Recent research of over 200 women by womenintechnology.co.uk, the online job board and networking group, has shown that the majority of women working in IT are dissatisfied with their work/life balance and that although employers say they support flexible working, the reality is often quite different.
The research, carried out at the recent “Working Smarter, Not Harder”, networking event, showed that although over half (55%) felt that they did have a work / life balance, almost all added an “although” or a “but” to their answer.
“It’s a tough juggling act” said one respondent. “I have struggled with it throughout my career. It’s definitely something you have to make happen rather than expect other people to provide.” Other respondents commented on how much work/life balance can differ from job to job, “I fear every time I change jobs about whether the company is going to put work/life balance on their agenda” said one woman.
77% said that their current organisation does support flexible working, but many added that this was very limited and that although flexible working was supported in theory, the reality is that it is not practiced. Others commented that flexible working hours are frowned upon by colleagues and that managers’ discretion is an important factor. One respondent explained “yes my organisation does support flexible working; however my understanding is that in reality, not all managers allow their respective teams to participate.”
Maggie Berry, director of womenintechnology.co.uk says that this widespread dissatisfaction with work/life balance was what the event aimed to address: “The number of women working in IT is dwindling and work/life balance is often cited as a key reason for this.”
Comments (3)
Posted by Kat Banyard | April 18, 2008 3:03 PM
It is a national disgrace that motherhood carries a penalty. Women are presented with impossible ‘choices’. They are forced to choose between caring for a family at home or maximising their career opportunities in a workplace that measures performance by the number of hours put in. It is clear that attempts to shoe-horn women in to workplaces designed by men for men have failed.
Women also face sexist attitudes and behavior in the workplace. Plain, ‘old fashioned’ discrimination about their roles and abilities means all women are short-changed come pay day.
This Government has a historic opportunity to end pay discrimination with preventative and remedial measures in the upcoming Single Equality Act. As a basic first step to rooting out inequality, all companies should be required to conduct pay audits. UK women cannot afford to wait any longer. We need action from Government now.
Kat Banyard
Campaigns Officer, Sexism and the City
The Fawcett Society
Posted on April 18, 2008 15:03
Posted by Maggie Berry | April 18, 2008 3:05 PM
It’s always discouraging to read that the gender pay gap is showing a correlation between pay and having children. Recent research by womenintechnology.co.uk undertaken with Microsoft has suggested that while a lot of effort goes into training graduates, less goes into refreshing women returners’ skills and this is a key issue. Some women feel that their absence from the industry leaves them behind on new developments and that this will affect their pay level. Those employers that take a more long term view of women returners will ultimately be the winners in the talent stakes and help to close the pay gap too.
Maggie Berry
Director
womenintechnology.co.uk
Posted on April 18, 2008 15:05
Posted by Tracy Durrant | April 18, 2008 3:27 PM
Family commitments should never be a reason for a gender pay gap and should not disadvantage employees in any way. Within our own organisation there have been 14 babies born to employees in the business over the last year, with these numbers retention is key – we would struggle as a business if we failed to hold on to this enormous bank of talent. The fact that the pay gap increases with the number of children in a family means that many employers still have a long way to go in recognising that talent does not have a gender!
Tracy Durrant
Managing director
Crone Corkill
Posted on April 18, 2008 15:27