Is flexibility really a thing? Or does it just exist as words in the Vision statements of our firms?
Most firms herald their family friendly/flexible policies. Their websites are replete with these phrases. Professional services firms too – look at any major law firm website… those words will be in there, I promise you!
However, what EXACTLY is the reality?
I’m doing a piece of research (which is eventually going to turn into a piece of thought leadership which will then form part of my application as part of the PhD process … and no, I am not joking!) into how professional services firms really approach flexibility. And I mean … really, in action, in real life. With examples of where this has worked. And when it hasn’t. When briefed on a role I ALWAYS ask if it can be done flexibly i.e. three/four days a week, one day at home, whatever the permutation is. More increasingly the answer is maybe, but it’s still not the norm. Often clients will take the view that the candidate should find their feet, make their mark, get the firm to understand their contribution before any flexible arrangements are formalised. More frequently it’s become a .. hmm, we didn’t think of that but maybe, depending on the candidate. And regularly it’s a flat out – no!
There are also positions which just can’t be done flexibly – and I’m happy to hear comments on this, but one example might be a tender manager where at times of high demand, the nature of the job means that they have to be working until often late into the night in the office premises. Has anyone had experience of managing or contributing a large tender from home/flexibly? I’d love to hear about that.
Why am I interested in this topic? Well – some self disclosure. I was a working mother for the whole time my child was growing up – I worked full time and at one stage studied part time. I did achieve flexibility at Ernst & Young, and they could not have treated me better. As my next role was at Director level, flexibility was more difficult to achieve and I spent a small country’s national debt on child care, afternoon and before school care, vacation care, grandfather care, babysitters and expensive gifts for friends who stepped up and stepped in at the last minute. I meet many working parents doing my job – interesting, it’s 96% of women who are interested in flexibility, 4% of men- I have done the maths! Firms sometimes miss out on outstanding candidates because they won’t be more flexible despite saying they are. So, for a number of reasons, I believe it’s a valid topic to really drill down on and deliver some hard facts and insights.
So, how can you help me? I will be approaching my clients to help me in this endeavour and I’m asking this audience to help me too. If you’re interested in being part of my research, if you’re working flexibly now or not but want to or thinking about it, I’d love to interview you/talk to you.
Please do call me on 0402846276 – I’m working through an initial questionnaire which I’d be delighted to send you and, of course, everything will be kept absolutely confidential, that includes both clients and candidates.
Thank you for your time!
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