Work from home options or flexible working hours – working women in India are benefiting from the career possibilities offered by companies
Pallavi Mathur Lal, mother of two and Associate Director, Qualitative at Synovate India Pvt. Ltd returned to work 2 ½ years ago. A flexi-working arrangement helps her fulfil her need to work and also take care of her kids. The flexible working hours enable her to manage both house and work without feeling guilty about letting either side down – on one hand, and getting a kick out of both, on the other. Pallavi heads a team and her responsibilities include handling research projects, client services and business development.
Although she has a flexi-time job, her responsibilities are no less than a person working full time at the same level in the organization. She is part of the Senior Management and involved in all business aspects across Synovate. Her flexible working hours arrangement is such that she is required to bill a total number of hours in a month. She does not have any fixed number of hours or days that she has to work in the month. She also has the freedom of managing her work from home in case a need arises on her personal front. She intends to continue this arrangement for as long as she can.
The fact remains that it is still very much women who shoulder most responsibilities at home – whether children or elderly people. Keen to retain talented employees, companies are now more open to employing women who want to work flexi-time. In December 2009, Regus, a company in the field of workspaces, found in its survey (called ‘Flexible working mums’) that 64% of Indian business leaders were keen to hire more mothers on a flexi time basis.
Part time work, work from home & other ‘flex’ formats
Flexi-working is usually an arrangement between the company and the employee to work for x numbers of hours in a certain period. This arrangement could involve a person going into work each day for the specific period or in some cases, work from home options. It could mean part time work such as working for a fixed numbers of hours per week or flexible working options such as working for only a few days a week. Such arrangements vary from one company to another and often vary for different employees even in the same company, depending on individual needs.
Companies however do expect flexi-working employees to stay back or come into work on an unscheduled day, if the need arises. In other words, Flexibility is a two way street. Industries where flexible working hours could work well include knowledge based industries, software companies, non television media, publishing, recruitment and marketing firms.
Sairee Chahal, Co-founder, Fleximoms, a portal that connects women to employers willing to offer flexible working hours, feels that with advancements in technology, remote working is now more possible than earlier. It is necessary, she feels that employees have a thorough understanding of the job and the deliverables expected. Chahal says, “Flexible work is not freelance work. The same rules apply, even if you are working from home.” What is important is the commitment one brings to the job.
Flexible work is not freelance work. The same rules apply, even if you are working from home.
As far as salaries are concerned, flexibility by itself need not mean lower pay. The salary structure usually depends on the nature and delivery of work for most white collar jobs. There are times however, when pay cuts may happen, for e.g. if the quantity of deliverables is substantially lowered.
A flexi-working career for women: Dos and Don’ts
Lumiere Business Solutions Pvt. Ltd., in Mumbai was founded almost 14 years ago and the company’s target community is women professionals who want to return to work after taking a break. Deepa Soman, MD of Lumiere states that the actual premises seat only 25 people. People have the option of working from home while others come in to work at the office. There are regular meetings however, at the office, where everyone has to be present – even those who work from home.
She says, “It is essential for a company to have a back up plan in place in order for flexi-working to be viable. It is necessary for communication systems and processes to be very strong”. According to Soman, the fact that this company has 300 deliverables a year and has never missed a deadline is testament enough to this.
Lumiere has a Pool Manager responsible for tracking employees’ work and their deliverables. On joining, employees are made aware of the company’s expectations in terms of commitment and that at times, they would have to go the extra mile. All employees have Blackberrys and laptops, enabling a smooth flow of communication between them and the Pool Manager.
On joining, employees are made aware of the company’s expectations in terms of commitment and that at times, they would have to go the extra mile. All employees have Blackberrys and laptops, enabling a smooth flow of communication between them and the Pool Manager.
Making Flexi-working work
Lumiere also has an intranet where employees can track the work. The system is very transparent and information is available at the click of a button. There is a regular feedback and monitoring system for each employee. Soman feels that “A flexible employee must show responsibility, personal leadership and integrity.”
Neville Postwalla, Director, People Functions at MindTree, Pune, says that the company has ladies who are working on a flexi-time basis. However, this depends on the person and the circumstances for the flexi-time. The workload and the salary is adjusted accordingly for such employees. He feels that such flexi-time jobs would work for technical and staff employees where it is feasible and practical to do so.
Flexi-working is still a relatively new concept in India and unfortunately, some managers perceive those seeking flexible hours as not ambitious or committed enough. Not all companies have an evaluation system evolved enough to measure the quality of deliverables rather than the face time or number of hours put in at the desk.
Although it is taking time, more companies are realizing that flexible working hours does not mean a lack of commitment. By helping employees get the best of both worlds, instead, this is a mutually beneficial arrangement and one that can work – with a little effort from both sides.
This was published in Women’s Web