“If you can’t work full-time, you’ll never make a career for yourself” – sound familiar to you? Unfortunately this ‘opinion’ is all too common, however Foyne Jones, is going against the grain.
Peter Jones, Managing Director at Foyne Jones says: “The latest surveys indicate that an employer’s ability to provide a family-friendly workplace and next-generation company culture like flexible working and access to childcare services, is critical to optimising employee wellbeing and greater business success. The recent lockdown measures has emphasised the number of people working flexible hours, which has increased five-fold in the last two decades and according to a recent report by Forbes, 70% of UK employees feel that flexible working makes a job more attractive to them compared to 30% who would prefer flexible working to a pay rise.”
“With 13 million parents in the UK employed and more than 1.5 million people in the UK now working from home, employers need to level the playing field and look at how they can support working families and not play into stereotypes that will ultimately be counterproductive. As a specialist in industries typically regarded as ‘male-dominated’, I have witnessed a seachange in recruitment, as employee engagement is now regarded as a fundamental concept in business, combined with unbiased equal opportunities” says Peter.
An example of how Peter has created opportunities for working parents and consistently invested in healthy team dynamics that are authentic and real, comes through his appointment of Larah Harrison, who was promoted in November last year to Recruitment & Relationships Manager at Foyne Jones. “When I joined the team back in 2018, I was determined to support my three children and kickstart a new career in recruitment, so having flexibility from my employer was essential and if I am honest, finding a company in this sector that would work with my situation and not against it, was hard to reach.
“My initial contact with Peter was open and honest, which I found extremely refreshing given the succession of non-committal responses and lack of feedback. Following a candid interview process, I was appointed as Recruitment Consultant and in less than a year, was promoted to a more Senior role, which has led to my current position as Recruitment & Relationships Manager. I am able to work remotely in the evenings around childcare and the school run, whilst still feeling part of the team and since returning from furlough this March, I look forward to flexing my recruitment-muscles and helping people that are in a similar position to where I was a few years ago,” says Larah.
Peter continues: “Right now I would strongly encourage all businesses to have an open discussion about how your workplace will look in 2030. We need to nurture agility, adaptability and re-skilling our staff as technology and artificial intelligence continue to develop within the marketplace. We have a responsibility to be honest about potential changes on the horizon as using yesterday’s solutions for tomorrow’s scenarios simply won’t work. Instead, consider the virtues of a hybrid approach that combines office work, co-working, remote and home working, along with the offer of flexible hours. In doing so, you will be able to encourage better results, greater output and focus from your team and I believe, this mindset and business model is the future” says Peter.