I was very interested to read the publicity in the last few weeks for the announcement by PWC that they were putting increasing emphasis on flexible working and that they were designing programmes for return to work after career breaks particularly for women who have been out of the workplace raising a family. Apparently, they have realised that there is a pool of talent that needs to be tapped into.
Well, it just goes to show how forward thinking we are at Jacksons because flexible working, and helping returners to work, have been part of our working practice for many years. On the basis that I was myself a returner to work when I joined Jacksons back in 2004 many, many years!
When I look at our staff now I can see that our positive attitude to flexible working, for both men and women, has attracted many people to our firm, whose talents and skills would not have been available to us if we had not adopted this approach. Just because someone is not able to, or does not want to, work either full time in the office or standard hours does not mean that they will not be a dedicated and committed member of any team. Indeed, many people given the opportunity to work flexibly will go above and beyond as they are passionate about proving that flexible working can work for employee, employer and clients and customers. All good employer/employee relationships require trust and flexible working does involve this, but in my experience it is very clear when it is working and when it is not in the same way as it is clear when an employee sitting at their desk is giving 100% and when they are not.
The growth of technology, whilst at times a burden in that we can feel that it is impossible to escape the needs and demands of business 24 hours per day 7 days per week, is a real asset when it comes to flexible working – as discussed in the news recently you can answer emails on a commute to work, at home, on holiday and many other places. If, when my children were growing up, I could have worked whilst they skated, swam, played netball, tennis, football etc. etc. the time I could have spent with them afterwards would have been so much easier than answering emails with one hand and stirring Bolognese with the other!
As to career breaks it is my view, and this is just personal, that everyone has to decide what is right for them and at times this means that for whatever reason to raise a family, care for an elderly relative, take a trip round the world they need or want a career break. Sometime these can be lengthy. This does not mean though that a specialist career should be over, that they do not take their job seriously or that it is not possible to get back on the career ladder. Yes, things change but if you were good at a job before you stopped, you will still with a refresher and some training be good at it and none of your people skills or time management abilities will have declined – in many cases, they will have been enhanced. No-one can multi-task better than a mother of young children!
At Jacksons we have employed people returning to work after career breaks of many years. My own career break from my speciality of commercial property was 12 years, although I had done a little other legal work. However, in our experience people returning to work lack the confidence they can still do the job more than they lack the skills to do it. I will never forget my exceedingly supportive husband telling me when I was having doubts about taking my first temporary role at Jacksons “ Go for it you will be fine, they’re desperate!” He was right though it was only a matter of weeks before I felt I was back on my bike and my career took a second path. I have been extremely lucky to work for such a supportive company who let my career grow alongside my family giving me, in many ways, the best of all worlds. We had no family living locally to help out, but with an understanding firm and partner we juggled and the rest is history. When I accepted the role of managing partner at Jacksons one of my motivations was to show the young female lawyers at Jacksons that this could be their career path but especially those who have the courage to take a career break if they want to.
I might jest about other companies waking up and copying our policies, but in reality I am delighted that flexible working and career breaks are becoming the norm and being adopted by so many businesses. I am sure they will not regret it.
Jane Armitage, Managing Partner
