Why do schoolchildren have such long summer holidays? It’s a fair question – one that has no doubt been repeated aloud, perhaps with a weary sigh of frustration, in the lead-up to September 1, which signalled a return of the uniforms, the lunchboxes and the inescapable school run.
You have to look back through the annals of history, all the way back to the 1840s, when United States educational reformer Horace Mann first proposed a longer school break to offer respite for both teachers and students, arguing that the stifling summer heat was not conducive to learning.
The idea caught on, of course, and remains the norm across much of the western world, with the likes of Italy and Spain setting aside up to 13 weeks for summer holidays. Time allocated for rest and recuperation.
And while there may be some truth to the agricultural theory, which views the break as a relic of the rural past when children spent summer helping in the fields, the modern-day school holiday remains something of a mixed blessing for working parents.
Eight weeks of juggling summer schemes, day camps and daily childcare can take its toll, especially when piled on top of an already demanding career. Through that lens, the school summer holidays verge on the outright disruptive.
Which is why it’s so vital for employers to provide wraparound support for parents to help ease the pressure and ultimately prevent some of our most talented people from leaving the workforce altogether. The stark fact is 87% of UK women leave full time work within three years of having a child. We must do more as a society to stifle this drain in talent, which has the knock-on effect of limiting the number of women in leadership roles and, in turn, their potential impact on the local economy.
Through a flexible working arrangement, employers can help tackle some of the time constraints and pressures parents face, whether that takes the form of 3 p.m. finish or working from home so time normally spent commuting can instead be used for nursery or childcare pick-ups. A flexible arrangement doesn’t have to be limited to part-time hours, either; it can involve flexi-time, staggered start and finish times, term time, job share, compressed or reduced hours.
Through our Timely Careers service, The WiB Group is connecting women with the tools, the resources and ultimately the jobs that put flexibility first, enabling this talent pool to actively contribute to building a more inclusive economy all year round.
For working parents, spending summer overstretched shouldn’t be passed off and accepted as the norm. The school summer holiday ought to be a chance to reconnect with family, reassured by an employer fighting your corner when it comes to striking a more realistic balance between life and work.
And finally, ‘well done’ to all the parents who became ‘jugglers’ this summer. You can at least put one of the balls down now until next year!
- Roseann Kelly is chief executive of the WiB Group
