Expert opinion

Equality, freedom and diversity: taking this forward in NZ  posted by Philippa Reed - 22 January 2009 Having got up early this morning to listen to an historic inauguration speech, it is impossible not to take inspiration from hearing the values of equality, freedom and diversity espoused so eloquently from Capitol Hill, along with the recognition that we have challenging economic times ahead. In our corner of the Pacific we are linked in with those same challenges and although we are coming back from the beach rather than wrapping up to ward off the cold, the reality of economic constraints is biting. As we go back to work and school from summer holidays, the stresses on families trying to juggle work and life – and the social and financial costs those stresses bring – come into relief again.

So it will be interesting to see the long-term impact of the new flexibility legislation, which came into effect on July 1 last year. An amendment to the cornerstone Employment Relations Act allows workers who care for others to ask for flexibility in their hours, days or places of work, which could be working from home, compressed hours, or different start and finish times.

The ground rule is that the employee has to have worked for the same employer for at least the previous six months. The employer is required to seriously consider the request and can refuse it under a number of business-needs grounds.

It’s a bit too early to comment on effects of the new provisions yet. But anecdotally, we are hearing that the transition has been reasonably smooth, probably because a climate of support for flexible working has been growing for years. This is evidenced by the EEO Trust Work-Life Survey 2008 and a national random-sample work-life survey carried out by the Department of Labour in the latter part of last year.

The EEO Trust Work-Life Survey found that just over a third (36%) of our member respondents already had formal or informal procedures to help staff and managers apply for flexible working arrangements, or respond to such requests, and another 41% planned to introduce such procedures. Just 23% had neither procedures nor plans.

Those provisions included flexible start and finish times on a regular basis, the flexibility for people to choose their own breaks and when they worked (such as compressed weeks, term-time working and annualised hours), job-sharing options and the ability to buy additional leave for reduced pay.

Half of the EEO Trust respondents already monitored requests and staff uptake of flexible working options. But most said that fewer than half their staff members made use of them, which suggests that there is still some hesitancy about asking.

We know from countless studies and anecdotes that staff who aren’t stressing about family issues are more productive and effective employees.

And worker flexibility is not a one-way thing: employers tell us time and again that flexible work options help them retain the knowledge and experience of people who want to transition gently in and out of the workforce.

Some mention improved retention through a gradual return from paid parental leave. Other work-life initiatives, such as part-time work, help attract experienced women to senior roles, and employers also mention increased employee engagement and job satisfaction. Remote working is also cited as important in building productivity and engagement.

Just one of the “real, serious and many” challenges ahead will be to take this knowledge and these values forward from the relaxation of summer months and the inspiration of stirring speeches into the months ahead.

Philippa Reed,
Chief Executive,
(NZ) EEO Trust

Background

The EEO Trust provides information, research and tools on EEO and raises awareness of diversity issues in the workplace. We assist employers to introduce and manage proven EEO thinking and practices, as well as building understanding of the business benefits of versatile and inclusive workplaces. Website www.eeotrust.org.nz.

Links of interest about flexibility in New Zealand workplaces:

• Why work-life balance is important
• Case studies in flexible work here and here
• EEO Trust Work-Life Survey 2008
• Work-life balance and flexibility in New Zealand (DOL survey)
• The Employment Relations Amendment Act 2007 Part 6aa, Flexible Working Arrangements