Council has introduced a range of flexible work and leave arrangements to help employees balance their work and family/life commitments, such as job sharing, working from home, linking programs, purchasing leave, cultural and ceremonial leave, and career breaks.The key drivers behind the initiatives are both social and business-based.
Social considerations include the following.
- The changing roles and expectations of men and women, including different family formations.
- The changing profile of the workforce, especially the increased participation of women and men with dependent children and adult carer responsibilities, an aging population and changes to retirement plans.
- Considerations of equity and fairness.
- Changes to the nature and organisation of work and the increased use of technology.
From a business perspective, Council is committed to attracting a diverse workforce from a range of backgrounds, cultures, races, genders, ages, abilities, skills and experiences. This greater diversity in the workplace means increased productivity and innovation because diversity brings knowledge, ideas and skills.
There is also improved service delivery because staff understand the differing needs of customers and community.
Work and family policies and flexible work practices also help to identify Council as a ‘best practice’ employer. This is important for attracting and retaining high quality employees. It also means a reduction of recruitment and training costs.
Highly skilled and experienced employees who are no longer able to work full time can be retained if they have the flexibility to renegotiate work practices when they experience family or life changes such as parenthood, studying or health concerns.
Absenteeism, lateness and stress is reduced, as employees can better manager their personal responsibilities outside of work time. They also generally have high morale, loyalty, commitment and motivation when they work for an organisation that offers work and life friendly policies.
