Operational barriers to flexible working

Here in the Falklands I would still say the biggest barriers to flexibility are attitudinal, but when I think across our workforce there are a lot of areas who would struggle to offer flexibility for operational reasons, mainly because of drastic skills shortages (almost zero unemployment).

Most of our hospital departments are staffed by 1 or 2 professionals - there's such a shortage of people with the necessary skills that finding anyone they could job share with in their same profession would be very difficult. We couldn't really afford to bring down two overseas contract officers to do the same job, unless they were willing to split the relocation allowance and house share too as there is a massive housing shortage and it would put up costs.

Our road builders, quarry staff, construction workers etc. work long shifts in summer to make the most of the longer daylight hours and better weather so they can make as much progress as possible each season and also get the most out of the extremely expensive machines. Allowing people to do shorter shifts would reduce progress and increase costs. They can't do the job anywhere else - they need to be on the road/site/quarry.

That said, the skills shortage also creates flexible opportunities at times - for example, our bin collection is done on Saturdays because it's a second job for the bin collectors - we couldn't do it in the week as we wouldn't be able to find staff who would work 1 day a week.

Anyone that wants to work, can - there are opportunities in tourism, cleaning, catering, childcare, bar staff etc. that do offer flexible hours.

The challenge is really around professional work - this absolutely could be offered on a part-time or flexible basis, but instead most people work the standard five days a week, 8-12, 1-4.30pm hours.

Hi Lesley - what's the situation like for women returners/carers who need to combine work and caring? In many places flexibility both supports them and is the answer to skills shortages.

As with many things down here, "it depends who you are".

If you're a valued local worker, employers will usually find a flexible approach that works for the individual if they want it - for example I have a part-time colleague who was a returning mum and our director would rather have kept her part time than lose her completely.

Most women don't really take any significant leave here though so there's less of a need to support "returners" - there is only 12 weeks paid leave and although up to 40 weeks leave is allowed, many parents take much less than that.

If you're an overseas contract worker though, most people tend to end their contracts and leave the island before a baby comes along, but this is partly because there is less flexibility offered for overseas workers.

As with many things down here, "it depends who you are".

If you're a valued local worker, employers will usually find a flexible approach that works for the individual if they want it - for example I have a part-time colleague who was a returning mum and our director would rather have kept her part time than lose her completely.

Most women don't really take any significant leave here though so there's less of a need to support "returners" - there is only 12 weeks paid leave and although up to 40 weeks leave is allowed, many parents take much less than that.

If you're an overseas contract worker though, most people tend to end their contracts and leave the island before a baby comes along, but this is partly because there is less flexibility offered for overseas workers.

It seems very similar to what happens in the UK (and I suspect many other countries) Lesley. If you have an enlightened and supportive boss you get a flexible arrangement. If not you're told it cannot be done in your job!

Thanks to everyone who's shared so far. It seems to me that where there's willingness to explore flexibility there is often more scope than at first imagined.

I think one of the important things here is that people often assume they will not be able to have flexibility. For example, last week I was part of a conference organised by the Royal College of Surgeons looking at 'less than full time working'. I was surprised to learn it is possible to train while working reduced hours as the media generally portrays surgery as a long hours option.