Let’s build a flexible workplace to suit today’s workforce

By Karen Mattison, Co-Founder

The recent coverage of the gender pay gap has shone a much-needed light on the scale of the problem around female workplace progression. And it’s encouraging to see so many companies promising to take action, from training HR managers in unconscious bias to introducing mentoring programmes that boost female employees’ confidence.

But although initiatives like these have a part to play in helping women to progress, they don’t actually address the root of the problem, which is this: today’s workplace is not set up for families in which both partners work. The systems we have in place are still, even in 2018, based on senior people being able to put their jobs above everything else.

We need a flexible, modern workplace for our modern workforce

To give you an example, I was talking to a colleague recently about a networking event. The topic was interesting and relevant; the attendees were people she would have loved to connect with. But there was one sticking point: it was in the evening.

Now, if she really wanted to go, she could have found a way to make it happen. If her partner wasn’t able to get home in time, she could have tried to extend her childcare, or get a babysitter. But not all women, or indeed all parents, can jump through these hoops; and certainly not every time.

The fact is that this workplace norm, like so many others, is structurally incompatible with family life. And until we start dismantling these norms, and replacing them with flexible-friendly ones, female progression, and gender parity, will remain elusive.

Our Manifesto for Change will help transform working practices

It’s for this, critical reason that we have been working with Deloitte to create a Manifesto for Change. Built on our findings from a large-scale study and in-depth interviews with 12 business leaders, it’s a practical plan for action, setting out five steps that UK businesses need to take if they are to reset their workplaces:

1. Leaders must provoke cultural change – challenge the status quo
2. Flexible working to be gender neutral – emphasise the value of male and female role models
3. Design flexibility into the job – ask “why not” rather than “why”
4. Influence the attitudes and actions of managers – provide the permission and tools to support a flexible workforce
5. Collect the data – measure the success of flexible working

The study particularly highlighted the degree to which the status quo is not supportive of flexible progression. 30% of respondents said they felt flexible workers were regarded as having less status and importance, and 25% felt such workers were given access to fewer opportunities and missed out on potential progression and promotion opportunities. It also made it clear that the onus is on employers to take down the barriers to flexible working, through cultural and structural change.

So now, employers, it’s over to you. Our research has flagged up the issues and our manifesto has set out the steps that will help you overcome them. And with the countdown to the next round of gender pay gap reporting having already begun, it’s time to take action. If you need help getting started, please get in touch.

To find out more about our training and consultancy services, including our introductory Flexible Audit, please call 020 7633 4444 or email info@timewise.co.uk

Published May 2018