The audience that seek flexIble working is diverse
diversity
flexible working paves the way for diversity and inclusion
why diversity matters
If you have to ask yourself this, then instead ask ‘why wouldn’t it matter?’
flex for all
In September 2020 we started collecting anonymous, voluntary data about the jobseekers who seek flexible working. Responses: 20k (March 21)
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When we started out back in 2018 around 3/4 of our audience was female. Fast forward to 2021 and the gap has narrowed. So far in 2021 42% of our audience are male and 58% are female. Closing the gender pay gap could be achieved when men are invested in flexible working too. (Data: Google Analytics)
Throughout our flexible working campaigns, the largest section of our audience fell between the ages of 25 - 54. In the first half of 2020 the number of 18 - 24 year olds using our site tripled. So far in 2021 this age group now represent around a 1/5th of our audience. (Data: Google Analytics)
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Since we started collecting data in September 2020 just under 1 in 3 of our audience say they are of a BAME group. These figures have remained the same since we started collected data.
Long believed to be an issue isolated to mothers, our data shows that flexible working is sought after by many more people. We asked the age of our audiences youngest child. Just over 60% have little to no childcare responsibilities. Arguably, those with children in our next largest category (12 - 16 year olds) have fewer child care responsibilities than those with younger children. This shows us that flexibility in employment is not just an issue for parents. It is more widespread and holds huge benefits for employers and employees on many levels.
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The proportion of our audience educated above A-Level has remained high since we started collecting this data in September 2020. In fact those educated to degree level and above remain the largest section of our audience at around 60 pc.
Nearly 70% of our audience identify with their birth gender (cisgender). Which leaves 1 in 4 who identify as trans or non binary. The remaining 5% prefer not to say which gender they identify with.
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The breakdown remains similar month on month. Around 80% of the audience state they are heterosexual and around 1 in 7 report they are LBGTQ+ .
We ask our audience if they have a disability (visible or invisible). Each month around 1 in 10 report having a disability. True flexible working opens the doors to employment to anyone with a disability. Accessing the workplace can be a major issue for various reasons. Just by offering flexibility around work place and working times can allow this group of people access to the careers they deserve.
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Our data shows exactly who flexible working is for - everyone!
“91% of UK employers struggled to find workers with the right skills over the last year”. (Deloitte, BITC 2020).
Flexible working is far more likely to be sought by women or other underrepresented groups such as people with disabilities (Timewise). However as you can see actually flexible working is equally attractive to men and women.
There’s talent in our audience. All you need to do is flex your roles and attitudes. Our job seekers are waiting.