Working parents are all too familiar with the challenge of balancing professional duties with family responsibilities. The struggle to meet expectations at work often leaves them feeling overstretched, guilty, or as though they are falling short. Similarly, even when dedicating time to their families, work pressures frequently intrude, making it difficult to be fully present at home.
Why do we persist with the notion that employees should work as if they don’t have children and parent as if they don’t have jobs? This impossible expectation has become normalised, yet it clearly undermines productivity, well-being, and staff retention.
It’s time to rethink how we approach work.
After years of research, advocacy, and completing a PhD, Dr Ellen Joan Ford developed a framework aimed at transforming work environments to foster Belonging, Autonomy, and Purpose for employees. These three pillars are essential for creating workplaces where people can truly thrive.
- Belonging: Employees need to feel they can bring their whole, authentic selves to work and be genuinely valued and included.
- Autonomy: It is crucial to provide employees with control and flexibility over how, when, and where they complete their tasks.
- Purpose: It’s important for employees to understand that their work has meaning and that what they do matters.
Dr Ford’s research demonstrates that when these elements are prioritised, people excel in any work setting—whether it’s a corporate office, a school, or even a voluntary organisation.
So, how can HR professionals cultivate belonging, autonomy, and purpose within their organisations? The answer lies in the #WorkSchoolHours framework.
Introducing the #WorkSchoolHours Framework
The #WorkSchoolHours model advocates moving beyond the traditional 40-hour, 9-to-5 workweek towards greater flexibility and autonomy. This shift not only enhances work-life balance but also drives improved productivity and stronger business outcomes.
The framework is built on principles rather than prescriptive checklists:
- Address the Mismatch: Acknowledge and address the societal issue facing parents—the disconnect between adult work hours and children’s school schedules. Where possible, align work with school hours.
- Individualised Flexibility: Adopt a staff-centric approach that provides flexibility and autonomy, allowing employees to manage their personal responsibilities, whether that’s parenting, hobbies, or other pursuits.
- Focus on Outputs, Not Inputs: Shift the focus from the number of hours worked to the actual outcomes delivered by teams.
These principles serve as the foundation for a more flexible future of work. Whether you’re an employee, a parent returning to the workforce, or an employer, #WorkSchoolHours offers a pathway to a more sustainable working model.
The beauty of this framework is its adaptability across different industries, organisations, and teams. For instance, while flexible hours may not be feasible in every line of work—such as in hospitals or retail—the #WorkSchoolHours framework encourages us to explore what’s possible. Maybe there’s room for remote work, or perhaps a more efficient shift-swap system could be implemented.
A Call to Action for HR Professionals
#WorkSchoolHours is an invitation to rethink outdated notions of how and when work should be done. It’s about creating work environments that truly serve the needs of individuals, which in turn benefits the organisation as a whole.
To learn more about how to integrate the #WorkSchoolHours principles into your workplace, visit ellenjoanford.com. Let’s start the conversation about how we can design work that works—for everyone.
Dr Ellen Joan Ford is the author of #WorkSchoolHours – A Revolution for Parents, Workplaces and the World, and has won national leadership awards including the Sir Peter Blake Leadership Award 2024 and KiwiBank Person of the Year Local Hero Award 2023. She is a speaker and facilitator and would love to help more organisations to thrive.