|
Liverpool firms failing
to hire returning mothers
NEW research by global workplace
provider Regus has revealed that only 17% of businesses in Liverpool are
planning to hire more returning mothers than they did a year ago. This is
despite the fact that they are seen to bring a wide range of benefits to the
workplace, according to a survey of local business owners and senior
managers.
Returning mothers play an important role in the overall economy by
contributing to boosting GDP through increased female participation in the
labour force. But the contrasting demands of motherhood and work are one of
the main reasons women don't return to work. To combat this phenomenon,
respondents emphasised the important role flexible working can play in
attracting female talent; in fact, 75% believe that flexible working is key
to attracting and retaining women workers.
The research highlights a variety of positive attributes that employers
believe mothers bring to the workplace. These include their experience and
skillset, reliability and excellent time management. Additionally, returning
mothers are seen as less likely to change jobs, saving firms the cost of
recruitment and re-training.
Other benefits of hiring working mothers identified by the research include:-
► Returning mothers are valued for their experience and skills according to
71% of respondents and are seen as more organised (29%) and better at time
management (29%) than other staff.
► Returning mothers were also reported to be very hardworking (19%) and less
likely to change jobs (32%).
► Professionals also value working mothers'
drive to prove their worth (23%).
Commenting on the research, Celia Donne, Global Operations Director at Regus
says:- "There is a vast amount of untapped potential among skilled and
experienced mothers who are unable to work due to family commitments.
Flexible working enables companies to tap into this important talent supply
and offer returning mothers a way back into the workforce. The benefits to
businesses are clear; not least, lower staff turnover and associated hiring
and training costs. But in order to retain these valuable employees it is
critical that firms offer some level of flexible working, such as the
possibility to work closer to home. With reports suggesting that if the
number of women in the workforce reached the same as that of men national
GDP growth could be up to 10% higher, the case for increasing flexible
working is very strong. Add to that the value placed on returning mothers
and it is evident that businesses need to reassess their use of flexible
working to attract top female talent."
|
