Is enough being done in Flexible Work arrangements?

[Geoff N]

I have been thinking about this for a while, and wanted to see what our members thoughts were on the topic.

As someone who has struggled with the Sydney commute, whether by train, bus or car, for many years, I have been thinking lately about whether business and government have been sufficiently creative in terms of adapting work patterns and policies to make the working week less stressful.

Foe example, I ask myself, are enough people able to be flexible with their working hours to smooth the peak hour periods across a larger time window?

Are remote-work practices being facilitated/adopted by enough employers to allow felxibility when it comes to caring for a young family?

What are the other issues? Does anyone else think there is a territory here whereby the Institute could be taking a position and conducting some research to see what is being done, what could be done better, and the potential benefits?

Over to you.

Geoff:confused:

[Matt D]

Hi Geoff,

Recent research indicates that around 30% of Australian organisations offer some form of flexible work arrangements to their staff, including such policies as flexible start/finish times, the ability to work shorter weeks and the ability to work from home.

Anecdotal evidence suggests that although offered, many people do not appear to be taking up on the opportunity presented. Outside of individual choice, this could perhaps be as a result of current commercial work-demand requirements (i.e. need to be customer facing 9-5 to make the most of business opportunities) or perhaps as a result of a pervasive organisation culture that may not actually seem supportive of the practice despite it being offered as part of organisational policy.

It would be interesting to hear of any real life examples of people who are utilising or not utilising flexible work options that are offered in their workplace.

Matt D

[Charles G]

I have an example of a Flexible Work Arrangement that didn't work out. I used to work for a publishing company in the U.S. as a Customer Service Rep. There were about 12 people in the department (cust. serv reps, order processors, managers, the director). We had a typical 8:30 - 5:00 start and finish for the 5 weekdays, 1 hour for lunch and fortunately no weekends.

The suggestion for a 4 day work week eventually came up and the Director wanted to initiate it. The 4 day work week meant that we would start at 8:30am and end at 7pm for 4 days, and then get a 3 day weekend. Although it was not stated, we probably would have the 1 hour lunch and a break somewhere in the afternoon.

During the initial meeting about the 4 day work week, everyone wanted to proceed (or those who didn't just kept it to themselves). Several meetings later, the plan was cancelled because 1/3 of the department thought it would clash with thier non-work commitments or home life.

One person had on going night classes for his degree, while another person had a 2 hour commute to and from work. The last person just didn't like the idea of working 10 hours in 1 day.

I think it would have worked if it were offered individually as an option rather than a department wide policy.

-Charles G

[Prabha S]

That is a very valid point. Flexible working has to be at an individual level. Otherwise, it is not truly flexible. Before arranging flexible options, a manager has to gain understanding of what each of their staff, perceive as flexibility.

For an employee to expect flexible working, they first have to gain their manager’s trust. The employee needs to show their manager that they take their work seriously and are keen to contribute/be productive, during their work time. Without being seen as an enthusiastic/ passionate contributor, it would be unreasonable to expect flexibility in work arrangements.

- Prabha