In the ever-evolving world of technology, workplace flexibility has emerged as a pivotal factor in fostering an inclusive and diverse work environment. For women in tech, this flexibility is not just a perk; it’s a crucial component that allows them to balance their professional ambitions with personal responsibilities. Companies that recognise and implement flexible work policies are not only more attractive to female talent but also better positioned to retain and nurture their workforce, creating a more inclusive and supportive environment.
In this article, we look at the work which AWE, one of our incredible Women in Tech Partners, has done to implement changes to their flexible working and family-friendly policies.
The Importance of Workplace Flexibility in Promoting Inclusion and Diversity
Flexible work arrangements are instrumental in promoting diversity and inclusion within the workplace, particularly for women who often juggle multiple roles both at work and at home. The ability to tailor working hours, adopt hybrid working models, or take advantage of part-time options can make the difference between a fulfilling career and burnout. On top of this, such flexibility helps to break down barriers that have historically hindered women from advancing in their careers, especially in male-dominated fields like technology.
Inclusive employers recognise that a one-size-fits-all approach to work is outdated. By offering flexibility, they cater to the unique needs of their employees, enabling everyone—regardless of gender—to thrive. This not only benefits the employees but also the organisation, as it fosters a more engaged, loyal, and productive workforce.
AWE's Commitment to Flexible Working for Women in Tech
AWE, one of the UK’s leading employers in the tech and engineering sectors, exemplifies what it means to be a truly inclusive and flexible employer. Recognising the importance of diversity and inclusion, AWE has implemented a range of family-friendly policies designed to support their employees at various stages of their lives and careers. These initiatives are particularly beneficial for women in tech, who often face unique challenges in balancing work and family life.
Term-Time Working: Empowering Parents to Succeed
One of AWE’s standout flexible working options is the term-time-only working arrangement. This option is particularly valuable for working parents, as it allows them to align their work schedule with their children’s school terms. For example, Nicola, a senior engineer at AWE, has leveraged this flexibility to continue advancing her career while managing her family responsibilities. She notes that the ability to work during term time has enabled her to achieve a work-life balance that would have been difficult under a traditional 9-to-5 schedule.
This kind of flexibility not only supports employees like Nicola in their personal lives but also allows AWE to retain valuable talent, demonstrating that the company values its employees’ well-being and is willing to adapt to their needs.
The Nine-Day Fortnight: A Unique Approach to Work-Life Balance
AWE’s innovative nine-day fortnight is another example of their commitment to flexible working. This arrangement allows employees to work their full-time hours over nine days instead of ten, giving them every other Friday off. This extra day provides much-needed time to recharge, spend with family, or pursue personal interests.
Paul, a content and channels specialist at AWE, highlights the positive impact this has had on his mental health and overall well-being. He appreciates the company’s understanding that work-life balance is critical for long-term productivity and job satisfaction. The nine-day fortnight is a tangible example of how AWE is rethinking traditional work models to support its employees better.
Enhanced Parental Leave: Supporting New Parents
As well as flexible working hours, AWE has made significant strides in enhancing parental leave policies. The company offers improved occupational pay during maternity, adoption, and shared parental leave, providing financial stability during these crucial times. AWE has also introduced returners leave, which allows those returning from maternity or adoption leave the option to work fewer days with full pay for the first six months.
Tasha, an HR specialist currently on maternity leave, speaks highly of these benefits. She mentions that the extended paid leave has allowed her to spend more time with her newborn without the stress of financial pressure. Policies like this are essential in retaining female talent, especially in the tech sector, where the demands of the job can often conflict with family responsibilities, resulting in many women leaving the sector.
Conclusion: AWE Leading the Way in Flexible Working
AWE’s approach to flexible working is a great example of how tech companies can create more inclusive and supportive environments for women. By offering a variety of flexible work arrangements, from term-time working to a nine-day fortnight, AWE demonstrates a deep commitment to its employees’ well-being and career progression. These policies are not just about accommodating employees’ needs but are part of a broader strategy to foster a diverse and dynamic workforce that can drive innovation and success.
For women in tech, these flexible working options make AWE an employer of choice—one that understands the importance of balancing professional and personal life and is committed to helping its employees achieve both. If you’re looking for a career with a company that values flexibility and inclusivity, AWE is a prime example of an employer leading the way in family-friendly work practices.
For more information on AWE’s career opportunities and their commitment to flexible working, visit AWE Careers.
