Background to the Research

• In recent years, the numbers of employed women in NI has risen to 47% of the workforce. However, there is still an uneven distribution regarding the provision of childcare between males and females, with most women bearing the responsibility. Therefore, their ability to work depends on the willingness of employers to provide flexible working arrangements and/or childcare for their employees. As there was little or no information on the numbers of NI employers who provided these services, the survey was implemented to discover the numbers, and also to identify the barriers employers face in trying to assist employees, and the benefits the employers receive through the provision of flexible working arrangements and childcare.
  

Research Approach

• A telephone survey was conducted of 813 NI employers, asking whether they provided flexible working arrangements and assistance with childcare, and if they did, the benefits and disadvantages involved.
  

Main Findings

Provision of Flexible Working Arrangements

• 95% of public sector employers provide some form of flexible working arrangements, as opposed to 70% of employers in the private sector.
• Of the public sector employers, 92% allowed employees to work part-time, 46% let employees work evenings only, and 45% allowed flexi-time.
• 68% of public sector employers and 12% of private sector employers provide paternity leave. The length of paternity leave can range from one day to one week.
• Within the private sector, 70% of employers in areas where more females work allowed part-time working, 31% provided the opportunity to work evenings and 19% to work during school hours.
• Out of 16,000 public sector employees, 153,000 worked for organisations which allowed part-time work, 147,000 for organisations which allowed paternity leave and 133,000 for organisations which allowed career breaks.
• In the private sector, were there where more then 200 employees at a firm, 87% allowed part-time work, 59% evening work, 39% school hours only work and 39% paternity leave.

Benefits to the Employer of Flexible Working Arrangements

• 7% of public sector employers said there was no benefit to the provision of flexible working arrangements, as did 37% of private sector employers.
• Of those who agreed that there were benefits, 57% of public sector employers and 37% of private sector employers said maintaining better employee relations was a benefit; 49% of public sector employers and 33% of private sector employers stated the retaining of valuable staff as an asset. Other benefits mentioned included greater flexibility, and less absenteeism.

Reasons Why Flexible Working Arrangements were Offered

• Of those employers who offered flexible working arrangements, 80% of public sector employers and 75% of private sector employers said they did it because of the nature of the work. Other reasons included employee preference, the facilitation of provision of cover for sick leave, or Equal Opportunities or company policies.

Barriers Perceived by Employers

• Most employers said they would consider special working arrangements if requested by staff, although public sector employers were more likely then private sector employers to consider job-sharing or flexi-hours.
• Amongst the private sector employers, employers in male dominated industries were less likely to consider part time work and those in production were least likely to consider short-term arrangements. Employers who had more than 200 employees were more likely to consider flexible working arrangements.
• In relation to difficulties arising from the provision of flexible working arrangements, 60% of public sector employers mentioned lack of staff, 33% of private sector employers mentioned the nature of the work and 32% mentioned insufficient staff to cover the work.
• When it came to drawbacks which resulted from the provision of flexible working arrangements, 35% of public sector employers and 32% of private sector employers felt that there were no drawbacks. Private sector employers with the fewest staff were more likely to say this. Of those who mentioned drawbacks, the most common were difficulties in planning activities, meeting deadlines and supervising arrangements.

Assistance with Childcare

• 90% of public sector employers and 96% of private sector employers offered no childcare. Their reasons included costs and the fact that the population is geographically dispersed.