Gary Martin: Part-time workers have a contribution to make if we let them

The jobs market might be cooling off but the number of people in part-time work is heating up.

Half a century ago, just 15 per cent of Australia’s labour force worked in part-time roles. Since then, that has more than doubled to about 31 per cent.

Once the exclusive domain of students, parents and other caregivers needing flexibility, part-time roles have evolved to attract a more diverse range of individuals, each with unique reasons for choosing this type of employment.

One such motivation is the growing awareness that balancing a full-time job with other life commitments can be difficult.

Many people start off believing they can handle full-time work and still retain time for everything else in their lives, only to find that it is not always possible.

As a result, many switch to part-time work to gain more time for family, hobbies or other interests, even if it means accepting a drop in income to achieve this balance.

Another factor is the growing presence of older workers in the labour force, many of whom are opting for part-time work arrangements as a means of transitioning to retirement.

Part-time employment offers a flexible solution that allows older workers to stay active and engaged in their professions while reducing their work hours to better balance personal interests and health considerations.

The rise of the gig economy has also led to an increasing number of people holding part-time employment for security while they experiment with a side hustle.

It is also true that some people with full-time roles are seeking a second or even third part-time job to supplement their income and manage the increasing cost of living.

Yet as more of us opt for this flexible working mode, an increasing number are discovering that part-time work can present full-time problems.

Among the biggest complaints from part-time workers is that they are expected to handle a similar or even the same workload as full-time employees, despite working fewer hours.

Some employers might view part-time employees as less committed to or capable of handling higher-level responsibilities, which can hinder advancement opportunities.

And it is not just bosses who might view part-time workers differently from their full-time counterparts.

In some instances, full-time staff view their part-time colleagues as a burden because they are not as readily available to help out as full-time co-workers.

And while part-time positions are more available than ever before, those opportunities are often restricted to certain industries and professions.

Retail, hospitality and healthcare sectors, for instance, commonly offer part-time positions. However, industries such as finance, legal and management typically have fewer options available.

This limited availability can constrain individuals seeking part-time work, particularly those with specialised skills or career aspirations in less flexible sectors.

On top of those challenges, some part-time workers might feel socially excluded or less integrated into the workplace compared to full-time employees.

They regularly miss out on team-building activities, networking opportunities and important workplace updates that are often organised during times when they are not working.

With the number of part-time jobs in the labour market set to increase further, it is crucial for employers to recognise and address the unique needs of part-time workers.

Ensuring fair workload distribution, eliminating the stigma associated with not being in a full-time role, providing equal opportunities for professional growth and offering flexible career paths are essential steps towards making part-time employment a sustainable and rewarding choice in all sectors.

The future of work is likely to be characterised by even greater diversity and flexibility.

As technological advancements continue to reshape industries and our attitudes towards work evolve, the distinction between full-time and part-time work might become less relevant.

What remains critical, however, is ensuring that all workers, regardless of their employment status, are treated fairly and have access to the resources and support they need to thrive.

Professor Gary Martin is CEO of AIM WA and a workplace and social trends specialist