Today, more than 8 million people – a quarter of the UK workforce – are in part-time work. 

Of this percentage, working parents (mothers especially), play a crucial role in the workforce and society. And recent data has highlighted how more than three-quarters (75.6%) of mothers with dependent children are currently in work.

So, is it time businesses think more on how to support working parents?

Part-time working is still a gendered issue.

Cranfield University’s School of Management found that if companies were to offer more part-time work, the broader economy could be much better off. De-stigmatising and expanding the availability of part-time work could support national employment, economic growth, and worker engagement, according to new research published in the U.K. this week. 

There are various societal and cultural factors that contribute to the expectation that mothers take on work part-time roles instead of full-time careers. Meaning, the availability of part-time work and the needs for flexibility around this tend to have a direct impact on mothers. According to the Office for National Statistics, there are 1.7 million people currently economically inactive who would like to work – 21% of them cite caring responsibilities as the main reason behind it. 

When working parents thrive, it leads to economic growth. And as women make up nearly half of the workforce, when working mothers are given the opportunity to pursue a career, it can greatly benefit the economy. With a third of working mothers needing to  access special working arrangements, such as flexible or term-time hours (a higher level than compared to fathers at 23.6%), it is clear to see why many employers should re-imagine work to allow better access to those with care responsibilities.

It’s about the power of choice

Writer, campaigner and presenter Anna Whitehouse has been working towards  for flexible working to be made more accessible for seven long years through hewr campaign; Flex Appeal. A movement started Working mum Anna Whitehouse quit her job as a copywriter after her attempt to change the hours she worked - after a telling off at her daughter's nursery - was rebuffed. 

Flex Appeal’s goal is for flexible working to be the norm in all jobs in the UK. It’s not just about how to support working parents: it’s something for everyone – young, old, carers, those living with disabilities, those in factories or finance, or anyone who wants to work and live a little bit better. Quite simply put:

"This is not for mothers or for fathers, it’s for people suffering from anxiety, people living with disability, caring responsibilities - people just wanting to live," 
- Anna Whitehouse, MotherPukka

But as Anna puts it herself; “flexible working is not just working from home”. So  what can businesses consider as meaningful options for their team in regards to flexibility?

Getting started: how to support working parents?

Today, with the rise of remote work arrangements, it is increasingly easier to offer parents the option to work from home and better balance their family responsibilities. Here are some ways employers can take advantage of this when questioning how to support working parents:

• First and foremost, offer flexible working arrangements and stick to it: Flexible work hours (working from home, flexible schedules, part-time roles), can help working parents balance work and family responsibilities. When these benefits are offered and they become something your team can rely on, these arrangements will also benefit employers by improving employee morale and reducing turnover.
• Provide family-friendly benefits: Offering benefits such as shared and/or enhanced parental leave, support with childcare, and family healthcare, can help working parents feel supported and valued. These benefits can also improve employee retention and attract top talent.
• Promote a culture of diversity and inclusion: Encouraging this can help eliminate discrimination and bias against working parents. This can be done through diversity and inclusion training, promoting diverse hiring practices, and creating a safe and supportive workplace for all employees.
• Offer professional development opportunities: By including mentoring and training programs as part of your team’s training, companies can help parents advance in their careers. Benefitting employers by developing a more skilled and knowledgeable workforce.
• Show appreciation and recognition: Recognising and appreciating the contributions of working parents can go a long way in boosting morale and motivation. This can be achieved through regular feedback, bonuses, or employee recognition programs

Less stress means team success.

As working parents often face unique challenges in the workplace, businesses need to remain mindful that there are other factors contributing to their daily stress. Such as managing childcare and facing discrimination or bias from colleagues. 

TRIA Founder, Harriet Kirkpatrick, has shared her own thoughts on feeling grateful for having the flexibility available to continue with her own career after becoming a parent, as well as being able to offer the same opportunity to the team at TRIA. At TRIA both of our female founders, and 25% of our consultants, work part time hours to facilitate their lives and responsibilities outside of work. Setting the example to the company that it is possible to offer this flexibility and still see success in your role. Additional responsibilities do not mean an individual is less capable.

Link to Harriet’s full post here.

By recognising the value of part-time work, and accommodating working parents, businesses can avoid missing out on talented, motivated, and dedicated individuals joining their team. Improving gender diversity in the workplace, and helping to tap into different perspectives, leading to more innovation and points of view that contribute to better problem-solving. Giving working parents the chance to thrive in the workplace and not have to choose between pursuing a career or caregiving – they can successfully do both.