The Role of Gender in Varying Forms of Flexible Working

Abstract

In this article we present empirical data from a research study investigating the implementation of the flexible working policies that emanate from the improving working lives standard in a National Health Service Trust in the UK. We argue that gender is accorded insufficient focus in the literature, considering the barriers that create a take-up gap in formal flexible working practices. We further argue that gendered perceptions render unworkable attempts to portray flexible working as a gender-neutral issue and demonstrate that such perceptions mean that formal mechanisms for flexible working continue to be considered to be a women's issue. We present data on informal flexible working mechanisms and suggest that a greater focus on combining these mechanisms with formal flexibility may help provide working time flexibility for a greater proportion of the workforce.

Time dimensions of job autonomy in R&D work

“…Although previous studies have found that women are less likely to have access to flexible working time options than men are (e.g. Golden, 2001Golden, , 2008Atkinson and Hall, 2009), they take those options up more than men do (Giannikis and Mikhail, 2011;Kossek et al, 1999). The decision to use the option of flexible working time is mainly driven by family responsibilities, which could explain these findings (Albion, 2004;Sarbu, 2014).…”

Employee satisfaction and use of flexible working arrangements

“…The BHPS/Understanding Society lacks employer-reported data on availability/use of FWAs which would enable assessment of gaps in knowledge pertaining to FWA availability. Meanwhile, research should also explore the relative incidence and impact of informal flexibility, shown to offer employees greater control over the distribution of work-time (Hall and Atkinson, 2006;Atkinson and Hall, 2009). It will also be important for future research to consider the effects of the recent extension of 'right to request' in the FWRs.…”

Maternity and paternity leave and career progression of black African women in dual-career couples

“…This highlights the overencompassing challenge of women having to maintain a peculiar balance between their ever-conflicting roles, as childbearer and as full-time employee (Atkinson & Hall, 2009). Empirical evidence indicates that, even within DCC households, gender disparities in decision making and time allocation still remains an incitement, with some degree of disagreement and compromise extremely persistent (Wheatly, 2013).…”