Balancing work and life has never been easy, and traditional workplace structures often make it harder. As Lucy Bradlow, Australia-first job sharing federal political candidate and strategic communications expert, shared during a recent webinar:
“Workplaces haven’t kept up with the way our lives are changing. We’re constantly available, both in work and in our personal lives.”
Job sharing offers a way to adapt. It helps individuals balance their responsibilities while making workplaces more inclusive and productive.
What is Job Sharing?
Job sharing allows two people to share the responsibilities of one full-time role. For employers, it provides full-time coverage. For employees, it offers the chance to work part-time without sacrificing meaningful roles.
“Job sharing has an element of magic to it,” explained Bronwen Bock, a seasoned board director and job-sharing political candidate making headlines alongside Lucy Bradlow, as they run for a Senate seat together through a groundbreaking job share model. “It allows employees to work part-time in a way that fits their circumstances while ensuring full-time productivity for employers.”
This model can bridge career gaps, especially for women who often find themselves excluded from leadership due to rigid work structures.
“Over 50% of women work in part-time or casual roles,” said Lucy. “But only 7% of management roles are part-time. That’s a huge block in terms of career progression.”
Examples of Job Sharing in Action
Job sharing isn’t new, and many have already proven its success in demanding roles:
- Counterterrorism Leadership in the UK: Two senior GCHQ agents share a deputy director role, balancing a high-pressure job with personal responsibilities.
- Environmental Justice Australia: The CEO role is shared by two leaders, enabling them to manage a busy litigation practice while fostering a positive workplace culture.
- Australian Politics: Lucy and Bron are breaking new ground as Australia’s first job-sharing political candidates, challenging traditional views of leadership.
“Parliament should be like any other workplace,” Bron said. “There should be options for flexible work and job sharing. When leadership roles adapt, it becomes easier for others in all sectors.”
How Job Sharing Can Work for Your Organisation
Adopting job sharing requires thoughtful planning and the right systems:
- Define Roles Clearly: Each person’s responsibilities should align with their skills and avoid overlap.
- Create Seamless Transitions: Tools and systems make handovers between job sharers smooth and efficient.
- Gain Leadership Support: Advocating for flexible work requires commitment from the top.
Bronwen shared an inspiring example:
“A friend told me that after we launched our campaign, another mum at her school felt confident enough to ask her boss about turning her part-time role into a job share. These conversations are already sparking change.”
A New Perspective on Work
Job sharing is more than a workplace trend—it’s a solution for creating inclusive environments and unlocking untapped talent.
“Job sharing isn’t just for parents,” said Lucy. “It can work for anyone, whether they’re caring for family, living regionally, or transitioning into retirement. It’s about creating sustainable roles that work for people.”
This approach allows organisations to retain skilled professionals while meeting the needs of a diverse workforce.
How Beamible Can Help Make Job Sharing Easier
Implementing job sharing can seem complex, but Beamible simplifies the process:
- Build Flexible Roles: Define tasks and responsibilities to make job sharing effective.
- Ensure Compliance: Establish a clear process to evaluate and manage flexible work requests effectively.
- Track and Improve Performance: Measure success and fine-tune roles to achieve better outcomes.
Tools like Beamible help organisations design work models that fit their teams while maximising efficiency and inclusion.
Learn more about how job sharing can transform your workplace. Let Beamible guide you toward a more flexible and productive future.
