What is Job Sharing?
Two professionals carry one role together with full joint accountability: they don't work side by side, they truly work with each other.
It isn't about splitting tasks — it's about amplifying each other's strengths: broader capabilities, sharper judgement, better decisions and more creativity through genuine complementarity.
When designed well, one plus one becomes more than two.
Selected benefits
Higher business productivity
Managers and leaders report that job sharers are more productive than a single individual. Research shows productivity gains of 30–39%.
Source: Polycom 2012
Better pipeline to leadership
Job sharing accelerates the development of complementary skills and the progression of talented people, strengthening leadership at every level.
Source: van Oyen 2019
A larger talent pool
Job sharing makes organisations more attractive to talented professionals who can't or don't want to work full-time but have the capacity to contribute at a high level.
Source: van Oyen 2019
Healthier, more engaged people
Multiple studies show that people in shared roles experience less stress, feel mentally stronger and find better balance in their work.
Source: CIPD — Wellbeing at Work study 2018
More women at the top
Job sharing supports diversity and inclusion by giving more women the chance to hold top roles, improving the gender balance between men and women.
Source: Watton, Stallen, Kempster 2019; Higginson Strategy 2023
Lower talent attrition, lower costs
Flexibility makes the difference: more than 85% of employees say their decision to stay or leave depends on options like job sharing.
Source: CIPD — Wellbeing at Work study 2018; Higginson Strategy 2023
Different forms of job sharing
TopDuo
Two experienced leaders share one leadership role, combining part-time working hours with full impact.
This model strengthens continuity, widens access to expertise and networks, and supports sustainable leadership performance.
DiversityDuo
Leaders from different backgrounds fill one role together.
By bringing different experiences, skills and perspectives together, more innovation, agility and strength emerge.
SuccessionDuo
An experienced manager and an emerging talent share responsibilities through a transition period.
This enables structured knowledge transfer, accelerates leadership development and safeguards organisational continuity during change.