Creating flexible workplaces

We work with your organisation to mainstream and normalise flexible work.

The way we work and what people expect from workplaces is changing.

Flexibility (Flex) helps teams and individuals to work productively, to be more engaged with their work, enhance their wellbeing as well continue to develop career paths as personal needs change. We see flexibility as part of how teams operate effectively, rather than individual arrangements being managed in isolation.

Implementing flexible working arrangements across teams and organisations can present a variety of challenges that leaders and employees will need to negotiate. Teams that are working flexibly still need to operate productively and meet client expectations.

A particular challenge can be the differing mindsets that leaders and employees have about Flex. Positive experiences of Flex in the past may influence leaders and employees to actively promote flexible working arrangements; whereas negative experiences of Flex can have a different effect and may leave leaders and employees feeling that Flex is too difficult to implement effectively.

Our services include:

Flexibility diagnostic and readiness assessment

We will assess the current state of flexibility in your workplace and your readiness to take the next steps in building the workplace of the future, where flexibility is an embedded part of how you work.

Flexibility strategy and action planning

We will work collaboratively with you to develop a work flexibility strategy, outlining the key actions needed to implement a mainstream and consistent approach to flexibility. The action plan we develop with you, will be practical and aligned with your broader business strategy.

Flexibility toolkits and resources (for managers, employees and teams)

To help you roll out flexible work practices and lift the capability of your leaders and teams, we will develop a series of flexibility toolkits focused on shifting mindsets, skills and behaviours within your organisation.

Flexibility training and communications support

We can develop manager and team training to support your managers successfully lead flexible teams.

“Heidi was recommended to me by a colleague and I’m so glad we connected. I warmed to Heidi immediately, she listens, cares and will do everything she can to deliver an outcome you’re 100% happy with. She doesn’t cut corners and is committed to the end. If you’re after a strategic thinker, look no further. Heidi is able to digest complex amounts of information and distill it into bite size actionable solutions. Heidi supported us with two bespoke pieces of work and her insight, structure and commitment to best in class practises were invaluable. I wouldn’t hesitate to engage Heidi on another piece of work in the future and would highly recommend her to others.”
Joanna Vallelonga
Human Resources, South Eveleigh
Commonwealth Bank

Helping you meet the Flexibility requirements for the WGEA Employer of Choice for Gender Equality (EOCGE)

The new WGEA EOCGE citation includes a key focus area on Mainstreaming flexible working

“This focus area assesses an organisation’s support of flexible working arrangements. It recognises that successful implementation of flexibility needs a strategic approach and visible leadership commitment as well as skills and support for managers and the workforce in general.” WGEA Guide to Citation

The requirements include:

5.1 Your organisation must have a flexible working policy AND flexible working strategy. The following must be included:

a business case for flexible working endorsed at the leadership level that must be communicated to all your workforce
manager accountability for flexible working (e.g. embedded into performance reviews, tracking of approvals and rejections with reasons)
if relevant, your organisation’s approach to flexibility is integrated into client interactions.

5.2 Flexible working must be promoted throughout the organisation and to prospective employees, to both women and men, regardless of caring responsibilities.

5.3 All people managers must complete training on how to manage flexible working.

5.4 Managers, including the CEO/head of business, must be visible role models of flexible working

5.5 At least four of the following options must be available to women and men in your organisation: flexible hours of work, compressed working weeks, time-in-lieu, telecommuting, part-time work, job sharing, purchased leave, unpaid leave, self-rostering, other flexible working arrangement/s relevant to your workplace or industry – provide details

5.6 How does your organisation support part-time / reduced hours in manager roles?