Flexible Working Practices for Women Working in Education

Flexible Working Practices for Women Working in Education

Schools with a truly flexible culture think collaboratively about how the team can get things done (Caroline Doherty, WomenEd)

Flexible working arrangements can increase gender-equal opportunities (GEI, 2019).

Below you will find what we have achieved to date, our plans for the future, ways you can get involved, case studies, and below that, more resources.



Our Goals

This year we are:

Supporting the school sector to increase flexible working practices

Retaining more women educators and leaders through flexible working

Influencing attitudes of school leaders to achieve systemic change


Our Achievements

So far we have:

Hosted presentations at our 2021 global unconference

Published a wide range of blogs on flexible working practices including being a flexible Senior Leader

Written a chapter in 10%Braver: Inspiring Women to Lead Education

Written about how to attract more women to senior leadership

Held a panel discussion at our global unconference 2020

Discussed flexible thinking, including financial benefits, in a National College of Education podcast

Contributed to Department for Education (England) Working Party on Flexible Working

Collaborated with @FlexTeachTalent to propose School Teachers Pay and Conditions (England) change so teachers with a responsibility allowance, and who work part time, receive full salary for the responsibility.


Case Studies

We have collaborated and curated 20+ short case studies on the benefits of flexible working for individuals, organisations, and students.


'At the end of my maternity leave I knew I wanted a new challenge and applied for a new role which was offered as full time originally.  I tweeted #WomenEd and immediately received moral support from women across the world! During my full day interview I asked for breastmilk pumping facilities and was surprised how supportive the Head was when I asked for flexible working.

I'm about to return from maternity leave on 0.8 FTE and all my childcare is already in place. The school were happy to agree to this from Jan-July 2022 with a view to go full time from Sep 2022 which is what I wanted. They also agreed to later starts (9am) Jan-July as I didn't want to disrupt my son's existing routine.

I felt relieved, and surprised when they agreed. The head really valued me and wanted to hire me and was willing to work with me to be flexible. It was really empowering. I was under the impression that most schools weren't flexible (especially on start times) but the head has children himself and understood childcare arrangements.

I'm now Head of Sixth Form!

Elizabeth Main @mainy83

Get Involved!

:You can get involved by

Sharing the benefits of flexible working by contacting admin for the (short) case study template

Negotiating for the working pattern you need

School leaders can foster a culture of healthy, realistic workloads


Other Resources

Please click on any line item below to find that resource

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