Flexible working options are attractive to many employees and can significantly benefit both employers and employees. However, not every employer knows how to consider requests, how to advertise roles as flexible or to get management support to implement this.
Working Forward is the Equality and Human Rights Commission’s national campaign to make workplaces the best they can be for pregnant women and new mothers. A critical pledge in this campaign is to work with businesses and organisations to encourage employers to offer flexible working practices.
What is flexible working?
Flexible working describes a type of working arrangement which gives some degree of flexibility on how long, where, when and at what times employees work. The flexibility can be in terms of working time (for example, part-time, flexitime), working location (such as working from home) or the pattern of working (for example, job share). To view more about the types of flexible working practices see the resources from CIPD.
Why are we encouraging employers to offer flexible working practices?
Our research found that over two thirds of mothers (68%) made a request for at least one type of flexible working practice, with most being approved. However, over a third of the women who had their requests approved didn’t request the flexibility they wanted because they thought it would be viewed negatively or wouldn’t be approved, while over half said it led to negative consequences.
To make businesses the best they can be for pregnant women and new mothers, we’re encouraging more employers to be open and transparent about their flexible working options and to promote these during recruitment.
Top tips for offering flexible working
- where appropriate, advertise jobs as open to flexible working and promote a wide range of flexible working practices
- trial new ways of working
- be transparent and clear about the types of flexible working the organisation has considered, offered and granted
- celebrate and showcase examples where flexible working is successful
We’ll be adding more information on flexible working soon, such as recruitment practices that highlight flexible working options.
The business case for flexible working
According to the Women’s Business Council, while the majority of mothers work, many face barriers and find it difficult to balance their work and care needs, especially those on lower incomes.
It’s widely recognised that a key component in the progression and retention of women in work – and indeed everyone – is the provision of flexible working.
Shared from Equality and Human Rights Commission