The flexibility stigma and how to reduce it

Do you work flexibly and do you feel undervalued or unappreciated because of it? If so, then you may be suffering from what is called ‘flexibility stigma’.

A new study  looks at biased views against flexible workers and says they are still prevalent, and returning after the Covid hiatus. 

The study, Flexibility Stigma Across Europe: How National Contexts can Shift the Extent to which Flexible Workers are Stigmatised, by Professors Heejung Chung and Hyojin Seo, is published in Social Indicators Research. Drawing on a Eurobarometer work-life survey, it says flexibility stigma hinders worker’s take-up of flexible working arrangements and can hinder career progression. The study looks at how that stigma varies in different countries and cultures in Europe.

It finds that in countries with a more work-life balance work culture and more egalitarian gender norms, there is less flexibility stigma. Similarly, in countries with generous family-friendly policies, workers are less likely to have negative perceptions of flexible working. For instance, generous family policies at the national-level – such as childcare policies or leaves – “can shape cultural norms around work-life balance and shift the notion of the ‘ideal worker’ to assume a good work-life balance as the norm for both men and women”.  But the uptake of flexible working can also signify a lack of other infrastructure, such as childcare support, the report notes.

So what does that mean for the UK?

Unsurprisingly, the Nordic countries suffer from less stigma. The UK, however, like other countries with ideal/long-hours work cultures and relatively weaker unions, is towards the more stigma side of the graph when it comes to colleague perceptions and does slightly better when it comes to whether flexible working stigma negatively affects people’s careers.

More generally, women are more likely to think that flexible workers are viewed negatively, both in terms of colleagues’ perception and expected career outcomes.  Mothers of very young children and women with other care responsibilities are more likely to believe that colleagues hold negative views against flexible workers compared to women without children or other care responsibilities. Mothers with children between ages 7–14 and women with other care responsibilities are more likely to say that careers can be negatively impacted by flexible working than women without care responsibilities. 

The researchers say that better labour market conditions, a stronger worker voice and better support for flexible workers can remove flexibility stigma.  It points out that stigma can put fathers off working flexible hours which can further exacerbate gender inequality patterns in the labour market as flexible working becomes a ‘women’s arrangement’. It can also lead to overwork and blurring of work life boundaries and reduce productivity and wellbeing.

The paper concludes that “although biased views against flexible working exist, they are not inevitable, and we can actively work to change the context in which flexible working is used to challenge these views”. It calls for more efforts to be made to remove long-hours work culture, ensure work-life balance and gender egalitarianism as the norm, provide more generous family policies as well as provide more workers more security and protect their bargaining power. The researchers say: “By doing so, we can enable a better use of flexible working practices that can benefit both workers and companies, and consequently society as a whole.”

Some practical advice

So what can you do if you fear you are being overlooked because you work flexibly? Careers expert Liz Sebag-Montefiore, from 10Eighty, says that if you plan to address the issue head on with your employer the best ploy is “to frame the conversation in a way that focuses on solutions rather than grievances”, starting perhaps with gratitude for the flexibility you have before you discuss your career aspirations and willingness to learn new skills.

“This approach can demonstrate your proactive attitude and willingness to engage positively with the company,” she says. However, she acknowledges: “If your company has not valued your contributions thus far, and if there has been a consistent lack of engagement or development opportunities, it may be an indicator that the organisation is not fully aligned with your professional needs.”

She states: “As you consider your options, weigh the potential benefits of staying and advocating for change against the possibility of finding a more fulfilling role elsewhere. Sometimes, a fresh start in a new environment can offer the recognition and opportunities you deserve, especially if you target organisations known for valuing experienced professionals offering flexible work arrangements.” 

• Vote  
• 0
• 0
• You already voted!