Now, I know that a blog about the logistical challenges of implementing flex in the workplace is not the most inspiring topic in the world. As a passionate advocate of flexible working, it is all too easy for me to reel off reasons why it is so powerful. The benefits to business are not in dispute - proven advantages include a happier, more productive workforce, less sick days taken by staff, increased profits, I could (and on many occasions, do) go on …………… But what people don’t hear about quite so often is exactly HOW businesses make flexible working work within their organisation.
The phrase ‘returning to work after children’ seems to suggest to some people that you’re looking for a job that will be some sort of tepid compromise…something that you only accept because it works between school drop off at 8:03 and your youngest’s badminton lesson at 15:20. NO THANK YOU! I mean, don’t get me wrong, I love our three children and I will of course be claiming at least fifty percent of the glory if any of them end up on an Olympic podium, badminton racquet in hand but my career is exactly that – mine. Returning to work after children for me was first and foremost about finding something that would be a clear and positive progression in a long and happy career.
Hi, my name's Phil and I work as a Senior Project Officer for the Greater London Authority and have done for 20 years. Yes, really! I have a partner and a lovely daughter who is 7. We live in the Home Counties and due to being able to work flexibly, I am able to balance the commute to work in London with some work from home days and this suits me because I can be there to do the school run and take my daughter to after-school activities.