for many mothers who have flexible working arrangements. About half (51%) of mothers who had a flexible working request approved reported experiencing unfavourable treatment as a result, including being offered fewer work opportunities than their peers, receiving negative comments from co-workers, and feeling that their opinion was less valued (EHRC, 2016b). Low levels of flexible recruitment can have disproportionately negative effects on women, who are more likely to have caring responsibilities that make them less able to work full-time inflexible hours. This is supported by the fact that women are four times more likely than men to work part time (42% women to 13% men) (Women and Equalities Committee, 2016). In the long term, inflexibility in work arrangements can cause women to spend more time outside the labour market, take on jobs that are below their qualifications and skills, and advance more slowly in their careers. These in turn contribute to the gender pay gap by lowering women's earnings (Women and Equalities Committee, 2016). Encouraging more organisations to be open and transparent about their flexible working options and to promote a culture of flexible working could reduce the negative consequences for women who wish to work flexibly.
for many mothers who have flexible working arrangements. About half (51%) of mothers who had a flexible working request approved reported experiencing unfavourable treatment as a result, including being offered fewer work opportunities than their peers, receiving negative comments from co-workers, and feeling that their opinion was less valued (EHRC, 2016b). Low levels of flexible recruitment can have disproportionately negative effects on women, who are more likely to have caring responsibilities that make them less able to work full-time inflexible hours. This is supported by the fact that women are four times more likely than men to work part time (42% women to 13% men) (Women and Equalities Committee, 2016). In the long term, inflexibility in work arrangements can cause women to spend more time outside the labour market, take on jobs that are below their qualifications and skills, and advance more slowly in their careers. These in turn contribute to the gender pay gap by lowering women's earnings (Women and Equalities Committee, 2016). Encouraging more organisations to be open and transparent about their flexible working options and to promote a culture of flexible working could reduce the negative consequences for women who wish to work flexibly.
prejudice-unlawful-behaviour-bit-trials-encouraging-flexible-recruitment.docx