Category: Flexible Industries

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Flexible Careers Flexible Industries

Flexible Working is NOT a Right to be Earned

In Scotland, it’s been revealed that only high earners have the luxury of flexible working. Just over half of Scottish workers who earn less than £20,000 annually can work flexibly. Compared to 73% of workers earning over £50,000. These shocking figures come from a report from Flexibility Works and prove that not all’s fair in flex and work. 

The benefits of flexible working are getting harder and harder to ignore by employers. And with two in five Scottish workers admitting that the flexible option is the only way they’re able to work, this statistic simply isn’t good enough. 

The Office Wars

The first assumption many people will have when reading these statistics is that the low paid workers who were used in the survey, may have jobs they don’t lend themselves as well to flexible working. However, Nikki Slowey, director, and co-founder of Flexibility Works, put this idea to bed. 

“Initially we thought this was because more low paid workers are in frontline roles, such as in the care, manufacturing, and hospitality sectors, where employers need to be more open-minded and creative to create flexibility,” she said.

“But our figures show this isn’t the case – frontline or not, the higher earners always have significantly more flexibility than lower earners.”

It would suggest then that the only reason for the shocking disparity between earners is trust. For whatever reason, higher earners command more trust in their jobs that allow them to work flexibly.

Slowey says, “Lack of trust is likely to be part of the problem because we know some employers still expect workers to ‘earn the right’ to work flexibly; but the full reasons are something we need to explore further.”

Trust Goes Both Ways

The issue of ‘trusting’ higher earners and that trust in a role must be ‘earned’ is ridiculously old fashioned.  As we’ve discussed time and time again, the pandemic proved that businesses won’t come to a screeching halt if workers work or home or around other commitments. 

Employees, or those looking for work, in Scotland who earn less than £20,000 will be losing trust in their employers if they are not allowed the same rights as workers with a higher salary. Those on a lower income may rely on flexible working more than those who earn more for childcare or caring arrangements. It’s simply unfair to not allow them this basic right.

Flexible Working Costs Nothing

Clare from East Lothian, Scotland works as a family support worker and is one of the few ‘lucky’ low earners who works flexibly.

“No one comes into my line of work for the money but having a good work-life balance makes a world of difference,” she says. “My husband works shifts so I sometimes need to be able to pick up my children at short notice and on different times and days in the week. If I couldn’t work flexibly, I’m not exaggerating to say that I couldn’t work. It just wouldn’t be feasible for my family.” 

The study is based on research with more than 1,000 Scottish workers, 248 employers and 216 unemployed Scottish adults looking for work. It found that salary was the key differentiator on whether someone worked flexibly or not.

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Child Care Dads Flexible Careers Flexible Industries Lifestyle And Wellbeing Mental Health Parenting and Work Professional Mums

Single Parents and the 9 to 5: Why it DOESN’T Work

Working 9 – 5 in an office doesn’t work for many people but, for single parents, it’s especially hard. Having only one adult at home to help with the children’s routine and upkeep of the house can be impossible to manage if that adult must also commute to an office five days a week.

The UK has around 1.8 million lone-parent families who are collectively raising more than a fifth of the country’s children. Having an environment where they can work effectively has never been more important. 

Perks of the Pandemic

We all know that working from home is not the only answer when it comes to flexible working. Some employers can actually be stricter in terms of timekeeping for home workers. Making it impossible for employees to leave their desk for more than a few minutes at a time. For those in companies who have a more relaxed approach to WFH, it can be a godsend for single parents.

While the Covid-19 pandemic was devastating, it proved that WFH can be effective. For single parents, this opened a whole world of working options that were not available before. With no other adult help, WFH allows parents to keep on top of household tasks during the day. And spend less money on childcare while cutting commuting time and even allowing some much-needed time for themselves.

“I became a single mum at the beginning of 2020,” said Emma from Edinburgh. 

“For the first couple of months, it was business as usual with me working full-time in the office, but it soon started to take its toll. With only me around after work and school, my evenings were eaten up by washing school uniforms, making dinner, and catching up on cleaning and that was on top of the usual homework help, bath and bedtimes. I was exhausted.

When my office introduced working from home, it really saved me mentally. I had time throughout the day to keep on top of washing and cleaning, have dinner cooking and just generally have a bit of time to take a walk or have a bit of a rest. I also gained around two hours a day by not commuting. Although I’m now expected to come into the office twice a week, it’s still a lifesaver knowing that I have those three days at home. My biggest fear is if they stop home working completely.”

The Point of No Return  

And Emma is not alone with her desire to keep homeworking. According to a survey by US-based recruitment platform FlexJobs, about two-thirds of people surveyed between July and August 2022 wanted to keep working from home. However, big corporations such as Disney and Starbucks are leading the way in championing a full return. 

For single parents, this approach simply doesn’t work. The burden of the daily commute and lack of support at home means that their need for flexibility is greater than most.

These workers make up such a high percentage of staff in the UK and their needs must be listened to. Like other employees, they’ve proved they can do their jobs outside the office and if employers can’t accommodate parents’ need for more flexibility around home working, they risk a talent drain as these parents seek out new roles with companies that can. Switching to outcome-based work and WFH seems the way forward, especially for single parents.

If you are a single parent looking for a flexible working role, check out our flexible working job platform here.

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Child Care Dads Flexible Careers Flexible Industries Lifestyle And Wellbeing Mental Health Mums Returning To Work Parenting and Work Productivity & Flexibility Work Journeys

Working in a Post-Covid World.

Woman standing while looking at he laptop

March 23rd 2020. The day we heard our Prime Minister say “From this evening I must give the British people a very simple instruction – you must stay at home”. The day working from home, indefinitely, began.

Fast-forward over 13 months. Many are still working full-time from home. Some are gradually finding their way back to the office. There are organisations that have managed things brilliantly and seen this as an opportunity to shape flexible working. Some have managed things terribly and are already making unnecessary demands to fully return to the office, with no clear business need. Some employees are desperate to get back, some are desperate to retain the flex they have had forced upon them.

As we emerge from these unprecedented times, the waters feel muddy. There is little consistency across employers or industries. What is clear is that many of us are feeling the burn out from living at work with little to no break and a year of no holidays.

So how are we planning for the post-Covid future?

Many organisations have hit the press for their positive moves towards supporting employees well-being and flexibility. For example, Dropbox have made working from home a permanent move. Microsoft is moving to a 50:50 homeworking to office working model. John Lewis head office is taking a hybrid or blended working approach. Having spoken to a wide range of parents, the general consensus seems to be a 50% office based role will become the norm.

These approaches make total sense given a study by The University Of Southampton found nine in ten employees feel they had got at least as much, if not more, work done at home as in the office. Employees also shared that they have benefited from the flexibility to organise their tasks and discretion to make decisions about when they do their work from home.

How this effects parents?

Whilst it is clear from this study and many others – such as the research conducted by the childcare provider, Bright Horizons – working parents are overwhelmingly in favour of a continuation of flexible hours and some form of hybrid working. Christelle who works for a large energy company shared:

“Having the flexibility to do the school run and eat together at the start and end of the day as a family, has had a huge positive impact on our family dynamic”.

Likewise John, who works for an IT company said:

“The time I have had to become more involved in my son’s life has been amazing. If allowed to continue, I believe this will have a life-long impact to our relationship, having been around so much in his formative years”.

It is also clear the general consensus is that the pandemic has allowed us to prove such a model could work. However, more than half of employees involved in the Bright Horizons research thought their employers were likely to be unresponsive to demands for greater flexibility once the pandemic dissipates. Denise Priest of Bright Horizons shared “There seems to be disagreement between some organisations and their workers about what normality should mean”. This is backed up by the research I conducted. A mum working for a large US Bio-sciences organisation is shared her worries that, “whilst all the right things are being done now, will these have the longevity that society needs?”

So what is the right answer?

The only very clear thing in all of this is one size does not fit all. We knew this anyway, but employees, pre-covid, bent over backwards in many case to mould themselves, their families and other commitments to fit the requirements of work. Whilst we have been missing social contact, there is a clear preference amongst the majority of parents to combine office with working from home in the future. Seven in ten (73%) employees wish to adopt a hybrid work arrangement – blending working from home with the communality of the office – and to retain the flexibility and control over their working pattern from which they have benefited under lockdown.

I am hearing of a huge amount of examples of organisations asking their employees what works for them? One FMCG company has even gone as far as introducing a whole new contractual way of working. Allowing some individuals to work on a retained project basis. They are then able to dictate their working hours – fitting work to their lives, rather than fitting life to their work.

All this said, there are some that working from home is not good for. I say “not good for” because I don’t just mean convenience. I mean their mental health is suffering because of the isolation this can bring. If you are younger, live alone or in a shared house environment. If you wish to reap the social rewards of the young, working generation. Many of these people NEED the office environment in order to protect their mental health. This sentiment was clearly shared by one person I spoke with from the Oil & Gas industry, who said:

“ I have genuine concerns for a single, female colleague who has clearly struggled mentally with the stay at home message”.

Flexible Working is the way forward.

It truly feels the power is shifting. People have proven a flexible model to suit individuals – IS achievable. There are organisations taking this on board and adapt to their staff. Allowing work to fit with life, rather than forcing employees into an unmanageable, unsustainable, unnecessary, unhealthy work pattern. These organisations will be the winners in the long run.

The 2021 Modern Families Index Spotlight points to potential discord ahead. 55% of respondents indicate their loyalty to their employer long term depends on employer’s reaction to the pandemic and beyond. As they continue to attempt to juggle work, child care and care of elderly relatives. Employers who recognise the priority of family life and provided practical support for staff will retain – and gain – talented employees. While those who have not will lose out. John, who I mentioned earlier, working in IT, very honestly shared this with me:

“I will seek alternative employment if pushed too far to revert to old ways of working. It is clear this is a preference, but with no clear justification, in my organisation. Which could result in me seeking alternative employment”.

What about well-being support?

It seems many organisations are focusing on what the working week should look like. However, what hasn’t been shared as broadly is what organisations are doing to support the mental well-being of employees.

The University of Southampton Study shared that maintaining working from home during the pandemic, whilst may have been in some ways more efficient, has taken its toll on mental health and well-being. In fact, responses on this area in their study found ranking very low. 47 out of 100 – measured against the World Health Organisation WHO-5 global standard. AXA back this up further. Finding that two-thirds (64%) of those working across the UK and Europe said their stress levels increased compared to pre-pandemic. Of these, eight out of ten (81%) describe themselves as having a “poor” or “low” state of mind.

Given for many the kitchen table has become the office with home / work boundaries becoming uncontrollably blurred. It stands to reason that burnout is a very real prospect.

What are the effects of this?

On the flip side, organisations are planning for future and maybe even dictate what this future will look like. Although it may be that some do not feel ready to commute or be in the office. A mum working for a small start up shared with me:

“I am not prepared to return until I am vaccinated. This has already happened for my boss so we are at slight odds around timing. Which is causing a bit of of stress and anxiety”.

Some have been shielding, may have vulnerable family members. Many have adapt childcare provisions and may not easily be able to reinstate wrap around care. Either because it is not available or because they are not inclined to revert back to the old ways. Such as running from breakfast club, to the train, to work, to after school clubs. And various other activities without having a minute for any family member to breathe.

As a backdrop the pandemic has triggered significant emotional, physical, and economic burdens:

  • Social isolation,
  • Working from home while caring for children and other family members
  • Exposure to the virus – personally, via loved ones, or from working on the front line
  • Experiences of long-covid

Mental health care advocates believe Covid can cause many to suffer from something close to Post Traumatic Stress Disorder.

In August 2020 the CDC published results of a large US web-based survey of more than 5000 adults. In which over 40% demonstrated experiencing at least one adverse mental or behavioural health problem related to the pandemic. Including symptoms of anxiety or depression (30.9%), substance use to cope (13.3%) and considering suicide (10.7%). This suggests a flexible work environment is something employers must consider when working in a post-covid world.

What needs to be done?

Many parents have shared a number of initiatives their organisations are doing to support well-being. These include

  • virtual coffee chat drop-ins
  • no-meeting days
  • access to counselling
  • well-being allowances
  • access to the office for those struggling working from home

but is this enough?

Workers have proved they are highly adaptable in these unusual times. One senior music industry employee shared, the pandemic has propelled flexible working forward by ten years, if done right. However, employers’ focus must now be on well-being. On supporting people through this next phase of transition. Above all else it is our well-being and mental health that has suffered most. I wonder how well organisations will take account of this as a factor of our return? This is a whole new phase. A positive shift hopefully, but one that needs managing with great care and support.

For other insights into this subject, why not have a read on The Real Gender Impact of Covid-19. And the struggles women have faced during and potentially post-covid.

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Flexible Industries

Finding A Job Through The Covid-19 Crisis.

finding work through the covid crisis

Our mission is to bring flexible working opportunities to all. We pride ourselves on the number of roles we add to our jobs board regularly. These are unprecedented times and we are in this together. Many people are losing their jobs. Freelancers are having work cancelled. People are worried about what the next few months will bring. But, there are companies who are hiring. There are jobs out there for you to apply to. There are companies that desperately need temporary staff and many of the people who are looking for work take these opportunities.

Perhaps you have been told to go home. You still have a job but can’t work from home. Then why not volunteer for the NHS and lend a helping hand. Even people in vulnerable categories can help – please see link below.

Please remember that as this situation is rapidly evolving, some of the following news, guidance and roles may have changed. For advice on self isolation, social distancing and the latest nhs and government advice and restrictions please check official sources:

NHS: https://www.nhs.uk/conditions/coronavirus-covid-19/

Gov: https://www.gov.uk/coronavirus

So Who Is Hiring?

ASDA

OPENING HOURS: Reduced opening hours, check your local store here. 

NHS workers 8am – 9am Mondays, Wednesdays and Fridays

Elderley & Vulnerable: No stated hours but where possible people in this category must self isolate.

ASDA JOBS: click here.

NEWS: News from Asda and what they are doing to support and help communities and colleagues, click here.

MORRISONS

OPENING HOURS: Store opening times: Monday – Saturday 8am – 8pm. Store finder here.

NHS Workers can shop 7am – 8am, Monday – Saturday

Elderley & Vulnerable: No stated hours but where possible people in this category must self isolate.

MORRISONS JOBS:

Cheshire: Gadbrook Produce Manufacturing site. 

UK, Temporary Home Delivery Opportunities

UK, Logistics, Food & Catering

NEWS: News from Morrisons.

Tesco

OPENING HOURS: Store opening times

NHS workers Can browse and fill their basket up to one hour before opening on a Sunday.

Elderly and Vulnerable: Tesco will prioritise one hour every Monday, Wednesday and Friday morning between 9-10am (except in our Express stores), but where possible people in this category must self isolate.

TESCO JOBS: Tesco careers

NEWS: Tesco expects further recruitment to take place in the coming weeks. Read about Tesco’s efforts here.

Sainsburys

OPENING HOURS: Store opening times, Monday – Saturday 8am -8pm, Sunday as usual.

Sainsbury’s Store Locator.

NHS workers have a dedicated hour Monday, Wednesday and Friday 8am – 9am

Elderley & vulnerable: Monday, Wednesday and Friday 8am – 9am. However people in this category should be self isolating.

SAINSBURY’S JOBS: Find Sainsbury’s jobs here and redeployment opportunities here.

NEWS: Read more about what Sainsbury’s are doing here. Sainsbury’s News

Marks & Spencer

OPENING HOURS: Store opening hours here. 

NHS workers have first hour of trading on Tuesdays and Fridays.

Elderley & vulnerable: First hour of trading on Mondays and Thursdays. However people in this category should be self isolating.

M&S JOBS: Find Jobs Here.

NEWS: Information from M&S.

Other Companies Who Are Hiring:

Deliveroo

Lidl

Iceland

That Works For Me – we are supporting their mission for #WeNeedPeople

The Coop

Alliance Healthcare

The NHS

Volunteer With The NHS

The NHS are also seeking volunteers for help with shopping and picking up medication for the vulnerable. You can help with phone chats with those who are isolated and patient transport. By helping them you are helping us all.

Register with the NHS here.

Then there is always our FLEXIBLE WORKING JOBS BOARD RIGHT HERE:

Search Jobs

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Flexible Industries Mums Returning To Work Productivity & Flexibility

Women In Construction…

Woman working in construction, hi vis jacket

Building Your Future

Women in construction – It’s a thing. It’s fair to say however that construction has long been thought of as a typical job for the boys. From Auf Weidersehen Pet to Bob The Builder, most representations of the industry have been very male-dominated. But, as Bob Dylan noted, “the times they are a changing”.

So what can a career in construction offer parents – and what can you offer it?

On The Up

The sector is growing. This is great news for parents looking for job security as their children grow up (and more become expensive).

Secure site accommodation and storage container firm Mobile Mini saw record results last year, along with a number of other key players. This is a direct result of renewed confidence in the building industry.

Down With The Kids

Kids love trucks, so imagine how impressed yours would be if you got to work with them all day long. Dawne McClelland is manager of Mobile Mini’s Teesside branch and has a six-year-old son. It’s a match made in heaven. She explains: “He loves anything vehicular so he likes the fact that Mummy manages two loader cranes.

“He’s been to the branch and been given a full tour around the trucks by our brilliant drivers. I definitely earn ‘cool mum’ points when I can talk technical details about our fantastic vehicles!”

Feel Inspired By Women In Construction

There’s no danger of you being the only woman on site. Latest figures show that 37 per cent of new entrants into the industry are female.

At Mobile Mini, a third (33%) of staff are female across all departments – and it’s easy to see why.

Georgina Arrand, a mother-of-two and branch manager at Mobile Mini’s Humberside site, says: “There are so many women in senior roles here and it’s great to have so many peers. We help and support one another through the challenges that we face.”

“Misconceptions about gender specific roles are decreasing, with more and more women in construction, from admin and sales, to drivers, yard workers and management.”

Share Your Skills

Both Dawne and Georgina recognise that there is a great deal of crossover in managing a team of staff and managing small people.

Georgina explains: “At work, we’ve had training in the Parent-Adult-Child model, which taught us more about emotional intelligence and how we bring out different facets of our personality in our interactions with different people.

“Obviously, that was something I learned at work, but I now use it at home too.

“It works both ways though – as parents we are great at multitasking and building relationships, which is crucial in this industry.”

Dawne agrees: “I feel I have more of a sense of perspective since becoming a parent – I’ve learnt not to sweat the small stuff, to just keep focussed on what is important and how it affects the bigger picture – and that’s something I put into practice at work too.”

Stay Flexible

We know flexibility and support during maternity leave is important to parents – and our mums in construction know it too.

Dawne explains: “I had regular Keep In Touch days after I had my son. This was great to help me gradually get used to being back full-time.
“And now I’m back, work is really good at letting me make the time up if we need to leave for sports days and special assemblies. So I don’t feel I miss out on the important events in my son’s life.”

If you’re thinking about being one of the growing number of women in construction and looking for a career with a difference, why not visit us?

For other ideas of industries to consider see our other blogs here

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Flexible Industries Mums Returning To Work

Is a return to Marketing in your future?

Always liked the idea of marketing?

Can you communicate clearly, both in writing and speech? Are you a problem solver? Can you crunch numbers? Are you an ideas person?

If yes, then marketing could be the new career pathway you’ve been looking for.

But, what actually is marketing?

Many people throw the word around not really knowing what it means and often using it in the wrong context. According to CIM (Chartered Institute of Marketing) it’s all about; identifying, developing and working.
Identifying something that customers or businesses want to buy or a problem that they need solved.
Developing a solution for that need or problem. It could be a product or a service.
Working out how you charge the right price for the product or service. You need to price it so that people will buy, but you also need to make a profit.

It sounds simple?

The theory is but the realities are more complex – it’s a challenging career where no two days are the same. Within it, you’ve got what’s known as the 7 Ps of marketing. We’ve already covered product and price, but there’s also:

Promotion – how you tell your customers about your products or services and how you market and sell to them. This includes advertising, PR and digital.
Place – where your product is sold. So, building and retaining good relationships with your retailers is a key part of the role.
Packaging – this is about how your product is presented to your customer and first impressions really count. Small tweaks such as a slight colour change can completely change a customer’s perception and affect their decision to buy.
Positioning – this is all about where your brand sits in the hearts and minds of your existing and prospective customers. It’s how people think about your company and how they talk about it.
People – the right people, inside and outside of the business, are a hugely important part of the marketing mix.

It’s a rewarding career and opportunities are vast too. No business or industry can survive without it, so the world is your oyster when it comes to choosing your sector. Or you might be looking for a career switch within your chosen career field. Pre-kids, if you worked in sales and want to switch to marketing to avoid all those hours on the road then you’re in a great position. You already have an existing knowledge of the industry and sales and marketing work hand-in-hand, so it won’t be like starting from scratch.

So, how do you get into marketing?

The good news is, that you can get into marketing without a degree. You can train flexibly online around work and family life. Try the professionally accredited Combined Sales & Marketing Diploma or if you want to be an established member of the digital age, try the Digital Marketing Diploma or the Digital Retox from Digital Mums.

The CIM also offers a series of diplomas, depending on experience. The Foundation Certificate gives you the basics, but there are a host of other short courses.

If your financial situation allows it, it’s worth considering an entry-level position to get a foot in the door. If you’ve already got commercial experience and are keen to develop, chances are you’ll rise up the ladder quite quickly. Some employers may also support financially with formal qualifications whilst you’re working. You benefit, they benefit – it’s a win-win.

Check out our latest marketing roles HERE
For more information about marketing visit www.cim.co.uk

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Flexible Industries High Profile Returners Mums Returning To Work Productivity & Flexibility

Hospitality: A world of opportunity

Hospitality is the third largest employer in the UK, employing 2.9 million people and contributing a phenomenal £130bn to the UK economy. Surprised? Sadly, many of us associate hospitality jobs as stop-gaps with unsocial hours and no career opportunities. Think again. It’s a thriving industry, with a skills shortage, that’s crying out for good people.

And, don’t just think restaurants or hotels, the industry covers everything from pubs, bars, events, fine dining, visitor attractions, schools, universities and corporate dining. There’s a huge range of roles available within the sector too; bar manager, barista, supervisor, front of house manager, chef, events manager right through to roles in business development, HR and accountancy.

Amy-Lou Osborn, recruitment manager at Gourmet Burger Kitchen, will happily admit that she fell into hospitality, whilst studying for a Stage Management degree at Bristol Old Vic Theatre School. The flexibility of her role at HA!HA! Bar & Grill enabled her to work around her studies and take time out for filming contracts when she later graduated. Always returning to hospitality between film jobs, she later realised hospitality was where she wanted to be. She worked her way up the ladder, working for high street restaurant brands such as Browns, Frankie and Benny’s and Bill’s, where she also headed-up recruitment for new restaurant openings. Today, at GBK, she is responsible for recruiting and onboarding up to 1000 team members across 93 restaurants in the UK and Ireland.

She told us what it’s like working in the industry, what it has to offer and how you get a foot in the door.

What’s it like working in the hospitality?

It’s so diverse – every day is different. It might sound obvious, but it’s most definitely people-focused. I’m not just talking about the customers, but the team – I’ve actually made life-long friends through work. Everyone works together, pitches in and enjoys what they do, with a common goal of keeping the customer happy.
Unfortunately, the industry is often under-represented and most people aren’t aware of the vast range of opportunities and career progression that’s available. I think a lot of people assume they know what it’s like and discount it.

So, what are the opportunities?

The reality is, is that there’s a huge amount of opportunities and experiences available. And, for the right people, hospitality can enable fast career progression. At GBK, for example, you can go from a starting salary of £7.85 an hour to £30K a year as a restaurant manager, within two years. I don’t think there’s many other industries that can offer that? In most other sectors, you’d be in an entry level job for two years, before there was any hint of development opportunities.

What do you think the hospitality industry offers that other industries don’t?

I think our industry is much more creative in the way we recruit. We know there’s not enough talent out there, so the traditional head-hunting approach doesn’t work – we’d just be competing for and swapping the same people. Here at GBK, we create and invest in talent. For us, it’s about finding the right people with the right attitude and core values and giving them the training and opportunities to grow with us.

Is hospitality a good option for working parents?

By its very nature, working in hospitality is based around flexible working, so is ideally suited to people looking to work in a flexible way. Unlike a 9-5 office job, you can switch shifts to get to sports day or the school play and evening and weekend shifts enable parents who might have a partner with a 9-5 job, the opportunity to work without incurring huge childcare costs. Ten or 15 years ago, I think hospitality would have been a big no-no for parents, but it fits with today’s lifestyles where everyone is looking for flexibility.

What qualities and skills are employers looking for?

It really depends on the employer. Because the industry is so diverse, there really is no one size fits all. At GBK, we employ people who hospitality comes as second nature, people who genuinely want to make someone happy. I can’t speak for the industry at large; every employer is different. But, given the current shortage of skilled workers, now is a good time to enter the industry as more and more employers are training from within with some offering apprenticeships, so you don’t necessarily need to have lots, or any previous experience.

So, how do you get a foot in the door?

It’s worth doing some homework, if it’s a path you’re considering. There are so many roles available across many brands and companies and not every company is right for every person. You might not enjoy working in a fine dining restaurant, but you might be a fantastic Barista in a coffee shop. Contact the big brands to see what the opportunities are but keep an eye on your doorstep too. There may be somewhere local to you that is happy to offer some on the job training. Just get stuck in and if it’s right for you, you’ll fly.

To find out more about working in Hospitality, see a full list of our latest roles HERE

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Flexible Industries Mums Returning To Work

Meet Gemma: A working mum at Hastings Direct

I chose to join Hastings Direct eight years ago because I knew how well they supported and looked after their colleagues, including their awareness of Colleague wellbeing. I’m currently an Academy Team Leader and seeing people develop, especially when they move on to new positions, is what I love most about my role.

Returning to work after being on maternity leave was extremely nerve racking especially because I had continuous employment for six years. So having a year out was completely out of the ordinary for me. I’ve been fortunate enough to have a really supportive manager, who not only kept me up to date whilst I was off and included me in team off-sites but made returning to work feel like I’d never been away.

My nerves of returning to work were also put at ease by moving from full time to part time hours. Since returning to work, I still have a great work life balance. The flexibility in my part time hours was exactly what I needed to support my family but still fulfil my role. My hours give me the right amount of time to spend with my daughter and be a Mum as well as focus on my career. My shifts also give me the flexibility to set myself and my daughter up for our day ahead, but without being rushed or short for time meaning I arrive happy and ready to start my day.

If you like what you have heard and would be interested in finding our more, please visit Hastings Direct Careers.

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Flexible Industries Mums Returning To Work

Taking office…

Do you fancy a career in admin? Or maybe you’re looking to restart your career after time out to raise your kids. Whatever your motivation, we have hundreds of admin vacancies across the country here on MummyJobs, and we’d like to help you bag one of them.

Let’s face it – as a mummy, you’ve plenty of experience organising everyone’s calendars and thinking on your feet, so make sure you think outside the box and sell these skills.

You run a tight ship
Nothing goes on in your family without you knowing. You have everyone’s daily routines mapped out like a military exercise, and you’re the one they all count on to make sure everything runs smoothly.
You know where everybody is at any given time, how they’re getting there and what they’ll need. Parents’ evening, doctor’s appointment, football training – no matter the occasion, you’ve got it covered.
What’s more, you’re an expert at multi-tasking – organising everyone else’s lives while trying to live your own is no mean feat, and rare is the time when you’re focusing on one job and one job only.
And as for paperwork – surely no office can generate more letters that need immediate attention that one household with a couple of kids? Bills, bank statement, letters from school… you’ve seen it all and have the colour-coded filing system to prove it.

Communication is key
Any parent knows that dealing with children is all about communication – whether it’s homework, chores or persuading a reluctant toddler to put their shoes on, you are a mistress of talking people round.
You’re an excellent listener too and have become adept at filtering out the relevant pieces of information from the daily deluge of general wittering any parent is familiar with.
On top of this, all those mornings at toddler group and afternoons at the school gate mean you’re well equipped with the art of small talk – vital skills if you’re in a customer-facing admin role.

Timing is everything
Every second counts when you’re a mummy, and you can manage your workload like a pro. After all, there’s no better training than knowing you need to fit two lots of washing and a shower in before the baby wakes up, and there’s no procrastinating when the shopping needs to be done before the school run.
And if the unexpected happens? Well, you just work round it – ask any parent who’s received a text telling them school is shut five minutes before they leave the house.

All the mod cons
You might not describe yourself as such, but you’re probably pretty technologically-savvy. After all, it’s you who’s set up the parental controls on the iPad and knows how to disable the Wifi.
You can change the batteries in any given toy in under three minutes (less if you’re using a screwdriver as opposed to whichever piece of cutlery you have to hand) and you’ve become a prolific Facebook user – even if it is largely to stalk your kids.
What’s more, you’re a quick learner – when your toddler wants to play with that toy five minutes ago, there’s no time to fish out the instructions, you just have to wing it.

These are all amazing transferable skills that should impress any boss, so don’t sell yourself short – you may not feel you have the relevant experience, but it’s all about making the most of what you have. Make sure you check out our latest courses if you do need a refresh!

And once you’ve bagged that interview, check out our tips on giving it your best.

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Flexible Industries Mums Returning To Work Work Journeys

Aviva : A return to work special…

Hi, my name is Gemma and I recently returned back to work from maternity leave.

My partner and I decided to take advantage of the shared maternity/ paternity scheme that Aviva offered last year. I took the first 6 months off, whilst then my husband took the following 4 months off on paternity leave to be with our daughter.

It was a great opportunity as we both got the chance to spend quality time with her as we knew we would never get this time back!

When I came back to work I mentioned that I wanted some flexibility with the hours I worked, as I wanted to spend at least one day every fortnight being actively present in the development of my daughter.

Aviva were very supportive of this request and with the support of my team and manager we made this happen.

I consider that having my husband off whilst I came back to work, took a considerable amount of worry and stress away from me, as I was able to fully focus on my job and get used to work life again.

Since the announcement last November from Aviva on the increase of time for the shared maternity/ paternity policy agreement, it has made me think how else could Aviva support staff in the transition back to work, as we should be able to offer so much more than just an amended policy.

I have since started a working group with the coaching and people function to try and set up a maternity/ paternity transition coaching service for staff going off and coming back to the workplace. Offering support and guidance back into the world of work.

This not allows us to support our people from a policy perspective but from a human/ family perspective too. The aim of the coaching program is to help employees handle the practical and emotional aspects of a parent transition, regardless if this is your first, second or third child in a way it also enables the parent to develop in their careers post maternity or paternity.

You can find out more about our roles and benefits by clicking HERE

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