From Part-Time to Full-Time Flexibility: A Shift in Talent Attraction
Flexible work arrangements have always been a driver for diversity and inclusion in the workplace, yet never before have we seen it influence talent attraction so heavily. Despite the demand, flexible work was once only offered in the form of part-time work for many organisations and generally opted into by individuals with caregiving responsibilities or other commmitments. What prevailed was the continued rise of gender disparity, fewer women in leadership roles and the negative flow on effect on our economy.
Thanks to the shifting landsape post pandemic however, today, the proportion of Australian organisations in the private sector with flexible working strategies has exceeded 78%. In addition, many organisations have informal flexible working arrangements with their employees, and according to the ninth Gender Equity Insight report, flexible full-time arrangements now supersede part-time work in the Australian workplace. So much so, full-time roles that offered flexible arrangements, such as remote and hybrid work, rose from 2.3 per cent to 42.5 per cent.
This confirms what progressive organisations have been recognising for some time: the future of work is flexible. Companies that offer flexible working options for all staff are rising to the surface in a competitive market by opening their doors to untapped talent previously excluded or limited to part-time options.
What’s also surfaced is that flexible work arrangements are no longer confined to one demographic, either. They appeal across all age groups and genders, offering an attractive proposition to both men and women who want to balance work with life, not just caring responsibilities. Flexibility is also tied to:
- Improved organisational productivity
- Enhanced ability to attract and retain employees
- Boosts in employee well-being and happiness
- Increased representation of women in leadership positions
- Future-proofing the workplace
Practical Steps for Implementing Flexibility
For companies looking to implement flexible full-time roles, the benefits are clear. However, successfully incorporating flexibility into your workplace requires careful planning. Here are some steps to consider:
- Set Clear Performance Metrics: Measure employees by their output and achievements rather than the hours they clock in.
- Offer Hybrid or Remote Options: Let employees choose the working model that fits their lifestyle, whether that’s working from home part of the week or adjusting their hours around personal commitments.
- Customise Flexibility: Not all roles require the same level of flexibility. Work with teams to determine what’s feasible for each role while maintaining productivity.
- Utilise Technology: Invest in tools that make remote collaboration seamless, such as project management platforms and communication apps, to support flexible working.
In today’s competitive job market, offering flexible working arrangements has become a non-negotiable. Flexibility attracts a wider range of candidates and drives higher employee engagement, retention, and productivity, and employees who have the autonomy to manage their time are more motivated and efficient, which translates into better performance for the organisation as a whole.
Flexible working also boosts employee well-being, which in turn reduces burnout and turnover. And if you needed any further convincing (looking at you Amazon), the flexibility to accommodate individual circumstances creates a more inclusive workplace culture, where employees feel valued and trusted.
Almost two decades on since the acknowledgement of flexible workplace practices, we’ve moved forward, a little. But there’s still work to be done. Now is the time to assess your company’s flexibility offerings and consider how you can implement strategies that meet the needs of today’s dynamic workforce, and set up your organisation’s long-term success.
For more information on how to attract top talent to your organisation, contact our friendly team to discuss.