All workplaces must provide and support flexible work arrangements accessed equally, regardless of gender.
- Workplaces that provide flexible options for how and where work can be performed, balancing the needs of the business, individual and team, are the norm.
- Flexibility in the workplace is not limited to work-from-home options; it also encompasses elements that aid employees in performing their duties, such as subsidised childcare, parental leave, and assistance with caring and household activities.
- Opportunities for job share and part-time work are available in management and leadership positions.
- People can access flexible work arrangements equitably.
- Based on full-time equivalence, there is no discrimination against employees who work flexibly, particularly in regard to promotion and development.
- Incentivise groups that presently do not access flexible work arrangements to do so.
- Adopt workforce organisation design and technology to facilitate flexible and hybrid work.
- Introduce legislation and adopt policies that normalise flexible working.
- Design supporting systems and legislation that support the success of Hybrid work models appropriate for different sectors and jobs.
- Build flexibility into enterprise agreements and awards to enable split shifts, job share, and flexible rostering in 24/7 environments.
- Invest in promoting the expectation of flexible workforce options across all industries and government agencies.
- Work with industry and public service to ensure policies are in place to support true workplace flexibility, legislating where necessary.
- Systems are designed with due consideration given to flexible hours and spans of work (4-day work weeks, job share, flexible hours) e.g. budgets allocated on a full-time equivalent basis rather than physical headcounts.