Our research found this was a top, if not the top, thing that most of those trying to combine paid work with care need – some leeway around start and finish times, and some choice around working patterns, alongside options in terms of location.
We’re also worried that more support for flexible working could see this expanded only to include some industries and some people.
Historically, it’s largely women that have worked flexibly, and it is generally easier to make it work with office-based, higher-paid jobs. We need to see more men working flexibly, and more options available in various industries at all levels.
Only then will we be able to support the almost half the workforce that are trying to combine paid work and care.
There is a real danger that flexible working remains a slightly ‘second tier’ option, exclusively available to some, but ironically a career blocker for those that access it.
FTA: How does a more intersectional workplace benefit businesses?
CW: Business and government need to address the hurdles we face to creating more dynamic, representative working world where women and others can play a full part.
[We need to]: embrace flexibility; slough off old-fashioned ideas about the way in which families – of all shapes and sizes – want to combine work and care; make sure your culture is one of inclusion and respect, with transparency around pay; and act to tackle bias.
It’s not rocket science: we know a lot about what is proven to make a difference; we just need to see a faster and more determined pace of change.
FTA: What practical steps can employers make to ease the burden that carers face?
CW: Business in the Community’s most recent research highlights that caring responsibilities, despite their widespread nature, can have a dramatically negative impact on people’s ability to access and progress in the workplace.
That is why it is crucial that employers consider caring the norm and not the exception, ensuring it is viewed as mainstream.
This should see employers embrace flexibility as the key – leading the conversation rather than relying on employees to raise it – for example include details of what’s on offer in job adverts.
FTA: What else can companies do?
CW: Make sure wider working practices, such as how an employer appraises performance, does not undermine flexible workers, such as rewarding those that are more ‘visible’ in the office.
They should also ensure all other related policies like parental leave and carers leave are well publicised, highlighted on their website for everyone to understand and access.
If caring is to become less of a burden to women, employers should offer equal parental leave to parents of all genders, alongside enhanced support for partners wishing to access shared parental leave.
