The Critical Role of Flexible Working in Gender Equality

Jane van Zyl, CEO of Working Families, a UK charity advocating for family-friendly workplaces, highlights why flexible working is essential for women's careers and addressing the persistent gender pay gap. Despite progress, inequality remains stark, with the pay gap projected to take 44 years to close at current rates, disproportionately affecting women with caring responsibilities.

Barriers and Realities for Working Women

Work often assumes a standard 9-to-5 schedule, but life doesn't fit neatly into that mold, especially for those juggling childcare or eldercare. Childcare costs are exorbitant, pushing some families into long-term debt and forcing women to bear the brunt of care duties while striving to maintain their careers. Research from Working Families shows that women are twice as likely as men to reduce hours for childcare, with nine in ten part-time workers being women. This leads to a 'motherhood penalty', where mothers earn 30% less than similarly educated fathers by the time their first child is 20 years old, often due to being overlooked for promotions or feeling compelled to decline opportunities.

The Need for Action and Cultural Shift

While the UK government is encouraging large organizations to implement action plans beyond mere gender pay gap reporting, flexible working must be central to these efforts. Although more common post-pandemic, access to flexibility is unequal. Three in ten UK parents work below their skill level to retain flexibility, and six in ten fear losing it if they seek promotions or new roles.

Envision a workplace where high-quality flexible options like job-shares, shift-swapping, and term-time working are standard, all job ads list flexible possibilities, and part-time workers are promoted at the same rate. This isn't just a dream—organizations embracing flexibility see increased promotions for part-time staff, more women in senior roles, and higher retention of new mothers.

Real change requires a cultural shift, not just policies. Supportive managers, space for flexible work without judgment, and encouragement for men to share care responsibilities are crucial. When implemented, benefits include happier employees, longer tenure, and more attractive workplaces.

Closing the gender pay gap demands multifaceted action: fixing the childcare system, better parental leave legislation, and societal attitude changes. Flexible working is a key component for ensuring future generations avoid similar inequalities.