Flexible working: closely connected to care responsibilities
Professional barriers
The issue
Access to flexible working was cited in our survey as one of the top six overall barriers for women looking to progress into leadership positions, with 20% of respondents identifying it as a barrier. The legacy of shifting to flexible work during the Covid-19 pandemic has helped parents, as recognised by our panel.
What our panel said
"Women leave workplaces because the environment is not suitable for their needs. Since Covid, we have been working more flexibly, and that opens up better opportunities, particularly for women who have children."
- Cathy Stewart
"It's crucial that women, especially mothers, have flexible work options. By allowing work outside the 9-5, will enhance quality and productivity. When women can manage family responsibilities, like school runs, and work at times that suit their needs, they're more focused and motivated, benefitting everyone."
- Rebecca Rosmini
“Having recruited a number of single mums, and having been a single mum myself, I always make sure the companies I lead have got really good flexible provisions in place. I don't care where somebody wants to work from and what time of day they want to work. As long as the job gets done.”
- Lea Cheesbrough
“Changes in policy alone are not enough, there must be changes in attitudes too, as there is “data that says if you’re not in the office as much, you’re not being perceived by promoting managers as better and ready for the job.”
- Tamara Gillan
Action needed
It’s crucial for organisations to promote flexible and dynamic work environments that allow for parents to juggle work and childcare. This not only promotes a healthy work-life balance for individuals but can help organisations retain employees and increase productivity. It can also encourage women to return to work after maternity leave, knowing that they will have greater autonomy over their working hours.