flexibility: what it means to non-office workers

In the three years since the pandemic, white-collar professionals have experienced a significant increase in job flexibility. However, their counterparts in blue and gray-collar positions have often been excluded from the work-from-home phenomenon. 

This can be attributed to the nature of their onsite jobs, inflexible work schedules, or the inability of employers to accommodate remote work arrangements.

Nevertheless, it is essential to recognize that non-office workers possess the same desire for job flexibility as their white-collar peers. 

Recent data from Randstad's Workmonitor Pulse Survey reveals that non-office workers deeply value and prioritize job flexibility, placing it nearly on par with their salary expectations. 

Furthermore, they believe that their employers have the potential to do more to meet this crucial need.

“The most appealing part of my job is the flexibility. For people who have kids, it works out well. People without kids in school also like the schedule because they can be done by two o’clock in the afternoon. We really have control of our schedules,” said Joe Marino, who works in the US as a merchandiser for a global food company.

As a non-office worker, Marino’s role is to stock his company’s products at retail stores. Because these customers operate long hours, he is able to perform his work anytime the business is open, which means his job can easily accommodate his lifestyle and family obligations, and not the other way around.

the universal appeal of job flexibility 

The appeal of job flexibility has been a significant factor attracting workers to his company, and our data reveals that many other non-office workers share this desire. 

For instance, among blue-collar workers who engage in high- and low-skill manual labour in sectors like agriculture, manufacturing, construction, or mining, a notable 42% consider flexibility to be as important as, if not more important than, their pay.

Moreover, gray-collar talent, comprising individuals in roles that combine elements of both blue and white-collar positions and involve customer service or face-to-face interactions outside of traditional office settings, express an even stronger desire for flexible working conditions. 

In fact, a remarkable 48% of gray-collar workers equate the importance of flexibility to their compensation expectations.
 

Randstad's Q2 Workmonitor Pulse Survey captured the sentiments of over 7,500 workers across the United States, Australia, the United Kingdom, Germany, and France. 

Our findings unveiled notable disparities in perspectives between white-collar workers and their non-office counterparts, while also highlighting some shared views. 

These insights provide valuable guidance for employers to address talent scarcity and enhance their attraction and retention strategies. 

As anticipated, blue and gray-collar talent expressed a higher level of dissatisfaction with workplace autonomy. However, across all job roles, a significant majority indicated their overall satisfaction with the level of flexibility offered by their current positions. 

For example, although slightly over 10% of non-office workers expressed dissatisfaction (compared to just 7% among white-collar peers), more than 70% of both categories reported contentment with their existing arrangements.

Nevertheless, a considerable percentage of non-office workers (over 30%) believe that their employers do not adequately accommodate their needs. 

Disturbingly, 39% of these workers resort to using sick days to manage personal responsibilities, and 30% have even left a job due to a lack of flexibility. 

Additionally, around half of gray and blue-collar talent perceive that office workers enjoy greater flexibility. 

Notably, our data substantiates this perception, as it reveals that while 52% of white-collar workers have experienced increased flexibility over the past three years, only 26% of gray-collar and 20% of blue-collar talent reported the same level of improvement.

Learn more : case study: flexibility is important to hire & retain all types of employees.

an opportunity to increase workplace equity 

The current trends of remote and hybrid work undeniably provide advantages to office professionals, but the perspective of many non-office workers highlights the need for greater job flexibility. 

Approximately 30% of blue and gray-collar talent express a desire for a four-day or reduced work week, split shifts, night shifts, or flexible weekend hours. In contrast, the majority of white-collar workers prioritize remote work options.

Meeting the needs of non-office workers who desire more flexibility doesn’t require drastic changes to workplace policies; rather employers should consider what’s behind this need for accommodating hours. 

In Marino’s case, his schedule enables him to tend to his two children’s school schedules and that of his family. Being able to choose when he fulfills orders also means he can attend doctor’s appointments, take a family car for repair or simply rest when he is tired without disrupting his work.

Across all worker types, a majority say they would spend more time with family if provided more job flexibility; this was highest among blue collar respondents (61%) followed by gray collar (54%) and white collar (54%). More than two in five people also say they would use the time to become more healthy or fit or get more rest. Around 30% say they would be able to care for children, parents or other family members.

To effectively address the desire for increased flexibility among workers, employers must gain a deep understanding of the underlying motivations behind this need and develop policies accordingly. 

Here are some measures that can help individuals better manage their personal demands:

1. Redefining work for non-office workers to include tasks that can be performed off-site and outside of regular business hours. By expanding the scope of job responsibilities, companies can provide the desired flexibility even in roles that traditionally lacked this benefit.
2. Offering enhanced support to help employees meet their personal obligations. Implementing on-site child care facilities or providing stipends for caregivers can alleviate the burden of balancing work and family responsibilities.
3. Providing meaningful employee assistance programs to reduce stress and boost energy levels. As 45% of non-office workers express a desire to prioritize their health with increased job flexibility, companies can offer tailored wellness programs or establish on-site fitness facilities. Such initiatives can contribute to a healthier and more productive workforce.

Job flexibility has emerged as a crucial frontier in the evolving landscape of work. In the updated social contract between employers and employees, organizations are expected to take a proactive role in safeguarding the well-being of their workforce. 

By effectively accommodating the need for flexible hours and work arrangements, employers can not only address talent scarcity challenges but also enhance retention, loyalty, and talent attraction, thus creating a win-win scenario for both employees and employers.

Are you seeking candidates who desire the flexibility your organization can provide while ensuring that it aligns with your limitations? If you operate within a sector that employs both blue-collar or gray-collar workers, we can assist you in finding specialized talent that meets your requirements. 

Get in touch with us today, as we likely have a pool of qualified individuals who are actively seeking opportunities with the desired flexibility you can offer.