Why job sharing matters
One of the most exciting frontiers for women in today’s world of work is job sharing – the division of a full-time position into two part-time roles – offering women new pathways to leadership without compromising their personal lives As the pandemic reshaped how we work, it made job sharing an increasingly vital strategy for increasing women’s representation in leadership roles. Whether it’s a 50/50 split or a more flexible arrangement based on the two employees’ talents and strengths, job sharing opens doors for a broader talent pool.
What the research tells us
Various studies show the clear benefits of job sharing. The Harvard Business Review and Higginson Firm Strategists show that job sharing can fast-track women to senior roles and retain female talent. The Australian Policy Observatory demonstrates job sharing as a way for women to balance careers and caregiving. In 2023, the National Workplace Gender Equality Agency (WGEA) emphasised job sharing as vital for achieving gender equity and called for increased training and sharing of successful models to make it a lasting practice.
Under-utilisation of job sharing – let’s go for it!
Yet, despite its potential, it’s still under-utilised. The Capability Jane, ‘Job Share Project’, highlighted that while this model is perfect for women balancing caregiving or with disabilities and has the potential to revolutionise gender diversity in workplace senior and executive positions, many organisations have yet to embrace it fully.
To explore the topic further, NAWO hosted an event all about job sharing to spark conversations and showcase how job sharing can drive gender diversity in industries where women have been underrepresented for too long.
WA job sharing event: What our panellists had to say
We were thrilled to be joined by a stellar panel, including Vivan Wong and Kaye D. from Woodside Energy, Elizabeth Shaw from PWC and Vicky Wren, a Finance & Operations Leader and Motherhood Coach. Each was an advocate for job sharing. In particular, Vivan has lived and breathed job sharing in various roles for more than a decade and has since become a dedicated advocate for this work model.
Here’s what they had to say about making job sharing really work:
Job sharing is like a ‘work marriage’
Viv and Kay shared their secret to their success as viewing their collaboration as a ‘work marriage’, emphasising the need for open and honest communication, compatibility and cooperation. They also considered what would happen if this experiment didn’t work, looking at: ‘How would we divorce…. and make sure it was amicable?” The benefit of such an approach was very clear. By approaching the opportunity with excellent communication and strong organisation, and combining their diverse range of skills, leadership abilities and breadth and depth of experience, they have, in effect, created a dynamic and effective ‘super-candidate’ that is unlikely to exist in a single person.
Empowering a diverse workforce
If we want a diverse workforce in Australia, companies must embrace diverse work styles for job sharing to succeed. It’s time to shed the outdated nine-to-five mindset and encourage flexible arrangements that allow everyone, from mothers to older workers and people with disabilities, to participate fully in the workforce.
Supportive workplace culture
The panelists were all in agreement: it’s high time that we shake off old stigmas around different work styles! They stressed that a supportive, open-mined workplace culture is crucial. When leaders champion job sharing and other flexible models, it opens doors for talent to thrive and ensures women can pursue senior roles without compromise.
A win win for all
So, let’s get creative and think outside the box—making work more flexible and inclusive isn’t just a win for individuals, it’s a game-changer for everyone! More than that, it can become a superpower. Two people sharing one role brings a diverse range of skills, leadership abilities and breadth and depth of experience that is unlikely to exist in a single person, leading to more innovative and effective decision-making.
Check out more about NAWO’s approach to job sharing here:
NAWO case studies of job sharing in senior operations roles
If you’d like to delve deeper into case studies that discuss different types of models for job sharing and the pros and cons of the model, check out these resources:
