Flexibility in the Workplace

"Flexibility where when and how work is undertaken is a priority for most employees at different times in their careers if employers are to attract and retain staff they need to offer and support flexibility at their workplace".¹

Workplace flexibility is a critical component of any attraction and retention strategy. Australian and International research clearly indicates that employees be they BabyBoomers, Gen X or Gen Y perceive flexibility in when where and how they achieve their work commitments, to be a key factor in maintaining their motivation and commitment to their employer.

New Australian Research

The most recent research (2009) from Adelaide University shows that over the past year, prior to implementation of the new formal 'right to request' enacted through the Fair Work Act 2009 from 1 Jan 2010, just over one in five Australian employees had made a request for a change in work arrangements for a sustained period of time (ie longer than a month). ….. Those making requests had significantly worse work-life interference than those who have not. Almost twice as many women as men made such requests: 29.1 per cent compared to 16.3 per cent of men. Almost one in two mothers of preschoolers made such requests, one in three mothers of children under 16 years, and a quarter of women without children. Thus, many workers without parenting responsibilities seek flexibility, especially women.

Employees are seeking very diverse kinds of flexibility arrangements in Australia, while part-time work is more commonly sought in the UK. It is important, therefore, that in Australia the definition of the kinds of flexibility that can form the legal basis for a request remains as open as possible. Just over two-thirds of requests made in Australia (68.8 per cent) were fully granted. This is lower than in the UK where around three-quarters were fully granted.

Having a request fully granted is significantly associated with lower work-life interference. There is no significant difference in the work-life interference between those whose requests were refused compared to those whose requests were partially granted. This analysis suggests that the new legislated 'right to request' might not make much difference to the fifth of workers who already make such requests, two-thirds of whom get what they want. However, many others who have never made such requests might be encouraged to do so by the new legislative right, and - if the UK experience is any guide - the rate of agreement to requests may increase as the new law takes effect. If this occurs, it will have a positive impact upon the work-life interference of those who seek and get more flexibility.

The changes in State (Victoria) and Federal legislation (Fair Work Act 2009) which gives the employee (who has caring responsibilities) the 'right to request' a flexible work arrangement means that employers need to have processes in place that ensures their responses and management of flexible work options meet the requirements of the legislation, are non discriminatory and meet the needs of the business and the employee.

Making Flexibility Work @ Work

Our consulting team can assist you to make flexibility work through:-

The Development of a flexible work strategy that will contribute to your 'Employer Brand' and assist in the attraction and retention of staff
Identifying the needs of different generational groups such as mature aged staff who are looking for different flexibility options.
The provision of advice on developing a workplace culture that is responsive to the needs of staff who need and want to work flexibly.
Developing a suite of flexible work options, policies and guidelines that are compliant with current legislation.
Establishing an ongoing communication strategy to ensure that flexibility is kept in the spot light, and managers and staff know what is available and how a flexible work arrangement can be established.
Facilitating workshops and training sessions for managers to skill them in 'holding the conversation' with employees who request a flexible work arrangement and establishing flexible working within their teams.
Evaluate the success of your strategy

¹ Work, Life and Workplace & Flexibility - The Australian Work and Life Index 2009

Barbara Pocock Natalie Skinner and Reina Ichii University of South Australia unisa.edu.au/hawkeinstitute/cwl

Making Flexibility Work If you are a member of LinkedIn, click here to see our Discussion Page. (If you are not a member, you can also click this link to join.)

Part Time Online is a great new resource for anyone who's interested in Flexible Working, whether you're an Employer or an Employee - it's a website that recognises the value of flexibility in the workplace; and promotes quality in the part-time and job-share arena.

Lifestyle Careers is a highly targeted Job Board, dedicated exclusively to flexible and home office employment opportunities for Australian Professionals.

Making flexibility work, Flexible work arrangements, Working flexibly, Flexibility at work, Right to request a flexible work arrangement, Fair Work Bill - flexible work arrangements, Part time work

Flexibility in the Workplace

"Flexibility where when and how work is undertaken is a priority for most employees at different times in their careers if employers are to attract and retain staff they need to offer and support flexibility at their workplace".1

New Australian Research

Making Flexibility Work @ Work

"Flexibility where when and how work is undertaken is a priority for most employees at different times in their careers if employers are to attract and retain staff they need to offer and support flexibility at their workplace".¹