How to approach the subject of flexible working

Our Senior Coach Kate Mansfield, spoke to Louise Deverell-Smith, founder of Daisy Chain about the subject.

We know that when you are returning to work, concerns about how to balance life (which may include continuing caring responsibilities) with work again are a concern for many individuals.

Louise Deverill-Smith, who founded a platform to connect parents with flexible employers, talked to Kate about the shift in perspective she has seen from many employers and shares some of her top tips about how to approach the subject when returning to work.

Louise says “Whilst flexible working is not necessarily the norm as yet, it is definitely not the taboo subject that it once was. Many employers now offer agile working, which encourages flexible working and hot-desking. Many of our clients are thriving as they attract and retain great people, offer a productive and supportive working environment and generate respect and gravitas along the way”.

However Louise very much appreciates that many women (and men) find approaching the subject of flexibility daunting, and that this is particularly difficult for those seeking to gain a foothold back into an organisation following an extended break.

Louise shares with us some of her top tips on ways to approach the subject:

Really know what you’re asking for

Flexibility can take many different shapes and forms and certainly doesn’t necessarily mean part-time. Consider carefully what options may work for you and then consider how you can make that work for your employer.

For example, map out the various options and consider them fully:

• Do you want to condense your hours to have a Friday off? Work out exactly what this looks like. Could you reduce a lunch break to work a shorter day later in the week in order to make this possible?
• Does starting early and leaving early meet your needs? 
• Could 1 or 2 days of home working make the difference to you? 
• Can you build in a review period so that you can trial the new arrangement? 

Be aware of the difference between formal and informal flexibility and what might be possible at the discretion of an open minded and supportive Manager.

Manage business worries

When some employers hear the words ‘flexible working’, they automatically associate that with reduced productivity, time out the office and an impact on their commercial outcome. Ensure your proposal considers all critical aspects from a team perspective and present your proposal as a business case solution, which has thought about any elements that the employer may see as a risk.

Reassure them that even if your hours are less, the output will meet the needs of the job (put it in a spreadsheet if necessary), that your time in the office will be nothing but productive and that you are dedicated to your role and the company.

Consider your timing 

Many individuals worry about when to raise the subject of flexibility and worry that not raising it at interview could go against them later on when they might wish to revisit the subject. Louise agrees that it is important to only raise it once an employer is aware of your skills, experience and value to them - lead with that in the conversation. Some routes back to work such as a returnship will offer the chance for you to trial the ways you prefer to work and present an opportunity later in the programme to re-visit this and potentially change the way that you work. Equally if important to you to start with a level of flexibility from the outset, do your due diligence on the employer and their working culture and go in with an informed expectation of how it is likely to work in this environment. Don’t be afraid to raise it with the same tips above in mind – a solution-focused approach that emphasises the skills you bring and practical solutions for how you will deliver. 

Remember why you’re asking for it 

Always keep the reason you’re asking for flexible working at the forefront of your mind. It might be to help with childcare, to save costs or to just give you a better work/life balance – whatever it is, know that this is the overriding reason that this is important to you and this is your driver for making it work for both you and your employer.

Louise Deverell-Smith is founder of Daisy Chain - a free online platform for parents where they can match and connect with flexible employers to enhance their careers and work-life balance.

Sign up to our free Women Returners network for more advice, support and job opportunities.

You’ll find much more help and advice on our website.

Routes back to work after a career break

Once you’ve made the decision to return to work, the next big question to ask yourself is HOW? There are many different routes back into the workplace. Here are some ideas to help you with your job search:

Employed Roles

Returner programmes – this is a generic term for initiatives targeted specifically at returning professionals, eg, returnships, supported hiring programmes, returner events, return-to-work fellowships and returner training programmes. You can read more about what these terms mean and find listings of both open and past programmes on our website. And don’t forget to sign up to our free network to hear about the latest launches.

Applying for advertised roles – if you apply for online jobs, be aware that you may be competing with thousands of others for attention, so be selective and keep realistic expectations. Most organisations now use their own website as a recruitment vehicle, so identify those you are most interested in and see if you can sign up for alerts when new roles are posted. Some employers are now welcoming returner applications for a variety of open roles (for example, see O2 Career Returners, M&G Career Returners and Willmott Dixon Welcome Back). You can also search for roles which are advertised on LinkedIn, making sure your profile is up-to-date. Another more focused channel is specialised job boards and recruitment agencies such as those listed here: recruitment agencies specialising in flexible/family-friendly roles. 

Interim roles - joining an organisation in a distinct role for a defined period of time can be a great way to use your skills and experience without making a long-term commitment to returning to work. Short-term roles also usually receive fewer applications than permanent jobs. Opportunities arise as cover for maternity and long-term sickness and also when organisations are in transition and need someone on a temporary basis. There are established interim management agencies (such as Russam GMS and Alium Partners), however returners with longer career breaks usually find these kinds of roles through networking. 

Apprenticeships – there is usually no upper age limit for apprenticeships and the advantages for employers – who are able to bring in new expertise and experience by hiring older apprentices – is clear. You can find information on higher and degree level apprenticeships on this Government website.

Self-employed options

Freelancing – this can give you flexibility and may be an ideal solution for those of you with significant family commitments. However, lack of security can be an issue and many freelancers find they have peaks and troughs in their work. For practical advice, see our blog on how to set yourself up as a freelancer and the freelancer resources page on our website.

Associate work - if you have a specific skill or expertise that you want to offer, associate work can provide advantages over freelancing: as an associate, the company you contract with is normally responsible for winning new work. However, companies which use associates rarely guarantee the amount of work, so consider having different associate relationships.

Project-based work - although organisations rarely advertise this kind of work, offering to work on a project can be a great introduction to an organisation. It may open doors to a full-time role or you could discover that you enjoy working in this way and develop your own consultancy.

Starting your own business - sometimes this can develop from freelancing or project work, or you may have an idea or a hobby that you want to develop into a product or service. In previous blogs, we gave some tips for starting a home business and advice for starting your own service business. You’ll also find links to many useful resources for starting your own business on our website.

Other routes

Strategic Volunteering – Volunteering can be a great way to refresh your skills and networks. a LinkedIn survey found that 41% of the professionals surveyed said that when evaluating candidates, they consider volunteer work equally as valuable as paid work experience. Do think strategically if you decide to look for a volunteering role, looking for opportunities to develop new skills or brush up on the ones you already have. You could also use a volunteering role as a way to explore a new area that you may be interested in working in.

Retraining/further study/updating your skills – if you decide that study is the best route for you, you’ll find links to useful websites here. There are also many vocational retraining options, such as those listed here.

There are many examples of different routes back to work in the Success Story Library on our website. Remember that the route back can be a windy one and that it's likely to take more time than you think. If you’ve already returned to work, we’d love to hear your story too - please email info@womenreturners.com.

Note: updated from a 2104 post

Can you do a senior-level job share?

One question I'm often asked is whether it is really possible to work in a senior role in anything other than a full-time capacity. It's definitely the case that increasing number of both men and women are negotiating part-time roles in more senior jobs (see Timewise's Power Part Time List for some great examples), however it remains very difficult to be hired on this basis.

Job-share is an interesting alternative, which can give the organisation the full-time coverage they often want for a senior role, while allowing you and your job-share partner to benefit from a part-time working model. 

Can job-share work in a senior role?

Much as I love the concept of job-sharing, I haven't come across many case studies of job-sharing at a top leadership level, so I was very encouraged this week to read a Womanthology interview with Mary Starks, the Director of Competition at the Financial Conduct Authority (FCA): Why Job Sharing is a Two-Brainer. Mary started her career as an economist and has worked part-time since 2005, joining the FCA as a job-share in 2013. She is enthusiastic about the benefits both to the organisation and the individual if you can make it work: 

"if an organisation can get the right job-share partnership in place, it gets two brains, two sets of accumulated experience, and the more productive halves of two people’s weeks for the price of one. It’s also a very enjoyable way to work, particularly as a senior leader – you share the highs and the lows and avoid the “loneliness of leadership”.

Job-sharing and returner programmes

Mary acknowledges the challenge of finding "the right combination of people at the right time". It strikes me that a returner programme cohort or a return to work support group could provide the ideal opportunity to meet another high-calibre professional with similar and complementary skills, at that precise moment when you are both looking for a permanent role on a part-time basis. It hasn't happened yet, so far as I know but, as the market develops, I hope to see job-shares as one of the successful outcomes of professional return-to-work programmes.

Further Reading
Sharing is Caring: Job sharing as a supportive way to return to work

Note: If you're inspired by reading about the culture at the FCA, and have a background in commercial/regulatory finance or accounting, look at this supported hiring role where the FCA are welcoming applications from career break returners and part-time work is available: FCA Finance Specialist

Update 2/2/17: Just after I wrote this blog Timewise published their latest Power Part-Time list which featured 9 job-shares - 2 in the private sector at The Guardian and Lloyds Banking Group and 7 in the public sector at Age UK, the Green Party, the Home Office, Croydon council, the Department for Work and Pensions, the Ministry of Defence and the Scottish government. See more here.



Posted by Julianne

Ideas for routes back to work

In previous posts we've identified a selection of ways in which you can find your way back to work: returnships; networking and creative crafting of a role.  But these are just a fraction of the options that are available!

So, what other possibilities are there?  And has anyone actually found work like this?  Routes we've come across include:

Applying for advertised roles - although an obvious option, the places where roles are advertised might be less apparent, especially on the web (see our resources section for some ideas).  If you sign up to online recruitment agencies, be aware that you will be competing with thousands of others for attention, so be selective and don't expect too much.  Most organisations now use their own websites as a recruitment vehicle and you can usually sign up for alerts that are issued when new roles are posted.  Many organisations use LinkedIn to search for people so make sure your profile is up-to-date and relevant to the kind of role you want.  You can also search on LinkedIn for the thousands of role which are advertised.

The following options can provide more flexibility and allow you to ease yourself gradually back to work if you are not ready for the bigger commitment of a permanent role (see thinking small for other examples).

Freelancing - Sarah* formerly a market research agency director became a freelance researcher for her previous employer as a first step to marketing herself as an extra resource to other agencies.  She became so successful at this that she soon created her own business taking on whole research projects which she designed and managed herself, drawing on additional freelance resource when she needs it.

Associate work - if you have a specific skill or expertise that you want to offer, associate work can provide advantages over freelancing: as an associate, the company you contract with is normally responsible for winning new work. However, companies which use associates rarely guarantee the amount of work and so having different associate relationships can provide necessary variety. Also, from a tax point of view, it means you won't be classed by HMRC as an employee. I still do some work as an associate of the coaching organisation I joined when I first launched my own business.

Project-based work - Although organisations rarely advertise this kind of work, offering to work on a project can be a great introduction to an organisation and can open doors for you there.  Alternatively, you could discover that you enjoy working in this way and develop your own consultancy.

Interim roles - joining an organisation in a defined role for a defined time can be a great way to use your skills and experience without making a long-term commitment to returning to work. Opportunities arise as cover for maternity and long-term sickness and also when organisations are in transition and need someone on a temporary basis.  While there are established interim management agencies, you are likely to have more success finding these kinds of roles through networking.

Skilled or strategic volunteering - Amy*, a former city lawyer, chose to volunteer in the legal department of a major national charity as her route back to work.  She started out advising on contracts which was her expertise and after a while negotiated a move into the trusts and legacies team.  Here she was able to build up the right experience to apply for permanent paid roles as a private client lawyer in private practice, her ideal new role.

And finally, there is the option of starting your own business.  Sometimes this can develop from freelancing or project work and sometimes you have an idea for a product or service you want to develop.  A business can develop from a hobby, as it did for the woman who made my new curtains and for Helen* who now combines her PR and communication expertise and great interest in human stories with her business partner's film-making skills to create personal and corporate videos. 

On our success storieshttp://wrpn.womenreturners.com/success-stories/ page you'll see more examples of the different routes people find for getting back to work.  If you've returned to work, we'd love to hear your story too!

Posted by Katerina

How do I find a high level flexible role?

Do high level flexible roles actually exist?
This is one of the most common questions that we encounter from former professionals who are investigating their options for returning to work. Fortunately, is it also a topic that more UK employers are starting to address with the help of specialist recruiters such as Capability Jane, Timewise Jobs and Ten2Two. 

For example, last week Capability Jane was advertising a 3 day a week Marketing Director role and a Managing Director role for 16-24 hours per week. Both these opportunities come from SMEs, organisations which often value part-time working because it provides a way of acquiring the skills they need at a lower cost than a full time employee.

Speaking at the Mumsnet Workfest earlier this year, Karen Mattison, the founder of Timewise Jobs, suggested that while many large private-sector organisations are open to offering flexible working as a way of retaining valued talent, SMEs may be more likely to consider flexible working for new hires. 

Timewise Jobs in 2012 initiated the Power Part Time list of 50 senior business women and men, demonstrating that high-level part time working is possible. The 2013 list will be launched in early December, supported by Red magazine.  I hope that these initiatives, combined with the Opportunity Now 2840 survey results will increase the debate on flexible employment opportunities and the creation of more senior flexible roles.

So how do I find a flexible role?
What options does a returner have, apart from signing up to the job websites highlighted above?  

Networking. As with all other job searches, a key component will be networking.  Personal recommendation and validation will get you a lot further in your discussions and negotiations than applying remotely for advertised roles.  If you are nervous or uncomfortable about networking, check our previous posts.

Apply for full-time roles. You also have the option of applying for full-time positions in the hope that you can negotiate flexible working arrangements once you've been offered the role.  You can mitigate the risks of this strategy by learning as much as you can about the organisation's culture, its openness to flexible working and the existence of other flexible roles.  You will need to build a convincing business case for how you will fulfill all the role requirements in a less than full-time schedule.  

Go self-employed. Often the most flexible way of working is to work for yourself; consider freelancing, associate work, project work and interim roles as well as starting your own business. We'll be looking at these options in more detail in future posts.

Create your own flexible role. Identify gaps at a previous employer (eg. talent management or business development) that you could propose to fill. Or develop a portfolio of roles, such as non-exec board positions or higher education lecturing. 

Success stories
We will shortly start to publish stories of returners who have successfully found or created flexible roles and will continue to highlight opportunities as we hear about them.  We'd love to hear your own experiences of seeking or gaining flexible work.

For more resources to help you to find a flexible role, see our resources section on www.womenreturners.co.uk.

Posted by Katerina