Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More

Silver lining: is now the opportunity to change the standing of part-time work?

We know that the 'miracle' of the UK labour market reflects trends that most of us are not happy with: people are working for lower wages and in greater insecurity.   On top of this, they are working fewer hours, so incomes are dropping, and people's uncertainty about their employment depresses their wellbeing. The table below, from Craig Holmes' contribution to a most interesting set of papers from the Policy Network,  shows that 'self-employment' has grown considerably faster for men than women, and we know that this often disguises un- or under-employment.  We also know that underemployment generally is growing, where women and men want to longer hours but can't…
Read More

Confusion over ‘part-timers’

I half-listened to an episode of Money Box yesterday, on part-timers.  What a total guddle.  Even if I had given it my full attention as the very experienced and articulate panel explained points of tax and benefit to people who work in all kinds of untidy formats - several contracts with the same employer, repeated contracts, zero hours etc - I would have been a long long way from grasping how the system works. The relief and gratitude from some of those who had phoned and got answers to their specific problems were palpable.  They had clearly experienced frustration  in the face of an overwhelmingly complex set of 'rules'.  Just one…
Read More

Critical paths

The recent IPPR report, A Critical Path, is a level-headed and coolly-argued analysis of the options for the future of higher education in England.  It combines a coherent set of criteria for deciding where we should be going, a realistic acceptance of financial constraints and a set of rigorously worked through scenarios.  As a result, it's an excellent basis for constructive debate. I'm going to focus on one particular aspect (part-timers), but before  that I'd like simply to highlight a selection of the report's telling points.  It restates (albeit briefly) the case for universities to have civic and local responsibilities.  It brings into the argument the large amounts of tax relief (upwards…
Read More

Discrimination against part-timers: a slightly unfair example

"The flexibility of Britain's labour market makes stagnation slightly more tolerable in the short-term than in countries where rigid labour markets have contributed to high unemployment. Yet there is a price to pay, as many jobs are part-time or temporary; when you take account of inflation, wages overall are declining." Thus Pier Carlo Padoan, chief economist of OECD, writing in this month's Prospect magazine. Nothing remarkable there, you might say. Padoan goes on: "If economic weakness lingers, there is a risk of further polarisation between full-time employees and those in part-time, insecure, often low-paid work." Again, the statement is in one sense unremarkable - except for the important warning from…
Read More

part-time pathways

The PP got its first publicity splash yesterday with a 2-page feature in London's Evening  Standard ! In a previous blog I referred at some length to the excellent OECD report Closing the Gender Gap.  I quoted one figure which I said I found hard to believe - that only 3% of part-time women workers went on to work full-time.  I checked with the OECD and they very promptly and helpfully gave me the reference source.  It turns out that the 3% refers specifically to women who use part-time employment as a stepping stone to full-time having started outside employment altogether.   The broader figure for progressing from part-time to full-time is 14% , and I…
Read More

‘Part-time’ working again, and inequality

Two strong further prompts that rethinking how we use 'part-time' is an urgent and important task.  I visited Emma Stewart, co-founder of WomenLikeUs, and she told me about their work in developing a better match between supply and demand in higher quality part-time jobs.  Only a tiny proportion of job vacancies - around 3% - are available on a part-time basis and at a salary level over £20K.  This contrasts with the 55% that are available full-time at this level.  So for every 'good' part-time position, there are 18 full-time positions.  This fits  very poorly with the large numbers of people - mostly women - who are well qualified and capable…
Read More

Going for it: the psychology of job application

I took part yesterday in a good event organised jointly by the Chartered Management Institute and Women in Management, under the joint leadership of Ann Francke and Sandra Pollock.   Ann interviewed Cherie Blair.  Cherie referred to studies which show that if a woman thinks she can do only 90% of a job she tends not to go for it, whereas a man who thinks he can do 60% will not hesitate.  I don't know of any research on this, but  from anecdotal conversations (for instance with recruitment agencies) had formulated something very similar, as part of the third PP factor: psychology/self-confidence.  My rule-of-thumb is that if men think they can do 70% of…
Read More