The pandemic has required employers to adopt a more flexible employment model, both in terms of schedule and location. Flexible working has become a priority for job seekers as they search for new roles. Such demand has meant flexible working has begun to feature on job descriptions alongside holiday allowance and gym memberships.
A study carried out by a government-backed organisation, The Behavioural Insights Team (BIT) revealed that men and women are equally attracted to adverts specifically advertising flexible work. However, it is the latter who are shown to benefit more from greater transparency of flexible working arrangements. Pre pandemic numbers support this; women were twice as likely as men to work in roles that facilitated flexibility.
Women are more likely to have lost their jobs because of the pandemic. Data suggests this is because women were more likely to work in the sectors most affected by lockdown closures. Hospitality, health, beauty and wellness, tourism and food preparation and service are just a few examples. These are also roles where ‘Work from Home’ was not an option in many cases, but flexible working was.
As we move out of pandemic measures, roles within these industries have not recovered at the rate of other sectors. On average, it’s been found that these sectors have also suffered the heaviest declines in openings since the pandemic (-80%).
How will flexible working help women in the workplace?
Of course, this is welcome for employees of all genders but comes as a particular liberation for women. Since the inception of the 9-5, 5 days a week work pattern, many women have struggled to compete with men for senior roles. Disproportionally, women manage domestic labour and childcare alongside paid work. As a result, they are often unable realise their professional ambitions as readily as their male counterparts.
The 9-5 day is a historic device, one that was designed when men performed paid roles and married women managed the domestic day to day duties. Of course, societal norms have moved on. The nuclear family is no longer the default model. More and more, women are required to have it all – whether they want to or not. Often they must be the sole earner as well as be a mother, keep a home and all the other responsibilities that accompany those responsibilities.
Flexible working encourages applications from women.
Although it’s heartening to know that female employment rates remain high at 72%, it still tails behind male employment rates at 78.4%. However, a new wave of flexible roles could drive labour market participation of women.
In December 2021, insurance giants Zurich advertised all its roles as ‘flexible’ as part of a trial with BIT. The results of the study revealed that the number of women applying for senior roles within the company increased by 20% while all the other roles received double the number of total applications.
In this month of International Women’s Day, the Minister for Women & Equalities, Liz Truss MP has called for the normalisation of flexible working. In her statement, she declared that
“Our commitment to flexible working is based on our desire to open up employment opportunities to people regardless of their sex or location,” and that “We now have the chance to … boost opportunities for everyone.”
The wider implications of flexible working models.
Flexible working has the potential to facilitate a wider return to work across the population. Industry leaders are confident that clearer flexible working options would lead to a wave of new flexible roles and increase job applications by up to 30%.
The Behavioural Insights Team (BIT) research analysed more than 780,000 job postings made by 100,000 employers on Indeed.co.uk. Employers were encouraged to clearly advertise flexible working options. This led to a 20% increase in the number of jobs that were advertised as flexible. If this practice was to be continued on Indeed alone, at least 174,000 flexible jobs would be added to the UK economy in a year.
The research analysed more than 20 million job applications and concluded that jobs with clear flexible working options could attract up to 30% more applicants than those that did not.
Throughout the first 2020 lockdown, almost 40% of employees worked from home. During this time, we all had a taste of what flexible working could bring, and we aren’t eager to go back to pre-pandemic structured models. Subsequent research has shown that 9 out of 10 job seekers want increased flexibility, be it remote working (60%), flexitime (54%) or reduced hours (26%).
Conclusion.
Flexible working is a model that was once a rarity. However, following the pandemic, there is an increased expectation that employers will design job opportunities with flexibility in mind. Research has shown that job seekers value flexibility as a concept, and as such are prioritising it when looking for new opportunities.
The wide adoption of flexible working principles has the potential to transform the prospects of women, who have been heavily disadvantaged by the 9-5 working model. To be fully effective, flexible working must be part of a wider conversation surrounding how employers structure their broader stance. This includes how maternity leave is offered and whether shared parental leave is on the table. It goes without saying that many men would also welcome these changes.
As we work toward welcoming a more diverse workforce, families will take on more and more forms. This will force employers to be agile in their approach and tailor packages to suit individual situations. More importantly, it will by its very design create a richer tapestry of culture within a company. Employers and those who work within them will be greater for it.
Work with us.
Our clients offer flexible working patterns. They recognise that today’s candidate holds a healthy work/life balance at their heart, so are committed to providing flexible job opportunities to suit every tech, digital and data professsional.
Ignite Digital Talent are committed to creating equal opportunities, and welcome job applications from all who are qualified and eligible to working in the UK, regardless of colour, ethnic or national origin, race, gender, sex, disability, age, sexual orientation, religious or political beliefs, marital status or family circumstances.
Get in touch today to hear more about how we work and how we can help you find your next flexible job today.
