Can schools do flexible work? A Conversation with Neil Renton & Julie Wellacott
Apr 1, 2025
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Neil Renton, headteacher at Harrogate Grammar School and author, joins HR Director Julie Wellacott to delve into flexible working in education. They discuss how giving teachers control over their hours and workload can enhance retention. Neil shares how his school has embraced 'part-timeness' for 50 educators. The duo also emphasizes the need for supportive school cultures and highlights 'reason-neutral' approaches to flexibility. Their insights illustrate that small changes can foster significant shifts in teacher well-being and job satisfaction.
Flexible working in schools extends beyond part-time hours to include location and scheduling flexibility, enhancing teacher engagement.
Creating a supportive culture for flexibility requires intentional strategies from leaders to foster open dialogue and understanding among staff.
Deep dives
The Transformation of Flexible Working in Education
Flexible working is redefining how teachers engage in their roles, offering them more control over when, how much, and where they work. This shift involves various dimensions of flexibility, including options for part-time work, remote planning, and altered schedules. Recent initiatives in the UK allow teachers to perform designated planning and assessment time off-site, which represents a significant cultural shift in educational institutions. The discussion emphasizes the need for a new mindset among school leaders to accommodate these changes, allowing for a supportive environment where staff can balance professional obligations with personal needs.
Diverse Demographics of Flexible Workers
The demographic landscape of teachers seeking flexible working arrangements includes young professionals, women returning to work after maternity leave, and older teachers nearing retirement. Research indicates that teachers often leave the profession after extensive training, particularly those in high-stress situations or those unable to adapt work-life balance. By offering various forms of flexibility, schools can retain valuable talent and experience, ultimately benefiting overall student outcomes. The implementation of flexible schedules requires careful planning, particularly in large, complex school environments, yet it remains imperative for improving teacher retention.
Reason Neutrality in Flexible Working Requests
Adopting a reason-neutral approach to flexible working requests allows schools to view the needs of individuals without biases about the legitimacy of their reasons. This perspective acknowledges that flexibility can improve staff engagement and retention, irrespective of the underlying reasons. Small adjustments, such as earlier finishes or later starts, can have a profound impact on a teacher's well-being and job satisfaction. This approach encourages open conversations between staff and leaders, fostering a culture of support and understanding within educational institutions.
Cultural Change and Practical Strategies for Implementation
Creating a supportive culture for flexible working necessitates intentional strategies alongside a gradual shift in mindset among leaders. Actions such as conducting stay interviews and assessing current approaches to flexible work can lay the groundwork for significant cultural changes. Engaging in open dialogue around staff needs increases the likelihood of implementing successful flexible working arrangements. Ultimately, building a culture of kindness and understanding improves teacher satisfaction and addresses pressing challenges in teacher recruitment and retention.
In this episode, I speak with Neil Renton, headteacher, and Julie Wellacott, HR professional, who are pioneering flexible working approaches in UK schools through their work as Flexible Working Ambassadors.
Episode Highlights:
What is flexible working? Giving teachers greater control over how much, when, and where they work
How Neil's school has transformed to employ 50 teachers with some form of "part-timeness"
The mindset shift required from school leaders to embrace flexibility
Why "reason-neutral" approaches prevent bias when considering flexible working requests
Simple starting points for leaders wanting to explore flexible working options
Research showing that one-fifth of teachers who leave the profession move to part-time roles outside education
How flexible arrangements like sabbaticals and phased retirement help retain experienced educators
Creating a school culture where staff feel comfortable requesting flexibility
Key Takeaways:
Flexible working isn't just about part-time hours - it encompasses location, scheduling, and workload
The cultural shift required is substantial but pays dividends in retention and teacher wellbeing
Small, incremental changes can make a significant difference to individual teachers
Start with an honest assessment of your school's current approach to flexibility
Both research evidence and individual stories can help persuade reluctant leaders
The International Curriculum Association:Learn more
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Shane Leaning, an organisational coach based in Shanghai, supports international schools globally. Passionate about empowering educators, he is currently co-authoring 'Change Starts Here.' Shane has extensive experience in the UK and Asia and is a recognised voice in international education leadership. Learn more at shaneleaning.com.