To feel part time workers get a raw deal when it comes to progression

[shouldbesleepingnotscrolling]

I went part time after I had my first baby, my employer that I have been with for nearly 10 years wouldn't let me reduce my hours in the current role where I had a small team I managed, so I had to take the only position available in a different department, not managerial but same pay, pro rata'd.

I have since not had any opportunities to use previous transferable skills, promotions or go back to managing, job sharing will not be considered with other part time members. Even when I have been putting in extra hours and taking on additional work and responsibilities.

So I thought Id look outside the company, there are barely any part time roles available that aren't entry level, most are MW. Ive contacted local recruitment agencies and searched online.

My options seem to be stay in a job with no progression or recognition or take something on less pay at entry level with the hope there may be a chance to progress eventually.

My AIBU is to think there doesn't seem to be any decent opportunities for someone willing to work hard with good experience or am I just doing something wrong?

This is almost exactly my working pattern (except Tue/Fri short days) - I use full wraparound for 3 days and then WFH and do the school runs on 2 days. It's tiring but it works well - I do often answer my phone out of my hours, but there are one or two things that I am literally the only person in the business who can do them, as I have a very niche skill set for the role I'm in.

I established myself I my role then requested part time. I wonder if perhaps the difference is the sort of hours you want? It seems to work better in my organisation if you do 3 standard or slightly longer days, rather than 5 very short ones to work around school. Your OP said you were hoping to avoid using wraparound so maybe that's part of the issue?

I've found in my industry .8 is usually accepted without much fuss but anything below that and it's seen as you just want a job now and not a career - even if that's not true.

So in summary;
You can have some flexibility and a couple of early finishes (but need to start early/finish late at other times)
Or
You can do 0.8
Or
Compressed hours

And still be perceived as committed and as good as ft
But you can only probably do one of the above and need someone else picking up the slack on your "on" time.

@Goodskin46 I think you're about right. People accept "I don't work Mondays" or "I finish at 4 every day".

When folk start talking about "I'm not available after 3pm and I work alternate Wednesdays and a half day on a Friday" eyes glaze over and I'd personally start looking for another contact to liaise with.

It would probably work for a truly stand alone role, but anything that relies on collaboration or communication not so much. Equally it could work for a "task and finish" job like answering the phone in a call centre. But anything strategic or senior needs a more present presence.

@Schooldil3ma I think you've nailed it. Some PT hours at my firm are so inconsistent I have no idea when certain people are in as every day presents a different working pattern.

I work .8 and have just dropped a day but I'll happily log in if required for an important meeting or something on my NWD but I'll just take the time back with a longer lunch or something another day, in a way that doesn't impact the business and I hope that no one notices.

Wraparound care, flexible hours and making sure DH does his fair share of drop offs/pick ups.
It also helps that we can both wfh and I get quite a bit of flexibility during holidays.

This is why being more senior pre kids make ma it easier- more likely to be able to chuck money at the problem.
nanny/ au pair/ student who can do a few hours

I have a colleague who kept a full
time nanny/ housekeeper til the kids were teenagers.

if you are stuck with your wage not being higher than the cost of chlldcare- or you aren’t willing to invest in childcare then it is very hard.

Seeing childcare costs as an investment vs a cost is difficult I know. And that’s before the question of whether it is a household cost or a womens cost.

When mine were very little I had an hours commute. I left 7.30, got in 8.30, and DH managed drop off at the childminders.
I left at 5 on the dot and picked up at 6.
fridays I didn’t work, but would do the odd call
it was knackering and hard work and no I didn’t see the kids as much as I would have liked.

but career was important to me and it did pay off in that sense.

Also consider a nursery near work rather than near home.

I'd agree with this.

From a personal point of view: I would like to, and can afford to, go part time. But I don't. Why? Because if I go to 4 days a week I'll be doing a full time job for 80% of the pay. And if I go 3 days I week I'll be too inconvenient to promote.

I think a 9 day fortnight of compressed hours might be feasible.

After DC1 was born I went part time and did a senior-ish role as a jobshare. After DC2 was born, I used this experience to secure a job of my "own" at this grade, P/T within the same organisation. That baby is now nearly 11, I moved from 3-4 days a week when she started school, and am currently on a 12 month assignment on a higher grade. I'm applying for permanent jobs at this grade, and am now in a position to work full time if necessary - although I'd argue for a 9 day fortnight.

Interestingly at BP all staff used to work compressed hours to create a nine day fortnight (every other Friday off, 50% each week) - this ended around 2005 but it’s interesting to see what a huge company can manage

@CharlesIsQueensHorcrux I think this is part of the issue really - a large company, where everyone is on the same compressed contracted hours, can work; but I know from experience that on smaller contracts, if it's less than half the people doing compressed hours or flexible working, it can be less than ideal for the staff not working on that kind of contract.

For example at the moment my company offers something similar to this, but the take up is small, meaning it's usually 1 or 2 people on a team of 6 or 7 doing it; and for cover, working at three sites, that's actually really difficult to organise without penalising the other staff for not doing it.

I'm of the opinion it really needs to be across the board, or not at all, because logistically it's a headache, and for the other staff members it does mean they have to cover, including more office time, which isn't really fair.