New research has revealed that the benefits of flexible working are disproportionately favoring higher earners. The study found that while 80% of employees earning above £50,000 have access to flexible working, only half of those earning less than £20,000 can say the same. This disparity raises concerns about the impact of flexible working on workers with lower incomes.
The research, conducted by Flexibility Works, also highlighted the role of trust in determining access to flexible working. According to Nikki Slowey, director and co-founder of Flexibility Works, some employers still withhold flexibility, expecting workers to “earn the right” to it. This lack of trust perpetuates the divide, as higher earners continue to enjoy increased flexibility while those on lower incomes struggle to secure the same benefits.
The survey, supported by the Scottish Government and the Hunter Foundation, involved over 1,000 workers, 248 employers, and 200 unemployed Scots. It revealed that salary often dictates the level of flexibility available to employees. This underscores the fact that higher earners consistently have more opportunities for flexibility than their lower-earning counterparts.
In response to the findings, Fair Work Secretary Neil Gray emphasized the need for employers to do more in unlocking flexible work opportunities and supporting lower-paid workers. Gray believes that further efforts are necessary to encourage employers to offer flexible work options and ensure that workers in lower-paid roles have access to better and more flexible employment.
The issue of flexible working has gained even more significance in light of the Covid-19 pandemic. While many companies have implemented hybrid models and allowed employees to work from home, this research highlights a significant discrepancy in who benefits from this flexibility.
In recent data released by the government, it was revealed that approximately half of civil servants continue to work from home, almost two years after the end of the lockdowns imposed due to the pandemic. The figures varied, with some departments seeing low turnouts at their headquarters. For example, the Department for Environment, Food and Rural Affairs (Defra) had only 29% of workers attending the office in the week commencing March 13th. The Home Office also had a relatively low percentage of staff working from the office that month.
While some departments experienced high turnouts, such as the Ministry of Defence with 91% of staff in the office for a couple of weeks, the overall trend demonstrates that remote work remains prevalent in the civil service.
A spokesperson for the government emphasized the benefits of face-to-face, collaborative working, stating that departments are committed to having staff work in offices at pre-pandemic levels. However, it is important to consider the impact of flexible working on productivity, work-life balance, and equal access to opportunities across all income levels.
Overall, this research provides important insights into the distribution of flexible working arrangements and highlights the need for greater equality in access to these benefits. Employers must prioritize fairness and trust in order to ensure that all workers, regardless of income, have the opportunity to experience the advantages of flexible working.
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