We’ve been championing senior bosses for many years – and now there are one million of them. So is our work done?
The news that there are now over 1 million part-time employees at senior or management level is definitely worth celebrating. It’s not just a big number, it’s an indication of a real shift in attitudes and culture. Especially compared to the bad old days, when this kind of flexing only really went on under the radar.
It was the secrecy attached to part-time leadership that led to the launch of the Timewise Power 50 in 2012. We knew people were doing it, but they were doing so very quietly, so we set out to create some noise. And now, eight years on, many senior part-timers are loud and proud.
So is our work done? Should we raise a glass to what we’ve achieved, and move on? You won’t be surprised to hear that my answer is no.
While it’s great that so many senior part-time requests have been accommodated, what happens when the individuals involved want to find their next promotion? The data suggests they are likely to struggle; as we revealed in this year’s Flexible Jobs Index, only 15% of jobs are currently advertised as having any flexibility at all.
What this means is that these senior flexers are in danger of having no flexible next step, or having to trade their hard-won flexibility away to keep climbing. It’s almost like a game of musical chairs; sure, you can grab your bit of flex, but you won’t necessarily get to keep it if you go for a promotion.
If we’re going to keep moving forwards, we can’t just settle for helping people find a way to make their current job flexible. We also want them to be able to take their arrangement to the next one, and the one after that, and the one after that. And that means we need to make flexible recruitment into the next big thing.
How? Well, experience has shown us that what gets measured gets changed. For example, a focus on the gender split at board level has resulted in women holding one third of board roles at FTSE 100 companies. And following the legislation requiring companies to track their gender pay gap, things are starting to move in this area too.
It’s reasonable to assume, then, that a similar requirement for companies to track flexible hires and promotions would help speed up the pace of change. And while this would need to be tackled at governmental level, we all have a part to play.
So if you’re hiring flexibly already, that’s brilliant. Keep doing it, and do it more. Shout about it on your website and highlight it when you’re briefing recruitment agencies. Be upfront on your ads that you’re happy to discuss flexible options (having first made sure the roles you’re offering can work on that basis).
If you’re not, it’s definitely time to get started – and we can help. Do get in touch with the team, so we can support you as you take your next step.
Published February 2020
