A new survey carried out by Mumsnet has discovered that more than a third of working mums would consider quitting their jobs as the cost of childcare proves to be too high. In this climate it is simply not economical enough.
The study questioned around 1000 mums and it found that already over 10% had decided to quit due to childcare expenses.
Interestingly over a third of mums spent their entire earnings on childcare which was almost the equivalent of a mortgage and other living expenses. Sadly a fifth admitted that once they had gone through the process of finding a job, they were forced to turn it down when the reality of childcare costs was identified.
A large outcome from the findings felt that the government was simply not doing enough to support women back to the workplace and that in this country we have one of the largest childcare costs in the whole of Europe. It was even suggested that some of the women would forgo other benefits if they could receive support with childcare and assist them back to the workplace. There is a huge amount of work this government needs to do to encourage more mums back to work.
The Office for National Statistics has revealed that the middle fifth of households saw their disposable incomes reduce by £1,100 to £24,400 in year to April 2012.
With the Chancellors austerity measures being put in place, the poorest members of society have been hit the hardest.
The indirect taxes such as VAT on alcohol, tabacco and fuel rose from 28p to 31p which hit the poorest fifth chunk of average disposable incomes.
The overall household group hit the hardest though VAT increases from 15pc to 20pc was the poorest.
This is an interesting population group as households are mostly hit by indirect taxes depending on the goods and services they use a large amount of.
A leading think tank has discovered that fathers pay has been slow to increase compared to men without children over past two decades. Surprisingly women’s pay has outstripped those peers without children.
This is thought to be the significant change in working patterns as more women are now working full time.
Research has discovered that mothers and fathers on low to middle pay, has demonstrated a gender pay gap since the mid nineties. The decrease has resulted in 25 percent.
More men have been forced to find part-time roles over this period whilst more women are going back to work full-time. Another reason for this is women have established careers by the time they have babies and therefore are older.
With the significant changes in society and the economy, families will focus on maximising on the parent who can earn the most from their salary, so this determines which career changes to part-time hours where possible.
Going back a few decades more women would have automatically become a stay-at home mum or reduced their working hours compared to families today who ensure they steer clear of poverty, will commit to dual-earners.
allmumkind’s Diversity statement
allmumkind is committed to equality for parents who are seeking a better work-life balance through flexible working and the opportunity to continue building a successful career. We identify the desire for many women post motherhood, with a wealth of experience and skills to secure and sustain senior positions. This drives our focus in running a progressive and successful business.
Our service towards candidates will ensure we advertise and market our site through a diverse range of mediums, which do not discriminate and respect individuals. We will follow policies and regularly monitor data and update where necessary.
Our aim and continued drive is to work with companies who place diversity at the top of their recruitment and employment policies. We can support companies to hire flexibly which will enable them to benefit from;
- Achieving better retention and commitment
- Create a diverse working culture/environment
- Achieve better standards of motivation and morale
- Better understanding of different markets
- Reduce turnover and costs on repeat recruitment fees
- Although diversity is good in itself, it has been measured that it is beneficial for business
We believe that in today’s working community, organisations perform more successfully through building a diverse workforce.
Is there a growing stigma of part-time workers actually disguising the fact that they don’t work full-time hours? Research seems to show that from our almost 7 million part-time workers in the UK, 10 percent actually earn the full time equivalent of £40,000 per year. Over a third of this population are men surprisingly.
This figure isn’t openly advertised because this minority of part-time workers are apparently ashamed to admit that they don’t work full-time hours. On the positive side it does demonstrate that there are highly skilled/paid part time workers across the UK and this should be promoted more.
Sadly, men are more inclined to avoid sharing their working hours openly because of the perception that full-time work is the only way to demonstrate being committed and delivering your job well.
There can be a slight gender stigma when women choose to work part-time to care and bring up their children, compared with men who, say run a consultant/portfolio career where, week to week they don’t work full-time. The latter I would suggest is a great work-life balance and if financially remunerated can’t be frowned upon.
I think one common barrier to women securing the well paid part-time roles more often is due to businesses being concerned that the work just can’t be done and the ball may get dropped, so the natural hiring process leans towards full-time. This is largely changing in many working environments, which I believe will be the way forward.
I know from my own experience that a senior part-time job can be very successfully delivered in a shorter week. I did it and did it very well. If you have the support, organisation, drive and focus you can be successful.
Posted in Flexible working
My first redundancy occurred in 2001 and subsequent to the collapse of Lehman Brothers my career has been thrown into disrepair and chaos as I was made redundant in 2009,2010 and also the early part of 2012.
The career goals I had are constantly changing and I cannot find a way of sticking to them because my choices have become limited and also my salary.
My situation however is akin to many people who are working in today’s job market. Many of us choose to take the first job and ‘hang in there’ until better comes. But, does a better job come our way? Sometimes hanging on to something we don’t want, we lose sight of what we really want.
Redundancy appears to always come as a shock even when you know it’s imminent or has a negative connotation attached to it ( we are getting rid of you, or you are not good enough)- and it takes a few to knock you, before you feel open and positive to accept it as a turning point in your life and embrace the challenges ahead. It does however, require courage in these current conditions as the jobless amount increases daily and governments are nervous about the Euro Zone Crisis.
The good thing is, as we let go and say ‘I’ll handle it’ according to Susan Jefferies in ‘Feel the Fear and Do it Anyway’ we have put acceptance into the frame and when we accept changes and let go new opportunities arrive.
After careful analysis of my past role I realised the job was not fulfilling and it gave me the opportunity to find and develop an interest in writing. I wouldn’t have the chance to explore this option had it been a fulfilling role that stretched me, as I wouldn’t look to see what else I could do. With writing comes self discipline and also the need to become more expressive and shortly after the course started, I joined Toastmasters. To have the time to carry out both of these interests is absolutely brilliant!
I have borrowed three books from the library, which I hope will steer me in another direction. They are ‘I don’t know what I want but I know it’s not this’, ‘Finding Square Holes and ‘Planning a career change’.
I will let you know what ‘gems’ I have found in these books and whether they have given me my ‘Ah Ha!’ moment in finding a job that makes my soul sing!
Posted in Mummy and working
Some positive news on the job front in that companies intend to start hiring during third quarter of 2012
An employment survey carried out by Manpower discovered that the jobs sector is performing with resilience considering the internal and external pressure they face.
The survey was based on questioning over 2000 companies across the UK and found a positive response as businesses plan to hire than remain static over the seasonal period.
This outcome remains rather positive, as the UK has returned to a suggested recession and along with it the eurozone in complete crisis. The obvious pattern of a jobs market in such a scenario would be completely negative.
Posted in News
It is a matter of weeks away until the Olympics takes place. Many businesses will have been preparing for this memorable event and planning as to how this could impact their business. Many businesses however may not be even this prepared.
The subject of “flexible working” has been suggested as a solution for employees wishing to attend major events when this Olympics starts in July. Some companies, already organised and familiar with this work pattern are going to follow this policy to help them successfully operate during the games. It does appear that a considerable amount of companies have refused flexible working to accommodate staff when the major events take place.
Isn’t this a missed opportunity for companies to road test this method of working during a sporadic business period? They could be using flexible working as an opportunity for the future. Some companies will see this time during the Olympics as committed focus for continued growth and productivity especially whilst the economy is struggling. Admirable yes, but also could be a missed opportunity at the same time.
Of course as the country continues to find ways to improve the economy this is a priority, but apart from financial stability, there are other advantages to a flexible working pattern.
Some benefits to be considered are home working and staggered hours during congested times. This can reduce stress and offer a better work-life balance. By motivating staff productivity this will increase along with morale and absenteeism reduces. Some key benefits when employees are hoping to be involved with the events.
If communicated clearly and effectively to a workforce, the trialling of flexible working could be measured and evaluated to identify successes and problem areas for a permanent plan. During this period, businesses can focus on absence, morale, productivity and management effectiveness. Some crucial ingredients to help formulate preferred working arrangements for the future.
A recent YouGov survey discovered that older workers between the ages of 45 and 54 feel that families with children receive preferential treatment when it comes to flexible working applications. The survey commissioned over 1000 people found that just over 25% of employees between this age ground felt that flexible working requests are provided firstly to parents with children.
The findings raise concerns as the government had plans to introduce flexible working for all to reduce hours, however in the recent Queen's speech, there was no mention.
The frustration found amongst this age group is due to the raised hope of them creating a better work-life balance as they prolong their careers. There is concern that this government may have decided to shelve such a benefit.
Flexible working is seen as a real positive for working families, however an extension to other groups within any organisation should be considered. Such policies can't be implemented overnight. Businesses need to observe where they can accommodate polices which benefit all.