The pandemic normalised flexible working as an acceptable means of companies operating. But this wasn’t an overnight boardroom brainwave. It was the next chapter in a much-storied battle that working women (largely mothers and those with caring responsibilities) have patiently waged for years. The battle for truly flexible working that is inclusive, fair and productive.

With a 58% female workforce at Southpaw, we have our fair share of strong, intelligent female voices to speak out. But when it comes to flexible working, our prevailing attitude is that it shouldn’t just be working mothers negotiating. It’s an issue of inclusivity for everyone that transcends gender, age, interests and responsibilities. If we all embrace it, we all benefit from it.

There’s an historic irony to flexible working policies. Take the inflexible framework of five days in the office, 9am-5pm, adjust start and finish times to suit nursery pick-up, and hey presto. Flexible working box ticked.

Here at Southpaw this isn’t how we approach it. In the words of Claire, our Deputy Managing Director, “It’s person first, not framework first”.

What that means in practice is a cross section of 40-strong staff, motivated to adopt different working patterns, with different start and end times and different working days, that function well for themselves and the agency.

The reasons are as wide-ranging as the skills of the people doing it. From side gigs and volunteering by one of our designers, to multiple working mums and dads (of the human and four-legged variety), to those seeking better balance and wellbeing. The rainbow of reasons is vast, personal and most importantly, endorsed from the top down.

Dad of two and producer Pete, has moved from spending five days to three in the office with two days working from home. He’s there for the school run and he explains there is genuine flexibility offered at Southpaw. “The real flexibility is the ability to change your days in the office to suit home life. My children feel like they see more of me, and I get quiet time to focus on complex projects from the comfort of home.”

Similarly, project manager Jenny found that traditional working hours left her in a rut and searching for renewed energy in her work/life balance. It led to some tough conversations at home, especially with the adoption of a dog.

With the support of the Agency, Jenny has adapted her working hours to a hybrid of office and at home working, spreading a 30-hour week across five days. It’s seen her work/life balance improve and leave more time for loved ones.  “What do I do with my free time? Loads! I often meet up with friends for a dog walk and catch up – mind and body benefitting. My parents are getting quite elderly, so every other week I use one of the afternoons to pop in and visit them for a bit more quality one-to-one time than weekend drop-ins allow.”

We have confidence in the power of an individual’s autonomy, and it’s rewarded with the same commitment to our clients, and each other, that our culture has always been defined by. And we’re proud to have this recently recognised by the WACL Flexible First mark.

Ultimately, as employers, we recognise that work isn’t the only thing going on in people’s lives. On the list of things that fulfil us, a productive day’s work has to fight for the top spot among so many other passions and commitments.  Family, friends, hobbies, volunteering, side hustles, gaming, reading, meditating, cooking, exercising, travelling, exploring and sometimes, just some quiet time - all important things that make up the human experience. 

There used to be a saying that prevailed in many offices: ‘Leave your personal baggage at the door’. We think it’s an outmoded and negative phrase. If we asked our staff to leave their baggage at the door, we would be denying the brilliant qualities and insights they bring from their personal lives into the work we do and the supportive, fun and productive culture we work hard to sustain.

Now that’s one framework we won’t be adopting.