Flexible working is often viewed as a ‘difficult’ option for certain frontline sectors, such as childcare. Euan Cameron argues that almost any profession can adopt flexible working. It’s all about how you go about it.
Recently, flexible working was brought back into the spotlight amid fears that recruitment issues are leading to a shortage in childcare workers in Britain.
Timewise conducted a survey that showed that the number part-time jobs in the childcare industry has plummeted, resulting in an imbalance between the demand for services and the number of childcare workers.
A solution that has been proposed is to make child care jobs more flexible, both in terms of number and type, so a wider range of people can take them up.
People who are unable to enter the field due to the inflexibility of it or have been pushed away from the field due to other obligations, such as childcare.
According to the study, almost 18,000 additional childcare workers could have been hired if more positions were advertised that offered flex or part-time options.
Flexible work-proof?
The UK Government’s Employment Rights Bill will make it even more important to have the right to request flexibility from the first day.
How can flexible working be implemented in a way that is effective? This remains a pressing question for many industries.
There are some jobs that come to mind when you think about flexible work – such as technology, software development, writing or any other office-based job. You might not immediately think of childcare as a profession where flexible working is possible.
Many other jobs, such as delivery drivers or warehouse workers, are referred to as “flexible-work-proof”. It’s true that any job can be flexible. It all depends on your approach.
Willo’s Report on 2024 Hiring Trends found that implementing flexible work is the second-most pressing issue facing companies behind AI.
This prompted us to do a deeper study on the subject this year. We looked at how businesses are successfully implementing flexibility into their operations across a variety of sectors and jobs.
Inclusion and Fairness
Inclusion, connection and blending fairness into the business needs are key factors for employees when it comes to implementing flexible work policies. This includes positions that are not traditionally viewed as ‘flexible-working friendly’.
The study Embracing Flexible Work revealed that the vast majority of the 20,000 employees of a multinational meal kit company work on-site, making them unsuitable to the flexible working practices enjoyed by their colleagues.
The company decided to follow the regional norms of each market in order to improve fairness and balance business needs. They also allowed managers a certain level of flexibility on all jobs on the premises.
This meant that staff could work a little later in the day, or leave a little later. However, staffing levels had to be maintained during core hours.
Flexi-time in its current form is not revolutionary. This was a creative way to ensure fairness in the workplace, where an unfair distribution of flexible work opportunities could have affected culture.
But it takes a concerted, top-down effort. Where there is a will there is a way.
The key is to remove barriers that prevent flexible working. It can be a lack in infrastructure or work hours, an imbalance between employees who work in person and those working virtually, or a lack in skills and training to help employees work successfully flexibly.
Create a connection
Flexible working can have a positive impact on productivity for companies that adopt “remote-first” policies.
On the flip side, they may experience negatives such as a loss in connection between employees and in some instances a feeling that certain people miss out on opportunities for advancement due to the lack of personal connections.
The study found that one company has implemented regular remote company catch-ups, including Tuesdays with CEO and Thursdays with an open Q&A. They also have virtual social events planned and support from the company for socializing with colleagues nearby.
“Behind clickbait headlines and catchphrases is a simple truth: most employers want to see their employees enjoy the work they do while fulfilling their role expectations.”
This allows the company to retain the benefits of remote work. It can have a truly global workforce and access talent pools that are otherwise frozen out due to geography.
Some of these solutions are not directly applicable to childcare or other professions that are’suitable for’ flexible work. These solutions show that creative, and not complex, approaches to identifying work opportunities are possible in virtually any position.
Flexible working will continue to exist, regardless of whether traditional businesses like it or dislike it. The most progressive professions and companies in the world thrive because of it.
The most successful organizations and professions prioritise it.
Clickbait headlines and catchphrases hide a simple truth: most employers want to see their employees enjoy the work they do, while also fulfilling their role expectations.
Flexible working is the new way of doing things.
Campaigners in the childcare industry are demanding change because they want to have flexibility to work. It is also in the best interest of employers, and those that find a solution will be rewarded. This is true for all sectors.
