Why aren’t more media companies offering job sharing to get experience back in the door?

Great article, and an interesting solution to a problem seen time and time again in our industry

Good article Lucy, and also worth considering the barrier for men to job share. I’m sure men would welcome the opportunity as much as women. We need to see our kids too!

Thanks for raising these very good points Lucy – particularly regarding the issue surrounding high fill rates for entry roles but the gap for more senior roles.

We’re certainly an industry at cross purposes when women (exactly like me) who clearly have much passion and value to offer – and would love one of the experienced middle/senior level roles you highlight – can’t find a place due to a mis-match in the structured, often long hours required versus what can be offered due to family commitments.

For me – once I reached the life-stage where I wanted more flexibility, my choices were either to leave the industry, be underemployed or to create my own opportunities – therefore MediaScope. I still work long hours, am very dedicated and involved – but in my own unstructured way around the needs of my family.

As an industry we put effort into getting people in – but offering long term careers which support our ongoing life choices (and remember we’re now going to be working till we’re 70) seems to be another thing.  

Well done to Mamamia for the job share roles. Are there any other examples of media businesses offering similar flexibility? (and not the quite common 4 day/really 5 day roles) Be great to hear about some creative ways businesses are addressing this issue….

I couldn’t agree more. There is a huge inflexibility around roles and work and agencies are very much part of that. I think it is still a hangover from the old attitudes that think you lack commitment if you are not at your desk until midnight every night.
So…if there are any part time superstars out there looking to see how they might fit back into a superstar agency then please reach out me and let’s chat.
Denise – we’re already talking!!

Great article Lucy. Thanks for raising this topic. Job share is the first of many steps.

Well said Lucy

Great article Lucy! It is great to see someone putting it out there about an issue which is prevalent across the wide media industry.

I was lucky enough to have the opportunity to job-share a few years ago after returning from maternity leave after the birth of my first child. I work in television sales and whilst we weren’t sure at first how it would go, my job-share partner and I nailed it I have to say! We were spot on with communication and had a great hand-over system in place. We had lots of feedback from many clients that the set-up of our role was seamless. We did it for around 2 years and it was the best of my working life. I felt as though I could give my all when I was at work and then my all to my family when I was at home. Unfortunately my partner then moved onto another role and I now work 4 days – but do miss the previous set-up. It worked a treat!

In addition to Fran and Bel in sales, we actually have another job share in editorial. Our chief-of-staff role on Mamamia is shared between two journalists, Alissa Warren (ex 9 News) and Lucy Kippist (ex News Ltd).
Both are new mums and neither wanted to work full time.
We are lucky to have the combination of their joint experience and different strengths. If companies want the expertise of smart people who happen to have kids, flexibility and job sharing is the way to get it.

Very good points you raise Lucy and it’s very timely, as I would love to find all those talented people ie women and men who have left the communications industry now keen to return on a part time and job share basis to build a new talent pool to assist with the talent shortage. We will then see which agencies will lead the charge on this new way of working.

Having tried for a year for an interstate transfer (for family reasons) within one large media company (unsuccessfully) and eventually having to leave late last year, it’s a bit annoying and somewhat depressing to see vacancies now for roles I could have easily fulfilled.

Re: giving experienced people a chance? The reason is often as simple as FEAR.

It’s true that recent cuts (and the industry went though it back in the late 90’s as well, when a lot of ad agencies also cut senior, experienced staff). People now in management (i.e. employee recruitment) are going to be reluctant to employ someone who could do their job lest they DO end up doing their job.

[Consider me a case study. I was told – off the record of course – that that was why I wasn’t getting accepted for roles down the org chat when I sought an internal transfer – and i’m sure it’s true when recruiting from outside the organisation as well]

Completely agree Gezza that job sharing shouldn’t be limited to women.

Couldn’t agree more Lucy, Lets face it technology is our own worst enemy. Trading desks will soon escalate the problem as the IP moves into the software. Media is really an under 40’s business and whilst there are people over 40 still steering the direction of media, these roles become fewer as you hit the ceiling.
Media Pathways has a number of highly skilled Media candidates seeking roles both on a casual and permanent basis, however the market doesn’t have a need for more experience. It wants more semi/skilled ( traders) to do the labour intensive roles. Usually these are people under 30.
That’s not to say it doesn’t happen as we recently had a candidate working remotely from Parkes for an agency for the past 8 months. So it can work the agency’s just need to become more flexible.

The solution is to make the industry more male-friendly.

Workplaces with too many women turn toxic. They are often revolving doors.

We need to create more male-friendly workplaces. They help ease tensions and calm women down.

Industries like PR are filled with too many hyper competitive, extroverted, catty women. Businesses that succeed hire men.

Part of the solution is training the client and managing their expectations as its usually client facing roles that don’t withstand the realities of part time or job shared roles. And having a strong support team is vital so in the event the senior person is off the clock, the client still feels they are getting a good level of service.

WOW Scoop – more male friendly….toxic….really? You have to be joking. Speechless…..!

Words fail me, Scoop – “Businesses that succeed hire men”. As a female, I don’t even know where to start with that, but hopefully I never have to work with you.

Luce… One word…. AMEN!!!

Thanks for raising a great, and often overlooked topic Lucy.

It’s interesting to note that most comments are only referring to women taking on the role of job sharing. Whilst that in itself would escalate the industry from its current position, it certainly highlights that we still have a gender equality issue.

Imagine if two blokes opted in to job sharing whilst their wives continued to work full time…….

True Ricki – agencies are driven by client expectations so for job share to succeed there needs to be acceptance from client and a solid support team with relevant experience in place.

Job share is a win/win and I think you’ll find most agencies are supportive of the idea for the obvious reasons – it helps attract and retain good people – it’s just sometimes it is hard to ease a clients perception a job share account person isn’t fully committed to their business (in reality they in almost all instances are very committed)

The truth hurts.

Companies aren’t open to job sharing because it doesn’t work.

As Quentin Bryce once said: ‘You can have it all, but not all at the same time”.

@Media Pathways…I find it incredulous that you have convinced yourself the industry only needs semi-skilled people under 30. It appears in your eyes that experience no longer has any value and that by 40 people have reached their use-by date. If this is the case, what will happen to all of these people who are working so hard (under 30) to gain experience in the belief that it will provide them a solid future in the industry? Will they simply be cast aside when you are finished with them? Will the industry consist of nothing more than enthusiastic young lemmings running towards the edge of a cliff whilst more are being hired behind them? Does this result in a general dumbing down of the industry with an inability to offer very little to clients?

Scoop, I’m amazed you can actually work the internet from back there in 1952.

Such an important conversation to have. Good one Luce.

Great article Lucy.

@ experience has value. Far be it from me to give a leg up to a competitor – hallo Mike – but I think what @mediapathways was saying was not that he personally thinks it’s all about the under 30’s but that is what the industry itself seems to think. As a recruiter for the media sales industry, who has long since waved goodbye to his 30’s, never mind his under 30’s, I can assure you that nothing would please me (and I am sure Mike) more, than for media companies to start showing a greater inclination to hire people perceived to be “old”, for all of the reasons you rightly mention. Whether that will ever happen remains to be seen but I will try to stay hopeful.

Great article Lucy!
I was genuinely surprised when my agency agreed to part time conditions upon my return from maternity leave.Since returning to work, they have been amazing and so supportive. Hopefully one day this will be the rule and not the exception as its a shame to see so much talent lost to more “family friendly” industries.

I have to agree with Scoop’s comments about too many women in the one environment.

From my experience of many years, its essential to have a healthy mix of men and women. My preference is always to work with more men than women as men are typically less temperamental, less obsessive and more outcome focused. Women tend to bring their drama to work and forget they’re working in a business after all and you are employed to do your job. Leave the soap opera at the door please.

Just so everyone knows, this post from “Scoop” has nothing to do with Scoop Publishing or Scoop Magazine based in Western Australia. We completely disagree with the comments by “Scoop.’ We have been operating for 17 years in an environment that is often more than 80% female and it works fine. It all comes down to the individual.

Great article Lucy. I think job-sharing is a fabulous way for agencies and other industries to retain talent.
Being a parent (especially of toddlers) you learn to pick your battles and develop skills like tolerance, patience, negotiation – and you become a master mediator! Who has the time or energy to waste creating workplace dramas?

Well said Lucy. So good to read what all media mums are thinking.

Great read Lucy 🙂

I came across this great ad ops agency that comprises of former Australian ad ops superstars who wanted flexibility and career fulfillment after becoming parents – http://www.human-traffic.com.au/

Such a great business idea.