It’s something I hear quite often when people find out the hours I work. Yet every time, it makes me uncomfortable.
Firstly, I should probably clarify, I have a five-year-old son and an eight-year-old daughter, and like most parents, I want to be present for the everyday moments as well as the big ones, but also still be given the opportunity to climb the “corporate ladder”. To do that I shouldn’t need luck.
Back to my contract… I work school hours during term time, and then during the school holidays I reduce my time down, giving me more balance to be present with my children whilst remaining available to my peers. I have some flexibility to choose when I work these hours, as whilst evenings and early mornings are fine sometimes, I do make sure I am accessible during some ‘traditional’ working hours to support and collaborate with the team.
Outside of the education sector, this type of contract is unusual, so I’m often called ‘lucky’ or ‘blessed’ to have this opportunity. But this doesn’t sit comfortably with me, because it just highlights that this way of working is rare and unusual… and I don’t believe it should be.
My working week.
I care deeply about doing a great job, for myself and the company, so my Monday-Friday is jam packed, but my only difference from the rest of the team is how my time is structured.
To be able to deliver projects and tasks before 3pm takes incredible focus and clear prioritisation, and a mutual trust that productivity is based on quality not the quantity of hours. Then during the school holidays, I don’t step away entirely, but what I concentrate on is agreed, and different.
Not everyone currently has access to this kind of flexibility, but this arrangement shouldn’t be a rare exception, as it’s a viable way to structure work. There are so many talented people, (parents and non-parents alike!), who step back or leave roles altogether because work isn’t designed to flex with life, which isn’t a person problem, it’s a structural one, and it’s a loss for everyone.
It’s actually a win-win.
What’s often overlooked is that this way of working isn’t just good for the individual, it’s commercially smart, and it works just as well for the business:
- Experience is retained. Rather than losing years of knowledge, understanding and strategic thinking from highly skilled professionals, that expertise continues to drive value every day.
- Productivity is more intentional. There’s far less room for inefficiency, so there’s a focus on outcomes with a high-quality output.
- Loyalty is built. When a company creates an environment that supports real life, it earns something incredibly valuable in return: trust and loyalty.
- Culture is created. Offering flexible contracts sends a clear message about the kind of organisation you are, progressive and people-first, which in turn, attracts a broader and more diverse talent pool.
Of course, individuals benefit too. From a working parent’s perspective, it means continuing to grow professionally, contribute financially, and be present for moments that can’t be replaced.
It’s a practical, sustainable way of working that recognises people have lives outside of their job and that doesn’t make them any less committed.
Logic over luck.
What might businesses gain if they designed job roles around real lives and outcomes? Perhaps not just happier employees, but more dedicated ones, delivering better work because they don’t feel like they have to compromise home over work or vice versa.
Flexibility shouldn’t depend on luck, sector or circumstance, it shouldn’t be rare. It should be normal.
So no, I don’t feel lucky. I feel trusted. I feel supported. And in return, I’m committed to doing great work and making a difference.
If you’d like to chat further then please reach out via LinkedIn or email.
