Lucy Scanlan

Working part-time has allowed me to build a fulfilling senior leadership career while also being present for my family. The difference it has made is that I have never felt I needed to choose between career progression and life outside work. I can continue leading teams, supporting clients, and contributing to Deloitte's success, while also having the flexibility to prioritise important family commitments when they arise.

One of the biggest factors in making senior part-time work successful is mutual flexibility and trust. I am clear about my working pattern, but I do not view flexibility as rigid boundaries. If I need to attend a school event or family commitment, I can do that. Equally, when my team, clients, or the business need me, I am willing to be flexible in return. Open communication, clear priorities, and a focus on outcomes rather than hours are what make the arrangement work.

What I wish more people knew about senior part-time work is that it is not a compromise on leadership, ambition, or impact. When I started my career, there were very few examples of senior leaders working part-time, and many people felt that having children meant their career progression would slow or stop. The reality today is very different.

Senior part-time roles enable organisations to retain experienced talent and allow individuals to have both meaningful careers and meaningful lives outside work. They also provide powerful role models for future generations, showing that career success does not have to come at the expense of family or personal priorities. We do not talk enough about the value of seeing senior leaders thrive in flexible arrangements. It sends a strong message that leadership is about contribution, influence, and outcomes, not simply being present for the longest hours.