Use workplace flexibility to support diverse and innovative workforces.
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In an expanding and competitive economy, the capacity to provide responsive services rests on how well an organisation’s workforce can meet this challenge.
To meet future demands, businesses will need to attract, develop and retain the best available talent.
The challenges presented by the COVID-19 pandemic meant many workplaces had to quickly adopt working from home practices for their employees. Many workplaces have continued with these types of arrangements even as restrictions have eased, finding that employees are more productive and better supported to manage their work and home lives.
For some employers there are structural challenges to offering flexible work for their employees. For example, for factory and production workers, it may not be possible to provide time and place flexibility.
Flexibility goes beyond just working from home and offering flexible work does not have to be an all or nothing approach. Approaches that suit the circumstances of each organisation, including effective job re-design, can help to support employees and get the best business outcomes.
The Workplace flexibility resource has practical advice for your managers and employees to aid the design and introduction of flexible work that suits your business.
Check out the flexible working arrangements actions resource to identify actions you can take to improve flexibility in your workplace.
Flexible work is most commonly defined by what it is not – not the 9 to 5, central office arrangement.
Understanding the context and maturity of your business is a crucial first step in integrating flexible working arrangements.
A formal policy on flexible work explicitly states the intent and practices of an organisation.
Managers are critical enablers of workforce flexibility, serving as the bridge between policy and practice.