Flexible working: no longer a perk but a necessity

Growing your family is a life-changing moment. Speaking from my own personal experience of becoming a father it's exciting, terrifying and completely shifts your priorities in life.

As I’m sure many parents reading this article can relate, balancing your family and career doesn’t come without its challenges - from high (and rising) childcare costs to the lack of flexible working options, there are a multitude of factors that affect working parents.

This point was brought home to me today by the fact that the 18th March marks the moment when working parents start to make money after childcare bills are paid for the year*.

But it’s not just the burden of childcare costs, it’s also having the flexibility to be there for those moments that matter - from the school pick-ups, school plays, parent evenings and of course last minute childcare plans falling through or your child being sick. The list is endless! 

After spotting a number of conversations from the parenting community, LinkedIn recently commissioned a survey of 4,000 UK workers in full or part-time employment**. Unsurprisingly, the results showed a disconnect between the working world and the flexibility working parents need (and crave) to balance both their family and professional lives.

The results show:

• Two-fifths of parents say flexible working is the policy that would most help them balance work and family
• 38% of women say they feel uncomfortable discussing flexible working with their employer. The main reasons are worrying that their employer will see it as an inconvenience, fearing their boss will say no and being perceived as less committed to their jobs in the long-term.
• A quarter of working parents would consider switching careers altogether to pursue a more family-friendly role.   

Businesses clearly agree - according to latest LinkedIn’s Global Talent Trends research shows that 75% of UK businesses told us that flexible working is a top priority for their talent strategies in 2019 and 84% recognising it creates a better work-life balance. Clearly, however, today’s research shows there is more that can be done.

From my experience, employers that really put flexible working at the heart of their businesses and create an environment where parents feel comfortable talking about flexibility, are likely to see stronger staff retention and improved productivity and results. You only need to read about the companies switching to 4-day weeks to understand the benefits that flexibility can offer employees and businesses simultaneously. 

I’m so glad LinkedIn provides a platform and community for everyone, not just working parents, to discuss these types of topics and seek advice from their professional networks. I’d encourage you to share your experiences and join the discussions on LinkedIn using #ParentsAtWork. I’d particularly love to hear how your business helps support working parents and the challenges you may have faced supporting parents in the workplace? How do you leverage your family policies and flexible working practices to attract candidates and retain top talent?

It’s an ongoing challenge for employers and there isn’t a one size fits all solution, but by leaning on our community we can share experiences, knowledge and look for guidance.

#ParentsAtWork

*The date of 18th March was calculated using figures from the Office for National Statistics, based on two parents working full time, earning the average UK salary (￡29,832) paying for 40 hours of childcare per week. The date extends to 8th May for a single parent working full time.

**Survey of 4,000 UK adults in full or part-time employment conducted by Censuswide in March 2019.

*** LinkedIn 2019 Talent Trends Report