We keep hearing that four is the new five in the finance space with companies seeking a new flexible-approach to full-time working but should we be paying more attention and follow in their footsteps?
A four-day week is thought to motivate employees, improve productivity and offer mobility for professionals who can’t make full-time work with their other responsibilities.
It also seems to be a mutually-beneficial arrangement too by helping companies attract a millennial market chasing a work life balance and offering a life-line to returning parents; but, while a four-day week enables a diverse and inclusive culture, the movement isn’t gaining momentum in many organisations.
This is depriving organisations of an entire talent pool made up of workers with a taste for adventure and returning mothers and fathers in need of that flexibility.
So often I find myself having the same conversation with professional men and women who despite possessing the charisma, skill-set, career history and culture-fit requirements, need an extra day to play with and with studies proving if anything, a four-day week can boost productivity, I don’t quite understand why organisations are turning them away.
We speak so frequently about diversity across the genders, races, generations, hierarchies and so on, but what we aren’t talking about enough is diversifying our talent pool with full and part-time employees who could make a world of difference.
I’d like to hear from you – are you a part-time professional seeking a flexible new role or are you a hiring manager looking to broaden and diversify your talent pool? If so, please do join the conversation. Should we be taking four-day working weeks seriously? 
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