Coutts Woman

Averting the hidden brain drain

It is known as the hidden brain drain but every year thousands of career women leave the workforce because their employer will not allow them to work in a more flexible fashion.

Kate Grussing, a former investment banker and mother of four, was aware of the phenomenon, but it was while collecting her children from school that she realised the wealth of talent gathered at the gates – successful women who, for whatever reason, did not want full time roles.

It inspired her to establish Sapphire Partners, an executive search company that matches senior professionals looking for a flexible working life with a company requiring their skills.

"There was a huge talent pool, women who wanted to use their skills but couldn’t find opportunities to use them flexibly."

The best companies are very serious about attracting and retaining senior women,’ explains Kate. ‘I knew incredibly talented and professional women who had built up careers over 10 to 20 years, but perhaps now didn’t want to work 24/7. There was a huge talent pool, women who wanted to use their skills but couldn’t find opportunities to use them flexibly.’

Kate also believes that women are incredibly modest and self-deprecating about their abilities. ‘Research shows that a woman will answer a job advert if she believes she matches its criteria 110 per cent, but a man will answer if he only satisfies 50 per cent of the requirements,’ she says.

A pioneering service, Sapphire does not have a typical client. ‘It varies incredibly. There are a wide range of needs. No one size fits all. One client might want a full-time project covering maternity leave and then, at the end of nine months, take several months off to be with her children,’ explains Kate. ‘We have one client who works three days in the office and one day at home every week.’

Women will compromise for flexible working lives. ‘They will take jobs that they are over-qualified for, so companies are getting 100 per cent of the brain but pay for only 80 per cent,’ Kate says.

‘These women have invested time and money in their careers, but in their 40s flexibility becomes a more important criteria. It matters more than power, title or responsibility. About 15 per cent of our clients are divorced or widowed. They didn’t plan that; now they have to balance work and family life. We are looking for innovative ways to make that happen.’

Some clients take short term contracts to ease back into working life after a career break, or to prove to employers that they can perform the role. Others may work for not-for-profit organisations or charities to gain experience and smooth the transition. ‘The longer somebody has been out, the harder it is to get back in,’ admits Kate. ‘A woman with a 20 year career who has taken a four year break is a phenomenal resource. A woman with a 10 year career who has taken a similar break is a more difficult proposition.’

Those companies who typically embrace flexible working practices usually have a large amount of intellectual capital locked up in their workforce. ‘They recognise their best assets leave every night,’ says Kate.

‘People who are serious about working and not just flirting with the idea, should produce an up to date CV,’ advises Kate. ‘The CV is your marketing tool. If you haven’t dusted it off in ten years, how can you expect to market yourself or for us to do it for you? But we will try to help, and give advice on interview technique.’

As for Kate, starting a company means she has yet to adopt flexible practices herself, although she does drop off her children at school every morning. But she remains hopeful.