Late last year I attended the Diversity Council of Australia’s annual debate, the subject of which was whether flexibility was the key to gender equality at work. Right up until the moment the speakers began, I was firmly in the affirmative camp. As the discussion progressed, however, I found myself switching teams. I concluded that flexibility is not the key to gender equality at work.
While flexibility might not be the solution to gender inequality it is of critical significance. Flexibility can help facilitate career progression which would not necessarily be possible with the imposition of rigid constraints on how and where a job gets done. Essentially flexibility is about having the emphasis on the job being done, rather than how and where it gets done. Obviously flexibility is helpful for working parents but it is equally helpful to other employees; having children is not the only reason a person has obligations outside of work that they need to balance with their job.
While in theory at least a degree of flexibility should be available to everyone, how this works in reality is a different story. The success of flexibility is dependent on several factors, not least of which is the employee’s ability to make it work. But it also turns on the willingness of an employer to embrace it. Is ‘flexibility’ merely a buzz word for brochures or is it something the company, and individual managers, genuinely believe in?
It is a question many of us will ask ourselves about an employer, and prospective employers, over the course of our careers. And not just about flexibility. About the importance – if any – a company places on its policies around increasing workplace diversity. About increasing the proportion of women in senior ranks. About identifying and seeking to overcome bias and attitudes that stifle diversity. About accommodating caring responsibilities, not just for mothers but for fathers too. And for employees with elderly relatives. Do they really care? Do they get it?
These are questions that matter. And if you are someone who reads and enjoys Women’s Agenda chances are they will matter to you even more than most. Because chances are, as a reader of Women’s Agenda, you are invested in your career so you know these factors aren’t hypothetically important. They’re important in practical terms. Because an employer’s engagement and understanding around these issues will help determine the conditions that will help you flourish at work.
That is part of the rationale behind our partner site Select Employer. The companies that feature are Women’s Agenda’s Select Employers, our employers of choice. They are companies that meet at least six of the ten criteria we set for diversity and inclusion, that want to engage with you and with Women’s Agenda. Because they care about women at work as much as we do.
They include Caltex Australia, a company that cares about providing solutions for bringing latent talent back into the fold: by creating meaningful part-time roles. Companies like NAB that recognise domestic violence is an issue for business. Companies like EY that don’t just want to engage in a conversation about what can be done, they want to do things differently to create better results. The list of Select Employers is growing and includes PwC, QBE and Suncorp Group.
They are companies we are genuinely thrilled to showcase. So if you are plotting your next career move, you’re looking to work with a company that values diversity or you are a manager who is looking for inspiration and guidance about accommodating the needs of your team, I’d encourage you to visit Select Employer.