Flexibility for Everyone? Well yes, says Mike Baird, NSW Premier

We are over the moon, excited and delighted to have read Mr Baird’s post.

What more is there to say, we salute you Mike Baird for not only identifying so many issues within your government, highlighting them, and looking to rectify them.  At FlexConnect we are all for the dialogue around flexibility and it seems Mr Baird has hit the nail on the head – impressive!

The current status within the NSW Government has been identified as this:

  • Mike identifies the pay gap in the NSW government as being 17.9%  This is higher than the national average.
  • 64% of government sector employees are women.
  • 36% of senior leadership roles are filled by women.
  • Currently 1-2% of senior leaders in the NSW government work flexibly.

As a result of these findings, check this out:

Mike’s Targets

  • 50% for women to fill these leadership roles by 2017.
  • 100% of NSW government sector roles will be flexible by default by 2019.

Well done Mike Baird, a great initiative and we salute you!

https://www.linkedin.com/pulse/flexibility-everyone-well-yes-says-mike-baird-nsw-premier-butler

Negotiating Flexible Work Arrangements

Negotiating Flexible Work Arrangements

A recent study provided us with these stats from the 400 people they quizzed:

  • 11% of working mothers believed they had a flexible working arrangement
  • More than half of Australian women have been discriminated against in the workforce, for being a Mum
  • One in Four were forced to resign because their request for flexible hours or duties were denied

Don’t let luck and hoping for the good faith of your employer be your only guide in obtaining flexible work arrangements.  Follow these steps and put fate in your own hands, put your best foot forward by following these steps:

Actually Ask …..

recent study showed that despite nearly 80% of the population believing that they could benefit from flexible work, they were too afraid to ask for it for fear of how they would be perceived. Rarely will organisations expressly offer flexible working arrangements, so the first step in arranging them is overcoming your fear of being perceived as ‘less committed’ or ‘slack’ and mustering the courage to ask.

If you’re a Mum or Dad returning after paternity leave, the ‘double whammy’ of returning to work and trying to negotiate flexible work arrangements can be particularly daunting. However, if you are in this situation it is always in your best interest to try and negotiate prior to returning to work. This is because if you try to ‘see how the first few months go’ and then your performance suffers as a result, you will be far less likely to be successful in any future negotiations.

Know your rights

What can you ask for?  First port of call – check your organisation’s policy and then check Fair Work Australia.

Leverage the success of others

Although the benefits of flexible work are extensively documented, some managers/organisations are just not able to believe it until they see it. Thus, arm yourself with several real-life examples of successful flexible working, ideally within your organisation, but at the very least, in your job role/or within your industry. This will demonstrate to others that not only can flexible work work, but that it can work for you.  Check out this link for a case study http://inspiredpeople.com.au/flexibility-in-2015/.

Prepare your business case

Keep in mind that this is a business case.  You need to focus on the benefits to the business for you to work flexibly, so it’s all about them right!  Here’s a few tips to preparing and presenting a killer business case for flexible work:

  • Have your best practice examples at the ready and be familiar with the benefits of flexible working. Need some? Let us help you.
  • Prepare answers to any potential objections you feel may arise, such as how you will remain contactable, how you will manage your workload, etc.
  • Utilise your performance to your advantage (if it has been good!), for example, state that: ‘I have already proven that I achieve more than what is required of me, and I know I can continue in this vein, regardless of my work location.’ Even if you are returning to work after maternity leave, it is still ok to leverage your past performance – after all, your ability to do your job hasn’t changed, you are simply seeking a more flexible arrangement.
  • Plan a catch up with your manager at a convenient time – you will be far more likely to achieve success if they have the time and energy to consider your proposal.

Have a back-up Plan

If your request to work flexibly is denied, then it is a good idea to have a back-up plan – or two. Firstly, if your request to work flexibly full-time or work part-time is refused, consider asking your organisation whether they will consider a job-share arrangement.  Organisations can only deny your request on business grounds, find out what they are and see if you can work with those.

Secondly, if your organization cannot or will not consider flexible working arrangements, call us. We can help you, your organization with tools and frameworks to manage flexibility.  FlexConnect specialses in “Equipping Organizations, Managers and Employees for Flexibility”  FlexConnect.com.au

 

Congratulations to Kate Jenkins!

Kate Jenkins was announced as our new Sex Discrimination Commissioner by our Federal Minister for Women, The Honourable Michaela Cash, MP.

Kate was the lead partner with Herbert Smith Freehills, specialising in equal opportunity practice for ten years, has been the Victorian Equal Opportunity and Human Rights Commissioner since 2013.

Kate was pivotal in championing the Victorian Champions of Change, following her predecessor, Elizabeth Broderick’s lead to encourage and support men actively participating in the fight for gender equality.

Ms Cash released this statement:

“Ms Jenkins has worked closely with a wide range of organisations, including the Victoria police, to address issues of entrenched discrimination and harassment,” they said. “She has also advanced gender equality in all areas of life with a particular focus on diversity in sport, through the Fair Go Sport and Play By the Rule campaigns.

We look forward to Ms Jenkins’ contribution to the work of the Australian Human Rights Commission where she will extend her productive relationships across the Australian government and the broader Australian community, building on the outstanding work of her predecessor.”

We couldn’t agree more.  Elizabeth Broderick in this recent role and Gillian Triggs who relieved in this post until a replacement for Ms Broderick was secured, are amazing talented women who are inspirational, professional, intelligent and encompass true class and have achieved amazing success and results in their postings!

We look forward to your journey Kate and wish you every success.

 

 

Welcome to FlexConnect

FlexConnect empowers and equips organisations to attract and retain high calibre Flexible Professionals and provides tailored solutions that meet the needs of business, individuals, families and communities.

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We provide frameworks, tools, training, coaching, goal setting and accountability to ensure success in setting and achieving Targets for both Organisations and Employees.

  • Managers are coached on how to effectively communicate and manage their teams as well as how to identify and overcome important challenges
  • FlexConnectors are coached in the art of managing up and down as well as communicating effectively and establishing clear targets and frameworks to ensure delivery on KPIs, and influencing expectations and team

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