Leading Practices from 2023 Australian Great Place To Work Certified™ Community: Theme 3 – Next-level Flexibility & Benefits

VALENTINA LWIN-BAILEY

Author

Valentina Lwin Bailey

Author

CATEGORIES

Categories

The concept of a great workplace has undergone a remarkable evolution in recent years. No longer confined to traditional, one-size-fits-all approaches, today’s great workplaces prioritize genuine support and care from management. The key ingredients? Flexibility in the workplace and employee benefits that empower individual choices. Organisations are increasingly recognising the importance of allowing employees to determine what suits them best, fostering a strong value proposition that not only enhances employee wellbeing but also builds a foundation of trust between staff and their employers. 

 

The Next-Level Workplace Flexibility: 

 

High-impact adjustments in workplace flexibility at the policy level are at the core of organisations that truly embrace diversity and create a sense of belonging in the workplace. Some progressive examples that have emerged from 2023 Australia’s Great Place To Work-Certified community include: 

 

  • Team-Led Flexibility: Many organisations are now allowing teams to set their own work-from-office days. This autonomy empowers employees and their supervisors to collaboratively design what’s best for both the team and the business. It’s a win-win situation that promotes ownership and responsibility. 

 

  • Expanding Flexibility Beyond Office Workers: Flexibility in the workplace is not just for office-based staff. Today, frontline service employees are benefiting from split shifts and condensed work weeks, giving them the freedom to manage personal needs more effectively within their workday. 

 

  • Flexible Public Holidays: Recognising the importance of personal and cultural beliefs, employers have introduced flexible public holidays. This innovative approach allows employees to swap a fixed number of public holidays throughout the year to address family needs and personal preferences. It’s a great way to honour diversity. 

 

  • Mandatory Rest and Recharge: Companies are now mandating closure times at specific points in the year, such as at year-end, to facilitate company-wide rest and recharge. This practice eliminates email traffic and need to filter work calls during personal leave time, helping employees to properly switch off and return to work with renewed energy. 

 

  • Support for Multiple Responsibilities: The evolving workplaces recognise not just the needs of working parents and return-to-work parents with phased transition plans and job (re)design strategies, but also for those with responsibilities for aging parents. Companies are now offering EAP that includes extended family members, Employee Support Groups to share like- experiences and support each other, and promoting guilt-free time off to attend to elderlies’ needs.  
  • Redefining “Family” in Benefits: Employers are broadening their definition of “family” when it comes to health and wellness benefits. This includes parental leave and entitlements for same-sex, adopting, and surrogate parents, with the removal of the “primary parent” title to promote equal parenting opportunities. 

 

  • Wellness Leave and Meeting-Free Days:  Wellness leave, and designated meeting-free days or times have become common practices. These initiatives provide employees with the space they need to focus on their physical and mental wellbeing, reducing burnout and stress. 

 

  • Customized Benefits: Many organizations now offer a “Pick & Mix” model of benefits, allowing employees to choose resources and benefits that align with their individual needs. This customization ensures that employees receive the support that matters most to them. 

 

  • Working from Elsewhere: Some employers are responding to employees’ requests to work from abroad or interstate to be closer to family. This demonstrates a commitment to supporting the unique needs of their workforce, high-trust in the employees to manage their own work-dynamics based on deliverables.  

Employers who embrace these evolving concepts of flexibility, inclusivity, and individual choice are creating environments where employees can tailor their work arrangements to align with their personal lives. This in turn, fosters a culture of trust and support where employees are more motivated, engaged and proud of their company.  

 

Read more on great flexibility practices from our 2023 Best Workplaces List makers in our Insights Report, Trust Matters – Navigating Uncertainty: The Power of Leadership. The report draws on observations from the Great Place To Work Trust Index Survey responses representing over 110,000 employee voices across different industries in Australia. 

 

Want to see the other key themes that emerged from our 2023 Certified Community? Visit our other two blogs below: 

 

Theme 1: Advancing Reconciliation Action for First Nations People 

Theme 2 – Partnering with Underserved Communities to Address Talent Shortages 

VALENTINA LWIN-BAILEY

Valentina brings 25 years of experience in organisational development, people and culture, and teaching and training experience from across higher education, government and private sectors in Australia and Myanmar (Burma). In the past 15+ years, she has been focused on employee engagement, workplace culture, leadership development and strategic planning. Her recent HR leadership roles included heading up functional HR teams in large and complex organisations, including crisis management during the pandemic and political unrest. She exercises her passion for people development by teaching, mentoring and coaching young HR professionals in the areas of HR, management and career planning. Valentina is a strong advocate for full-person wellness, and achieves balance through yoga, outdoor activities, cooking and enjoys spending time with family and friends.

Sign up for our Newsletter & Never miss a new Blog!

AU Newsletter

CTA GOES HERE

Great Place To Work® Best Workplaces™ in Australia 2024 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Micro 10-29 Employees
  • Small 30-99 Employees
  • Medium 100-999 Employees
  • Large 1000+ Employees

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from