Flexible work crucial for working parents in Singapore to thrive

In an era where work-life balance is increasingly valued, the importance of work arrangements has never been more evident, especially for working parents. Scott Harrison, Founder of Culture Catalyst, emphasised the urgency of this need in light of recent findings from the Global Working Parents Report by Remote.

“Recent findings have uncovered something important. They have shown the critical need for flexible work for parents in Singapore. A staggering 87.3% of parents consider job changes due to inflexibility. HR departments must act fast to address this pressing need,” he told HRM Asia.

The report, which surveyed 1,000 working parents in Singapore, highlighted the profound impact of flexible work arrangements on family planning and work-life balance. With Singapore facing historically low birth rates, 89.7% of respondents indicated that flexible working arrangements would increase their likelihood of having more children. This statistic underscored the significant role employers play in influencing family planning decisions.

Harrison continued, “HR teams should start by conducting thorough needs assessments. Surveying employees is key, especially for working parents. It can provide invaluable insights into their specific flexibility needs. A data-driven approach can tailor policies to actual needs and avoid assumptions.”

Flexible work options such as flexitime, compressed workweeks, and job sharing are critical. Harrison noted that offering a variety of options increases the likelihood of meeting employees’ diverse needs. The survey also revealed that 81% of working parents find flexible, remote, and hybrid work arrangements most helpful for balancing career and parental responsibilities.

“Investing in robust technology infrastructure is essential,” he stressed. “Smooth remote work, collaborative tools, and secure systems are key. They are the backbone of successful flexible work programmes, and without them, good policies can fail.”

A notable challenge identified in the report is the implementation of flexible work policies. While 56.4% of respondents said their employers accepted their flexible working arrangement requests, 82.1% felt they were offered “fake flexibility”, highlighting a disconnect between policy and practice.

Harrison underscored the importance of bridging this gap through cultural change within organisations. He said, “Making policies is only half the battle. Employers must focus on cultural change to truly bridge the gap between policy and practice. Leadership must embrace flexible work options, setting a solid example for the entire organisation.”

He also advocates for manager training in flexible work environments. “In flexible work environments, a shift to outcome-based performance evaluations is needed. Managers need guidance on leading and effectively assessing remote or flexible team members.”

READ MORE: Time to adapt: Singapore businesses gear up for flexible work guidelines

To foster a culture of flexibility, Harrison suggested targeted communication campaigns showcasing success stories of employees thriving with flexible arrangements. “These stories combat stigma and encourage wider adoption of flexible policies,” he added.

Furthermore, he recommended the creation of a “flexibility champions” network across departments, and explained, “Creating a ‘flexible champions’ network across departments can provide peer support and practical guidance. It will also make flexible work more common at the organisation.” These champions can share their experience and help others navigate the shift to more flexible work.

Finally, Harrison emphasised the need for continuous review and refinement of flexible work policies. “Reviews are based on data on use and employee feedback. This iterative approach allows the continual refining of flexible work programmes, ensuring they stay relevant and effective,” he concluded.