The flexibility trap

This research set out to explore what barriers face part-time workers as they attempt to progress their careers. To do this, we conducted interviews with 1000 people working less than 30 hours a week, and earning full time equivalent salaries of more than £20,000 per annum. We found when it comes to part-time and progression: Britain still has far to go.

Key findings:

A step down to part-time

Among the part-time workers interviewed:

• 81% say their current part-time job is at least a step down, or at the same level, as the last full time job they held
• More than a quarter say they are overqualified or over skilled for their current job
• 7 in 10 respondents say that if they were looking for a new part-time job, they would downgrade their expectations of salary and level of seniority.

The part-time plateau

Many respondents reported reaching a plateau in their career, with the prospect of promotion fading with their reduction in working hours. Among the part-time workers interviewed:

• 77% feel “trapped” in their current part-time jobs because of the perceived lack of good quality part-time vacancies to move into.
• 73% have not been promoted since they started working fewer hours.
• 63% believe that promotion within their current organisation would only be possible by increasing their hours.
• Only half of respondents say they feel as valued as their full time colleagues in their office.

How Timewise is addressing the stigma of part-time

Following this research, Timewise has launched a search for the second Power Part Time list: a roll call of 50 people working at the top of their profession in any way but the standard 9-5. By sharing these leaders’ stories, the list hopes to prove that success and progression in part-time is and should be possible.

Published in 2013

In a bid to give Britain’s part-time executives a voice, this research set out to understand what it’s like to work in a professional part-time job and how working part-time affects office status. We surveyed senior part-time workers and found that the term ‘part-time’ carries a strong stigma, even though the overwhelming majority of respondents hit their targets and are successful in their roles.

Key findings:

The context

Although UK workers are unconvinced that you can work in a senior role on a part-time basis, 650,000 people work in a quality part-time role, earning more than £40,000. Among the senior part-time workers who responded to our survey:

• 90% say they hit their targets and feel they are successful in their jobs
• Part-time work is no longer just for mothers: 30% cited the enjoyment of working fewer hours while earning a sufficient salary as their reason for working part-time, a higher percentage than those citing childcare.

The benefits to employers

When senior part-time employees were asked what benefits they felt their employers experienced through hiring them on part-time basis, the main responses were:

• “My employer knows I’m more likely to stay for the long term” (43% cited retention as a benefit)
•  “My employer gets more talent and experience for less cost” (42% cited a talented workforce at a lower cost as a benefit)
• “My employer gets happier, more refreshed employees” (29% cited welfare and employee morale as a benefit)

The stigma

Juxtaposing the clear successes of part-time working, our findings highlighted hesitation in being recognised as working part-time. Among the senior part-time workers who responded to our survey:

• 39% would not admit they work part-time, a figure that increases to 67% amongst those earning over £75,000.
• Of those who wouldn’t refer to themselves as part-time, 41% cited the negative stereotype surrounding part-time work.
• 14% let colleagues assume they work full time hours.

How Timewise plans to tackle the negative stereotype

Our research has inspired the Timewise Power Part-time Top 50 awards. The awards hope to bring part-time workers and flexible pioneers out of the shadows, telling really inspirational stories of what can be achieved on a part-time basis. By providing role models, these awards hope to trailblaze a path for future generations who want to work in the best jobs on a part-time basis.

Published in 2012

This study comprised a mix of quantitative and qualitative research amongst employers in the London area. It explored what might trigger employers to generate quality part-time vacancies (those with a salary of £20k+ FTE). We found that many employers are unaware or unconvinced of the benefits of recruiting part-time staff, or of the high volume of skilled candidates seeking flexible work. 

Key findings:

• The London part-time recruitment market is skewed strongly in favour of low-paid vacancies. 22% of all jobs are part-time and paid less than £20k FTE. In sharp contrast, only 3% of jobs are part-time and paid more than £20k FTE.

• Part-time working is primarily used as a retention tool. This restricts employment mobility for skilled candidates who need to work part-time. While they may be able to reduce their hours with their existing employers, they will have difficulty switching to new jobs.
  
  
• 16% of employers reported that they ‘sometimes or frequently’ fill £20k+ full time vacancies with part-time candidates. This suggests that the pool of part-time applicants is of high quality.
  
  
• Resistance to part-time recruitment is related to workplace culture, with most resistance amongst employers who have not previously recruited part-time staff at £20k+ FTE. Concerns reduce with experience – those who have recruited at this level cite many benefits and few disadvantages.

Recommendations

To stimulate the flexible recruitment market, the debate around part-time working needs to move away from regulation and towards the business benefits of flexibility. Employers need to be convinced that part-time candidates offer good skills and experience. They also need to see hard evidence that it can work for their business.

Published March 2012