Henderson’s Blueprint for Supporting Working Mothers

Henderson's Flexibility Model was developed by Dr. Richard Henderson, a researcher in organizational behavior and human resource management. The model was introduced as a way of describing different types of workplace flexibility and how they can benefit both employers and employees. The model focuses on three main types of flexibility numerical, functional, and temporal, and is often used to study how flexible working initiatives can be used to improve work life balance, especially among working parents.

More broadly, organizational flexibility might be considered an umbrella term that encompasses these specialized types. It is also used more generally to refer to an organization's overall ability to adapt to internal and external changes, whether structural, strategic, or operational. Functional flexibility is a key component of Henderson's model, but organizational flexibility is the overall goal: developing a more adaptive, resilient, and supportive work environment for all.

 Henderson’s Flexibility model discusses various ways to make work more flexible, helping people balance their jobs and personal lives. This is particularly important for working mothers. 
She identifies four main types of flexibility;

• Temporal Flexibility  

Temporal flexibility means having control over when you work. This allows you to change your start and end times to fit your personal life. For working mothers, this is particularly useful. It lets them schedule their work hours around their children's routines. For instance, a mother might decide to start her workday earlier in the morning so she can finish earlier in the afternoon to pick up her children from school. This kind of flexibility helps mothers balance their professional duties and family needs, lowering the stress of always rushing between the two.

•  Functional Flexibility  

Functional flexibility means having the option to choose where you work. Many working mothers benefit from the ability to work from home, either full time or on certain days. For example, instead of commuting to an office every day, a mother might work remotely two or three days a week. This saves time and energy spent on travel and allows her to be physically present for her children during important moments, like helping with homework or being available in case of emergencies. Functional flexibility supports a healthier work life balance by blending professional and family responsibilities more easily.

• Numerical Flexibility  

Numerical flexibility means adjusting the number of hours you work. This can include part-time work, job-sharing, or compressed workweeks. For instance, a mother might decide to work part-time while her children are young, or share her role with another employee to decrease weekly hours. This type of flexibility reduces the stress of full-time employment and allows mothers to spend more time with their families. It also creates opportunities for rest, caregiving, or even further education or personal growth, all while staying in the workforce.

• Functional Flexibility  

Functional flexibility is about the type of work you do. It lets employees switch roles or change their tasks based on their current circumstances. A working mother might move to a less demanding role or a different department after returning from maternity leave. This flexibility helps mothers remain engaged in their careers without feeling overwhelmed by responsibilities that may not match their current capacity. It recognizes that people’s needs shift over time, especially during significant life changes like becoming a parent.

• Organizational flexibility 

Organizational flexibility means arranging work so people can change how and when they complete their tasks. This includes team collaboration, allowing groups to make their own decisions, and adjusting workloads as necessary. Instead of sticking to strict rules, employees have more freedom to manage their time and collaborate.

This setup is especially beneficial for working mothers. It allows them to coordinate with teammates to modify their schedules or share tasks when family matters arise. With a flexible workload, they can better balance their work and home responsibilities, making it easier to thrive in both areas.

It’s a Lifeline for Working Moms

Henderson’s four types of flexibility are especially important for supporting working mothers. They provide more control over schedules, roles, and environments. This control helps lessen the ongoing tension between home and work life. By allowing mothers to adjust their jobs to meet family needs, these types of flexibility help them remain in the workforce, feel less stressed, and feel more respected and supported by their employers. In the end, this results in greater job satisfaction and improved well-being for both mothers and their families

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