1. Set clear boundaries. If you can only work 9-4 then say that and stick to it. Employers are less inclined to pressure you for additional hours if you yourself stick to them. Leave right on the dot of your agreed departure time.

2. Be part of the solution not a problem. If you want to job-share try and partner with someone else to share the role and present yourselves to the potential employer as the perfect solution to their employment needs. YOU need to demonstrate how the two of you can make it work.

3. Allow yourself time to settle into a new role when returning to work as a working mum. Chances are you will be emotionally drained from the experience so go easy on yourself. Accept  that it may take you a little longer to find your groove than it did before you had kids and started the juggle.

4. Be enthusiastic about the opportunity to be back in the workforce. Your positivity can only assist you with settling in with your new colleagues.

5. Treat yourself to a great coffee on your way to work – you deserve it.

This month’s sector focus is on the Manufacturing Industry. Times are tough out there so we thought we’d offer some guidance for those of you who may have recently found yourself out of work in a sector that is in decline.

I’m sure you’re aware of the huge job cuts that the manufacturing industry has been facing in recent times.  Just last month Toyota announced they were making 350 people redundant and there are undoubtedly more job cuts to come throughout the industry. Many organisations are tightening their belts and shedding staff.  Even Qantas is set to lay off up to 500 people today in its maintenance division.

So, you’ve been retrenched from your role…what now? For those in the manufacturing industry in Australia the chances of getting another job in manufacturing are not great.  It is simply too hard to compete with Asian manufacturers, particularly when the Australian dollar is so high.  While it may seem at the time that you are directionless and in a bit of trouble, there are a number of options you have, and many people and places you can turn to for assistance and guidance.

Here are some of my tips for how to explore these options.

1. Speak with the HR manager of the company that you’ve been made redundant from.

They are generally highly skilled in the area of redundancy and will offer you valuable recommendations and tips.  You might even be offered a group outplacement session through your former employer.  While a lot of people feel disenchanted with the company and don’t go to these sessions, you should, they offer excellent information about the steps ahead.

2 . Go to your local Centrelink or have a look at their website.

If money is an issue now that you’re temporarily unemployed, they offer a number of financial services that can help you get by until you find employment again.  On top of this, they can  offer career advice and good industry links to help you get back into the workforce.

3. Upskill yourself.

Investigate your options in regard to University, TAFE and the CAE  to learn new skills that will make you more employable.  Companies want their staff to be as productive as possible, so if you have skills that make you more productive than the next person you’ll be in a better position to secure a new role.

4.  Update your CV.

Chances are you haven’t had to prepare a CV in a while .  If you’ve never done this before, or just need a few refresher tips, there are some valuable online CV guides.  Here are two that I particularly like.

http://career-advice.careerone.com.au/resume-cover-letter/resume-writing/resume-writing-the-basics/article.aspx

http://www.seek.com.au/jobs-resources/get-your-dream-job/resume-guide

Whatever you do, be proactive about your career.  While it may not seem immediately obvious, you have been given an opportunity to take a break and reassess your career goals.  Take a minute to figure out exactly what you want to do, and set out a plan to achieve these goals.

Overseeing large projects is nothing new for a mother. Sometimes they are of the craft variety and involve a lot of glue. But for Rachel Watson her day involves overseeing the the finer, legal details of large renewable energy projects in her role as Executive Manager – Legal at Pacific Hydro. She’s had her share of craft projects too but as her sons are now 12 and 14, I think she can safely put the glue stick away. We chat to Rachel about her views on being a Working Mother.

What’s the one thing you wish your organisation/industry offered working mothers?

Pacific Hydro is great at providing tangible assistance (paid maternity leave, flexible working options, ability to purchase extra leave, gadgets that enable working from home, etc). The intangibles are harder within the marketplace in general and require commitment from the whole business, especially around the perception that providing working mothers with flexibility is singling them out for special treatment which is not available to others.

What’s the single most frustrating thing about being a working mother?

The guilt!

What changes have occurred in your workplace/industry (current or previous) to accommodate working mothers?

Thankfully, a lot has changed in the marketplace since I started working. In addition to the practical changes, which have allowed working mothers more flexibility, the biggest change (which is not universal) is that being a working mother does not necessarily put your career on hold.

If you could design your ideal role, what would it consist of?

I have worked part-time for the last 14 years. Having that ability to be able to commit to activities for my boys on my non-working days, as well as time to take a breath, has been the most important thing for me.

Organisations needed to help make change happen

(May 2012) – Recruitment shortlister, nexthire, says working mothers should wear that term as a badge of honour, even going so far as to include it on their CV. Working mothers regularly put in 12 to 14 hour days with little reward. To celebrate their commitment and achievements, and to highlight the inequalities that still exist in the workforce, nexthire has declared Monday May 14 to be Working Mother’s Day.

On Monday 14 May – the day after traditional Mother’s Day – nexthire encourages employers to examine the contributions made by working mothers in their organisations, to review their ‘family-friendly’ workplace policies and to become a part of a movement towards creating a new workplace culture that rewards performance and productivity above simply being present in the office for long hours.

As the traditional Mother’s Day approaches, many young women believe that their mothers blazed a trail, created equal opportunities for women and showed that you can have it all – kids, career and a fulfilling personal life. And these young women would be right, but only up to a point, according to nexthire CEO Jason Snell.

“Employers may be missing out on a large group of extremely productive and valuable workers by emphasising the importance of long hours in the actual office,” said Jason.

“Mothers should be highly sought after employees because they are great at multi-tasking, meeting impossible deadlines, resolving conflict and managing people. They can delegate and are usually highly organised. What’s more, they tend to work harder when they’re at work because they have other responsibilities when they get home. This makes them more productive and, arguably, more attractive as employees,” he said.

So why is it that many organisations are still so inflexible with their employment of working mothers and accommodating their needs? Women represent 50 per cent of the workforce with an estimated two thirds of them being mothers.

Jason believes organisations need to start addressing the issue head-on and stop losing out on the talent and expertise that mothers have to offer the workplace.

“Most workplaces talk the talk, using phrases like ‘work/life balance’ and ‘family-friendly policies’, but what that really means in practice is that they provide a laptop and a smartphone so employees can remain tethered to the office at all times,” he said. “Despite anecdotal evidence that workers who are given more flexibility repay their employers with increased productivity and loyalty, women – usually mothers – looking for flexible workplace conditions rarely rise to the top.”

The answer isn’t simple, but small changes can make a difference, according to Jason.

”We need men and women alike to not only thank their mothers on Mother’s Day, but to pick up the baton and run with it, demanding a change in workplace culture so that all workers, regardless of gender or parental status, can be rewarded for the merit of their work rather than the quantity of their hours in the office.”

About nexthire

nexthire, formerly known as final5, uses the latest in recruitment technology and techniques to deliver quality, screened shortlists within 10 days for a flat fee. It does not charge placement fees. nexthire delivers targeted and well executed advertising campaigns to attract the right candidates, specialised candidate briefing to meet your brief, and a qualified shortlist of candidates ready for interview.

About Jason Snell

Jason has been at nexthire since it was founded as final5 in 2004.  At the helm for most of the company’s eight-year history, Jason has seen nexthire go from strength to strength as the leader in recruitment shortlisting.

With a BComm (International Business & Marketing) from Deakin University, Jason firmly believes that there is a better way to recruit excellent candidates without devoting endless hours in-house to the process or paying high placement fees. By challenging the way businesses approach recruitment, Jason is demonstrating that there is a better way to recruit.

Jason and his partner Emma work fulltime and manage their two children between them.

(ends)

For media information contact:

Kate Lewin
Media Relations – nexthire
klewin@nexthire.com.au
0407 880 308
www.nexthire.com.au

As Mother’s Day approaches, many young women believe that their mothers blazed a trail, created equal opportunities for women and showed that you can have it all – kids, career and a fulfilling personal life. And these young women would be right, but only up to a point.

Most workplaces talk the talk, using phrases like ‘work/life balance’ and ‘family-friendly policies’, but what that really means in practice is that they provide a laptop and a smartphone so employees can remain tethered to the office at all times.  Despite anecdotal evidence that workers who are given more flexibility repay their employers with increased productivity and loyalty, women – usually mothers – looking for flexible workplace conditions rarely rise to the top.

In my opinion employers are missing out on a large group of extremely productive and valuable workers by focusing too much on the importance of long hours in the actual office, with too little flexibility being offered to staff who have extra commitments ( ie Kids) that require more freedom in their jobs.

There are however examples of working mothers who have clawed their way to the top.

Recently some of the nexthire team went along to a Women in Business Breakfast put on by Vecci.  The keynote speaker was  Ita Buttrose. The amazing Ita rose to the top of the highest selling magazine per capita in the world all the while looking after two children as a single mother.  She notes in an interview that working mothers should certainly not be tied to the job.

“Who said we have to work 24/7? Companies have downsized and workers are expected to do two or three jobs. Now? We are overloaded. If the office culture suggests you are not a good worker if you don’t do those long hours, then that’s bad management.  Good management lets your staff have personal lives.”

This kind of thinking is exactly what I’m talking about when it comes to employing mothers.  More often than not they’re fantastic workers, are incredibly loyal, and will always get the job done.  By offering flexibility to your staff and not being afraid to hire them, you’ll get some great people and your business will undoubtedly benefit in the long run.

Things need to change, and we all need to help make it happen.

We need more senior executives walking the talk by encouraging and modelling genuinely-family friendly policies.

And we need men and women alike to not only thank their mothers on Mother’s Day, but to pick up the baton and run with it, demanding a change in workplace culture so that all workers, regardless of gender or parental status, can be rewarded for the merit of their work rather than the quantity of their hours in the office.

Here at nexthire we have numerous working mothers on staff. Their hours are tailored to meet the needs of their role and flexible enough to accommodate their other job – as Mum.

Jason Snell.

Margie Warrell – Author “Find your Courage – 12 Acts for Becoming Fearless at Work and in Life”.

Recently returned to Australia after a decade making her mark in the USA, Margie Warrell is a Forbes Columnist, bestselling author, media contributor (Today Show, Fox News, CNN), leadership expert AND mother of four. We chat to Margie about being a Working Mother.

What’s the one thing you wish your organisation/industry offered working mothers?

Being self employed provides me with a flexibility that just isn’t always possible when you are part of a larger organisation. The downside of being self employed is that you miss out on being part of a ‘team’ and the connection that comes from working alongside others. There’s also no “Help Desk!”

What’s the single most frustrating thing about being a working mother?

Keeping all the balls airborne and when one drops, forgiving myself for not having been better organised. One of the most important lessons I’ve learned is to accept that when you choose to juggle career and family, balls will inevitably drop, that most the time my kids they really don’t matter in the bigger picture, and that they usually provide my kids with valuable opportunities to build resourcefulness and resilience. I’ve also found it frustrating at times not to have things be as perfect as I would like them but that most the time, “good enough is good enough.” So what, if my kids shirts have never seen an iron?

What changes have occurred in your workplace/industry (current or previous) to accommodate working mothers?

Again, being self-employed has meant that I haven’t faced some of the same challenges of those working in more structured work environments. Certainly there are more resources available today to help mums in building their own businesses that provide them with the flexibility they want and need should they decide to go that route.

If you could design your ideal role, what would it consist of?

I’m doing exactly what I want to do and what gives me an enormous sense of fulfillment. If anything, I just sometimes I wish I had a “wife” to help manage more on the homefront. Then again, I’m guessing most working mothers wish they had a double for that same reason. Sometimes there just isn’t enough of “us” to do everything we really want to do to the standard or extent we’d like to do it – in our work, for our kids, our partner, our friends etc. So we have to learn how to focus in on our core values and priorities and accept that we simply can’t be all things to all, particularly when our kids are young and the demands on our time and energy run most high.

Find out more about Margie at www.MargieWarrell.com

With two small children, and the job as Head of Commercial, Netball Australia, Marne Fechner knows what it’s like to keep many balls in the air.

Here’s her thoughts on being a Working Mother.

What’s the one thing you wish your organisation/industry offered working mothers?

I count myself fortunate that Netball Australia provides me with the flexibility to fulfil both my career and motherhood aspirations.

To be honest I can’t recall any request / proposal I’ve put forward being knocked back – additional leave, modified hours to enable school drop offs and pick-ups, working from home, the technology that supports working from home, and welcoming the kids into the office from time to time.  It all helps me juggle the diverse demands on my time.

Every mother’s needs / aspirations are different so my one ‘wish’ is for every organisation to provide the flexibility and support that enable women to contribute.

I’m also fortunate to be supported by my family and friends, but think that beyond organisation and industry, the issue of finding and funding the best childcare option for your children is a significant and challenging issue.

What’s the single most frustrating thing about being a working mother?

Lack of time and the constant juggling.  This is however a choice!

What changes have occurred in your workplace/industry (current or previous) to accommodate working mothers?

Under Kate Palmer’s leadership (CEO Netball Australia), I think our organisation has always fostered a flexible environment.  I think one of the most valuable attributes is a commitment to evolving that flexibility, so that it truly meets our individual needs.

If you could design your ideal role, what would it consist of?

The ideal role needs to align with each individual’s aspiration – although this isn’t always possible or practical, so it’s a bit of give and take.  Fundamentally for me paid maternity leave, flexi hours, in home child care and access to all levels of management, so a career pathway is manageable.

Conceived by two mums, Bockers & Pony is the perfect environment for working mothers as the hours fit in well with the school bell.

As Leonie (Pony) was putting the finishing touches on her Mother’s Day hampers, I chatted to her about being a Working Mother.

What’s the one thing you wish your organisation/industry offered working mothers?

The work associated with the online hamper industry is seasonal. The key focus for Bockers & Pony is Corporate Christmas Hampers. Most of the activity requires an increase in staffing levels in the last 2-3 months of the year. We are constantly working hard throughout the year to try and build the non-seasonal elements of our business. Achieving this would really help working mothers. It would enable a more consistent flow of work for our key casual staff (some are mothers) and would enable us to have more staff fully trained and ready to roll for the business end of the year.

What’s the single most frustrating thing about being a working mother?

I know it’s cliché…My life is a ‘juggle-fest’. I am going on record to say that I am not really great at getting the balance right. I try to make sure that my children’s lives are well balanced and that they are raised in a happy, albeit sometimes a little crazy, family home. I find myself juggling and multi-tasking constantly. I try to give my kids the benefit of my sensational company and conversation from school pick time to their bedtime, but this is littered with running a not for profit ‘mums taxi service’ and general tasks associated with being a domestic goddess. This is not as much a ‘frustration’ for me personally, but a logistical challenge every day. I want to make sure that I am there for my kids to bounce them to do their homework, perform those mandatory hygienic tasks and keep them on the right track. So, this means that I find myself working after they go to bed.. pretty often..

What changes have occurred in your workplace/industry (current or previous) to accommodate working mothers?

We always accommodate working mothers that want to work ‘school hours’, or want to work only a few days a week. It’s easy to accommodate and it makes sense.

If you could design your ideal role, what would it consist of?

Let’s start by saying that it is easier to design beautiful gifts, than to design the ‘ideal role’. I am very lucky that I have been able to start a business and give myself the ability to be flexible with my work hours. I have purposely set up a warehouse that is minutes away from my kid’s schools and the children can easily catch public transport as required. Flexible hours are probably the big ticket item for me. I love that I get to see those important assembly performances and get the post school conversation. Saying all of this, In the last 2 months of the year, this has the potential to get quite ugly. This seems easier with practise and now the kids have become quite resilient and independent in many ways.

To find out more about Leonie and for some great Mother’s day gift ideas go to www.bockersandpony.com

Rebecca Thompson has been in the rag trade for over 16 years. During that time she has seen mothers come in and out of roles. Now, as the head of her own label and fashion house, she has fashioned herself the perfect role of designer and mum to 18 month old Tom. In between working on her latest range we grab two minutes with Rebecca to find out her thoughts on being a Working Mother.

What’s the one thing you wish your organisation/industry offered working mothers?

I wish self employed mothers got a paid maternity leave from the government and human cloning was acceptable. (I’d love a double of me)

What’s the single most frustrating thing about being a working mother?

Trying to find the perfect balance.  It’s a very difficult task to want to be a hands on mother, still be passionately involved with running a 12 year old business and having a life. I struggle at trying to keep all 3 areas balanced but it’s my goal every day.

What changes have occurred in your work place/industry (current or previous) to accommodate working mothers?

Not so much changes for me but my staff have had to get use to a baby around the office. Fortunately I was the last of the RT team to have a baby so everyone I work with are very understanding and often are happy to be sales agents/production managers come au pair.

If you could design your ideal role, what would it consist of?

Due to my position, director/designer of womenswear label Rebecca Thompson I have created the perfect role and work space.  Being a working mother has taught me empathy for other mothers. It’s a hard role and hopefully we’ll be able to give the next RT staff member who announces their pregnancy a supportive working environment before and after the baby.

To find out more about Rebecca Thompson go to www.rebeccathompson.com.au/story

In a male dominated industry, it’s great to see a highly capable and genuinely fabulous women kicking goals. Sandra Thomas – AFL Ground Operations Manager is the mother of twin daughters (now at Uni but still living at home!!!) .In between her daily tasks at AFL Headquarters, we ask Sandra about being a working mother.

What’s the one thing you wish your organisation/industry offered working mothers? Firstly, genuine and honest support and understanding and then the practical issue of in house child care.

What’s the single most frustrating thing about being a working mother? Lack of time

What changes have occurred in your workplace/industry (current or previous) to accommodate working mothers? Maternity leave was a huge step forward, paid maternity leave for all is the next aim.

If you could design your ideal role, what would it consist of? For me, job sharing is the best option.

Learn more about Sandra here