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Use workplace flexibility to support diverse and innovative workforces.

Flexible work is most commonly defined by what it is not – not the 9 to 5, central office arrangement.

This resource will help you map your business' current state against a range of factors including those to attract, recruit and retain women.

Below are answers to commonly asked questions.

Workplace flexibility is best when it meets the needs of both employees and the business.

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.

The Fair Work Ombudsman requires that requests for flexible work are delivered to the employer in writing to ensure clarity on agreements and adherence to legal requirements.

This form can help employees who wish to request flexible work.

Managers are critical enablers of workforce flexibility, serving as the bridge between policy and practice.

Managers are critical enablers of workforce flexibility, serving as the bridge between policy and practice.

Below are a series of questions managers should ask themselves before accepting or rejecting flexible work arrangements.

There may be times when you have to handle difficult conversations relating to flexible working, and that’s okay.

Apps that support flexible working.

Implement a supported returner program to recruit individuals who have been on an extended career break.

While motivation and circumstances differ by individual, there are some common considerations across the broader group.

The benefits of a returner program go well beyond optics or moral obligation.