Companies are losing out on experienced talent due to a need for full-time continuity
“We have only just had a decision and unfortunately they said no. I’m disappointed but have decided to hand in my resignation. I don't want to commit to more hours as I have a very young family"
This is a quote from yet another candidate I was approached by today who has been forced to resign her management position because she needed to reduce her hours, but her employer was unable to support the request.
In an economy where employment is high and attrition is also on the increase, competition for talent is fierce. At an average UK attrition rate of 15%, this poses a huge cost to organisations and with this knowledge, it’s more important than ever that companies measure, monitor and understand why their employees are leaving and work out what it will take to retain their top talent.
Reflecting with Jane and Helen on their experience returning to a career in Chemistry through a pioneering Job-share has uncovered some interesting lessons, which I’d like to share with you in support of helping more women (and men) advance their careers in science through successful Job-sharing
It was lovely catching up with these two fabulous ladies who we matched as an inter-generational Talent Partnership, to share one full-time role. They are still together after two years, here I'm sharing there experience after 8 and they were able to tell me about what difference being in a Talent Partnership has made to their lives
Part-time is an interesting concept and yet another term which is open to interpretation. More often than not, we find that part-time is in fact a 4 day week, requiring a "most-of-the-time" commitment, to deliver the same full-time output, in four days and to be paid pro-rata.
Job-sharing has seen renewed energy and momentum in recent years, since the right to request flexible working legislation came into play in June 2014. Since then, there has been increasing awareness of the work-life balance trade off at senior levels and the impact this has had on gender pay gap. Millennials and senior talent possess a new confidence to admit that work-life balance and career progression are high on the agenda when choosing an employer and are prepared to be proactive about it.
“People who say it cannot be done should not interrupt those who are doing it.”
This #IWD, we thought we would look at the history of job sharing, reflecting how far we’ve come, how far we’ve left to go and to acknowledge some of the inspiring job share partnerships around today and their employers.
You may know us at Ginibee® for our Job share expertise and our mission to make successful Job sharing more accessible. Since we set up our mission in 2013, just ahead of the right to request flexible working legislation update, we have focused exclusively on Job-sharing and have analysed, supported, trained and matched a variety of successful Job-share partnerships.
In the aftermath of the first year of Gender Pay Gap reporting, opening up career opportunities that support diverse lifestyles at all points along the career ladder is a priority for companies looking to close their gaps and balance out senior teams.
Our research and experience has revealed to us that Job-sharing is one of the least well understood types of flexible working. There are two major challenges here; one being the fact that the term "Job share" has been around for a while (since the 1940's) and so many have formed an interpretation of what it is, secondly, there are many ways to interpret the word which leads to another level of challenge to overcome.
Sara is the founder and CEO of Ginibee and a proud mum of two legends. Absolutely passionate about making successful Job sharing accessible, Sara set Ginibee up with the sole mission of "making successful Job sharing accessible" and has specialised in optimising and similifying the process to create successful Job shares since 2013 and in doing so has created a unique into a purpose-built platform, to accelerate the creation of Talent Partnerships.