space since 2012 my Co-Director Erin Kefalas and I have worked tirelessly to create positive workplace change and to advocate for increased flexibility at work. At the same time we’ve worked super hard to create more flexible opportunities for working mums through our former agency JustMums Recruitment, and now with Working Parents Connect, we proudly connect dads with flexible roles too, understanding their need for better balance also.
As seasoned agency recruiters we’ve each met with hundreds of businesses, big and small, and from all industry sectors. To be honest, we think we have heard it all when it comes to employers and their take on working in a flexible way. Some lead the way and embrace it, others aren’t quite there yet and then of course there are many who promote themselves as flexible but in reality are quite the opposite.
The good news is that what we’ve noticed is a slow but really evident increase in the willingness of employers to discuss what flexibility may look like for their business. We’re seeing more employers challenging outdated ways of working and seriously putting flexible working policies on their agenda. We’ve witnessed less lip-service and more action (finally). Since our return to work this year we have been so motivated by the increased number of new employers we have met, spoken to and partnered with (thanks to you all). As a result, our team really do believe that times are changing for the better.
To highlight this, these are some of the best “flex” initiatives we’ve heard of so far this year:
- “Hump Day Remote Working day” – employees can work remotely on a Wednesday if they wish to
- The option to alter start/finish times, work compressed hours or a 9 day fortnight for all positions requiring full time hours across a business
- Special “school” leave provisions for staff who had a child starting school this year
- The introduction of an “all company” 4-day working week (Erin and I have worked a 4 day week for the past 2 years so we were thrilled to see this get some media attention in recent weeks as it has served us well)
- On-site school holiday programs in full swing
- Many employers considering a job-share for all vacant full-time roles and the option for current full-time staff to become a job-share if their preference is to work reduced hours – or return from parental leave and work part-time instead
- More focus on the option for staff to purchase additional leave (between an extra 2 and 6 weeks more) – this has come into play when we’ve negotiated multiple offers with candidates and is a very attractive option for many parents in our talent pool when presented by an employer
- We’ve seen a small yet creative employer with a limited budget secure top talent to their organisation by designing a role purely around the candidate’s work related preferences and availability
On top of this, a quick poll to almost 300 in our talent community this week revealed that 69% had a flexible employer with 31% sharing their employer was inflexible. Another strong indicator of change and an excellent start to 2020 and a new decade of working.
Yes we have a long way to go until flexible working is viewed as the norm rather than the exception in this country however these changes are both encouraging and inspiring.
If you are an employer interested in discussing how flexible working may be introduced into your business or if you would like to work with us, get in contact today as our team of experienced recruiters and consultants are well placed to assist.
Together, we can create positive social change in the way parents balance work and family.
Written by Rachel Perkins (Co-Director)