Case Studies

My appointment to Malmesbury School was a direct result of the school's forward thinking approach to flexible working. At the time of my initial application, my son was about to start primary school so I was delighted to be able to negotiate a role where I could work four days a week, with an agreement that one two of these days, I would be timetabled in a way that meant that I could drop my son at school and collect him too. The flexibility of approach didn't end there as, recognising that I was stepping down from a middle leadership role in a different school, I was also offered a role that meant that I could continue to use my middle leadership expertise to work in two schools across The Athelstan Trust, supporting collaboration between the two faculties and ensuring school improvement. This recognition of my experience and opportunity to develop skills in working across schools enabled me, several years later, to apply for an Assistant Headteacher role at Malmesbury School and then, more recently, as one of the Trust lead Practitioners. In both these senior leadership roles, I have continued to have a part time contract with my hours in school spread over 5 days but with the continued flexibility to be at the primary gate several times a week.

Flexible working isn't always about childcare or even about a longer term lifestyle choice though. I will also be forever grateful for the compassion shown to me when my dad was in palliative care. At this time, torn between wanting to spend as much time as possible with my family but wanted to continue teaching when and where I could, I was offered the flexibility to create a short term, bespoke timetable that worked for me over an enormously difficult time.

Each time I have been supported to have a flexible working agreement, I have felt valued by the school and in turn, my loyalty to the organisation has grown too – and everyone wins from this relationship: students, colleagues, leadership, my own wellbeing and last but not least, my family too.