A quarter of women in top positions in British business have been forced to choose between having the career that they want or having a family, according to research Conducted by Ashridge Business School for cahoot. Over half (53%) have no children.
The survey suggests that UK employers and organisations are not meeting women’s needs for flexibility in the workplace, and may be losing many valuable female employees as a result.
The research study, entitled “Flexibility @ Work” investigates the differences between what women want and what women get when it comes to achieving an acceptable work/life balance in the 21st century. The report is based on responses from 250 senior managers in organisations representing a cross section of UK companies from small to large and from a wide range of industries, including the public sector.
The findings capture the perceived obstacles and benefits of flexible working including a surprising 52 per cent of women who believe that flexible working is regarded as ‘a women’s issue’ by people within their organisation. This may explain why 58 per cent of respondents argue that this issue is not seen as a priority.
The study indicates an increasing demand for greater flexibility within working practices:
– Three quarters of female respondents said their work/life balance could be improved
– More than half of those interviewed have turned down or not applied for a job because of a lack of flexibility
– 50 per cent are willing to accept less money in return for a more flexible work life
– Two out of three managers would like to spend more time working from home
Despite such demand, the research showed a disparity between the availability and use of flexible working arrangements. Given that 80 per cent of organisations offer part-time working and only one in eight female managers feel able to take advantage of it, there are clearly barriers to making work flexibility a reality. While 65 per cent of managers say that some flexible working is available to them, the majority experience no clear support or leadership for flexible working and 64 per cent claim that employers regard people who work flexible hours as ‘not working’.
With the demand for greater flexibility at work on an upward trend, many employees understandably believe that flexible policies should be standard practice. 49 per cent of female managers agreed that in the 21st century, there should be no barriers to people working when and where they like and an overwhelming 87 per cent feel their ideal working environment to be one where they define their own flexible approach to work.
For the organisations that get it right, the rewards could potentially be great. Respondents believed that good flexible working practices would help attract the best candidates in the future and hold on to them for longer:
– Three out of five (60%) feel that the brightest and best young recruits will expect jobs with greater flexibility built in
– 82 per cent then believe that flexible working will be essential to retain them
Respondents strongly believe that moulding one’s own work approach leads to enhanced quality of life, less stress, greater motivation and improved family and community relationships. Therefore, the benefits of flexibility at work are far-reaching, putting employees and employers in a win-win situation.
