Every employer knows that finding good-quality, high-calibre staff is difficult at the best of times and securing the right person for a role can also be very expensive. What they may not be aware of is that there is a huge pool of highly skilled and talented women looking to get back into the workplace after having children, who are unable to find flexible working opportunities.
A growing number of employers, however, are now beginning to recognise the benefits of offering flexible work to mothers returning to work.
Yet, for many mothers it is still the lack of such opportunities that is one of the main hurdles to getting back into work. A survey of more than 600 mothers by WorkingMums.co.uk found that lack of confidence, affordable childcare and flexible working was holding them back from returning to the workplace.
In the survey, 86% thought flexible jobs paid less than the same full-time positions. Many said they thought they faced a stark choice between full-time work and working flexibly for less money and at a lower level than they were capable.
Confidence is also often cited as a concern for returning mothers, who are particularly sensitive about the views of fellow employees. Naturally, childcare appears on the list too, but this is more a question of good planning.
Employers need to recognise that some of these anxieties may have more to do with perception than reality, and address them positively. For example, they need to communicate the benefits of flexible working and flexible workers’ parity with their colleagues and encourage returners to focus on their experience and be proud of their achievements. There may be a period of readjustment for both employee and employer, so it’s important for channels of communication to be open.
Flexible requests
The availability of flexible jobs may also be improving, too. While some companies have been slow to adapt to the number of women now needing, or wanting to continue working after having children, many offer flexible arrangements. Women are now legally entitled to request that flexible options are considered on their return from maternity leave.
Women returning to work after a period of maternity need to be encouraged to think through how flexible working might be beneficial for themselves and their employer. For example, what level of flexibility is possible: a day working at home, or part-time work? Can their job feasibly be done flexibly and, if so, how will working flexibly benefit the company and customers as well as the employee? Well thought out and reasonable requests are more likely to be granted.
Avoid misunderstandings
Flexible working is known to be most successful when a company has a proper policy in place that is communicated throughout the company. Implementing flexibility on an ad hoc basis can create resentment and misunderstandings among other members of staff. It also tends to mean that the flexibility offered is not as well managed as it could be, with, for example, women working from home not being properly set up to do so and often feeling sidelined and isolated.
There has been a massive surge of interest in flexible working from employees, from job sharing to home working, yet it can often take companies a while to make this work effectively and efficiently.
Companies need to understand there are benefits for all not only can it be cheaper for employers, since they gain access to skilled candidates for specific projects and tasks, but it will also engender loyalty from the employee and increase return-to-work rates for mothers who often have years of experience and a multitude of skills. So, rather than view flexible working as a problem, employers should view it as an opportunity.
Flexible policy
• Have a properly thought-through policy on flexible working, with a set of guidelines that are clearly communicated to avoid misunderstandings.
• Review how the policy is working.
• Have good time management plans, with deadlines for work for remote workers, and find constructive ways of dealing with employees if they are not met.
• Make sure technology works well.
• Remote and part-time workers should feel part of the team and not be isolated or sidelined.
• Encourage voice contact with remote workers rather than just working through email.
Gillian Nissim, is the founder of WorkingMums.co.uk
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