In 2017, 61% of employees report that they are using some form of flexible working arrangement, but there is a wide range in results across agencies. For example, in the Premier and Cabinet agency, the use of flexible working arrangements, particularly using more than one type, is significantly higher than the rest of the sector. See the Premier and Cabinet case study for more details.
Trends in flexible working use hold across age groups, gender and income level. Note this analysis does not try to measure how well the flexible arrangement is working, or whether the arrangement is ongoing (and formalised) or just occasional.
As this data is now available for three years (2016- 2018), agencies are encouraged to explore trends in their own data and set goals, particularly based on their 2018 results in these areas:
- number of employees not working flexibly
- number of employees using one type of flexible working
- number of employees using more than one type.
Less employees, however (57%) reported in 2017 that that they are satisfied with their ability to access and use flexible working, although this range varied across clusters as well (47% - 80%). Again, agencies are encouraged to examine this data at more granular levels to identify business units or divisions where there may be significant barriers to implementation.
For example, at the sector level, while the majority of employees are satisfied with their access, closer investigation by age group reveals that the 45-59 cohort are the relatively least satisfied overall, while the 20-24 age group are the most satisfied.
Examined by salary, employees earning between $75,000 to $110,000 are the relatively least satisfied, while those earning less than $35,000 or more than $170,000 have the highest scores for being satisfied with the options they have available, noting that there are far fewer employees in these latter salary ranges overall.
People with disability or people with culturally and linguistically different backgrounds are more likely to use multiple flexible working types, and so are men compared to women. Women, however, are more likely than men to only use one type.
Job satisfaction by the type of flexible working arrangement used was also considered. Employees using place-based flexible working (i.e. working from home, working in different locations), or time-based arrangements (flexible start and finish times, flexible rostering and working additional hours to make up time) generally reported the strongest job satisfaction.
The PSC will also monitor these trends as part of its work to drive implementation, as well as encourage agencies to benchmark these numbers before and after conducting any flexible working pilots.