Is workplace flexibility really a win-win for women?
I hope so but all the evidence suggests unless women’s careers are supported at home and at work, it’s complicated.
Jenny is a talented marketing manager with children in years 4 and 6. She works full time and enjoys her job. She’s moderately ambitious in that she wants to be promoted in line with her achievements.
Post COVID she has taken the opportunity to work flexibly. She works from home 3 days a week – more during school holidays. When she’s working from home she no longer puts the kids into after-school care, as she’s at home to keep an eye on them.
When a child is sick, she and her husband used to take it in turns to look after them, now she’s at home more, it’s automatically her role.
Jenny enjoys picking them up from school, hearing about their days and all those domestic touch-points that she felt she missed out on before. If she has a spare minute she’ll put the washing on or hang it on the line.
Her female colleagues are working similarly and don’t schedule important meetings after 3pm.
But Jenny works just as many hours as before – though now it’s in the evening after the kids have gone to bed, which used to be her time with her partner. She’s tired.
Matt is Jenny’s partner. He’s supportive and helps with things like meal preparation if he’s home in time. He works from home on Fridays, takes it as a slower day and picks the kids. It kicks off the weekend nicely as they’re all together after 3pm. If he’s got a spare hour on Fridays he’ll play a round of golf with mates or spend extra time at the gym. He loves this new flexibility.
Matt is in the office for all important meetings and conversations – planned or impromptu. He’s part of the decision-making. He has time to build relationships with senior management and because he is so visible, he’s top of mind for opportunities.
Psychology and Behavioural Economics tell us that we choose that which is mentally available – ie top of mind. This favours those who are ‘in our faces’ whether it be for a small opportunity or a large promotion.
How can women enjoy the flexibility and:
- Stop sliding into a more domestic role, if they don’t want it
- Have equal mental availability in the minds of those who hold the key to their careers?
What do you think?
