Strategy
Ensure senior leaders and people managers visibly role model flexible / hybrid working (including when staff return to workplaces in line with public-health advice).
Status
Ongoing
DPC has started to monitor the uptake of flexible working arrangements by senior leaders across the department using an online Flexible Working form developed in March 2022. This form allows employees to request a change to hours, work schedule or flexible working arrangement. All employees including senior leaders have the option to request a flexible working arrangement including compressed hours, flexible start and finish times, time fraction change and flexible work location. The accompanying flexible working policy notes the importance of managers and executives modelling the flexible working principles set out in the policy to all employees. This includes starting from a position of flexibility and through leading by example by supporting and championing flexible working for everyone.
Evaluation of success
The analysis of flexible work arrangements undertaken as part of the 2023 workplace gender audit indicates that 72% of senior leaders have a flexible work plan and flexible work arrangements in place. Of the senior leaders with flexible work plans, 59% are women and 41% men. The main type of flexible work arrangement utilised by senior leaders is working remotely. More women than men have other types of flexible working arrangements in place including working part-time working and more hours over fewer days. The 2023 People Matter Survey also indicates that 91% of women and 90% of men agree their manager supports working flexibly. 83% of women and 86% of men also agree if they requested a flexible work arrangement, it would be given due consideration. DPC will continue to monitor the uptake of flexible work arrangements by senior leaders and report progress and evaluation of success against actions relating to this strategy in the 2025 progress report.
Responsible
DPC Executives and Managers
Strategy
Roll out DPCs Flexible Working policy and procedure (including an updated form to capture formal flexible working arrangements) with consideration to embedding an appropriate degree of flexibility into all roles
Status
Complete
DPC rolled out its Flexible Working policy and form on EduPay in March 2022. The flexible working policy includes a set of guiding principles for flexible work at DPC including starting from a position of flexibility where flexible work is available to all employees by default. All roles can have some type of flexibility, with a starting point of three days in the office. The guiding principles also champion equity; flexible arrangements are available to all employees and can be used to support employees to balance paid work with for example parental and caring responsibilities and other work/life balance needs based on individual circumstances. The policy outlines options for flexible working including flexibility about when you work, where you work and how you work.
Evaluation of success
DPC has started to monitor the uptake of flexible working arrangements by all employees across the department. As at 30 June 2023, 72% of all employees had a formal flexible work plan and flexible work arrangements in place. Of those with formal flexible work arrangements in place, 66% were women and 34% were men. While DPC will continue to monitor the uptake of flexible work arrangements by employees across the department, the roll out of the flexible working policy and form is complete.
Responsible
People and Culture (Organisational Development)
Strategy
Continued provision of education and resources to support Executives and Managers to effectively support the transition from remote working to a flexible/hybrid working model.
Status
Complete
DPC has provided a range of education and resources to support Executives and Managers to effectively support employees to make the transition from remote working to flexible/hybrid working. This includes a Transition to New Ways of Working and Flexibility Toolkit which was developed in February 2022 to help aid discussions within teams/branches to design the ‘new normal’ way of working. Supporting tools and resources included Transition to New Ways of Working and Flexible Work quick guides. These guides focused on topics such as maintaining work-life balance in flexible and hybrid teams. DPC also engaged Transitioning Well Pty Ltd in April 2022 to deliver a ‘Hybrid Transition Ready webinar series’ for all employees as well as delivering an internal Masterclass for Managers on DPC's New Ways of Working and Flexible Work Toolkit.
Evaluation of success
DPC has provided a range of education and resources to support Executives and Managers to effectively support employees to make the transition from remote working to flexible/hybrid working including toolkits, supporting guidance, resources and webinars. A total of 88 employees attended the Transitioning Well Pty Ltd Hybrid Transition Ready webinar series in April 2022. A total of 15 employees attended the internal Masterclass for Managers on New Ways of Working and Flexible Work Toolkit in March 2022. While DPC will continue to promote flexible and hybrid ways of working, the planned activities related to this strategy are complete.
Responsible
People and Culture (Organisational Development)
Strategy
Monitor the uptake of flexible working and leave arrangements by gender and consider actions to increase uptake where required (as part of the annual workplace gender audit).
Status
Ongoing
DPC has started to monitor the uptake of flexible working arrangements by all employees across the department including by gender as part of the workplace gender audit every two years. As at 30 June 2023, 72% of all employees had a formal flexible work plan and flexible work arrangements in place. Of those with formal flexible work arrangements in place, 66% were women and 34% were men. DPC will continue to monitor the uptake of flexible work arrangements by employees across the department by gender, and consider actions to increase uptake where required; the data suggests there is a need to encourage more men to consider utilising formal flexible working arrangements.
Evaluation of success
With the introduction of the Flexible Working form in March 2022 and ability for DPC to monitor the uptake of flexible work arrangements by employees across the department by gender, DPC will consider actions to increase uptake of formal flexible work arrangements and report progress and evaluation of success against identified actions relating to this strategy in the 2025 progress report.
Responsible
People and Culture (Diversity & Inclusion)
Strategy
Support staff to manage work, family, and caring responsibilities through the ongoing provision of appropriate work/life balance information, resources, and programs.
Status
Ongoing
In September 2021, DPC established an Enablers Network to support people with disability in the workplace including carers of a person or people with disability. In June 2023 DPC reviewed its Guide to Parental Leave for Employees and Managers. This resource was designed to assist employees and managers through key stages of the parental leave process including preparing for parental leave, taking parental leave, and returning to work. DPC also continued to promote and offer its Parental Leave Transition Support Program during 2021-2023 which provides specialist coaching to support staff through the transition from being a 'worker' to 'parent' to 'working parent'.
Evaluation of success
DPC will continue to support staff to manage work, family, and caring responsibilities through the ongoing provision of appropriate work/life balance information, resources, and programs. DPC is currently undertaking an evaluation of its Parental Leave Transition Support Program. While much of the focus has been on supporting work/family responsibilities, DPC recognises the importance of supporting carers in the workplace. Further information on progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Organisational Development)
Strategy
Identify actions to support women’s equal access to career progression and development opportunities while on any form of extended leave (e.g. parental, carers, cultural) to help minimise disruptions to advancing their career.
Status
In progress
As part of the Fair Work Act’s National Employment Standards, DPC provides parents including women with opportunities to participate in workplace activities for up to 10 ‘Keeping in Touch’ days from the time they become the primary carer of a child until the end of the paid parental leave period. Women can use these 10 days to access career progression and development opportunities while on parental leave including participating in formal or on the job training; planning a meeting or planning day for their branch or department, or attending a conference. If unpaid parental leave is extended for an additional 12 months, women are entitled to take an additional 10 “Keeping in Touch” days.
Evaluation of success
DPC will continue to identify actions to support women’s equal access to career progression and development opportunities while on parental and other forms of extended leave. It will be important to assess the barriers women experience to advancing their career while on extended leave, the uptake and effectiveness of existing strategies and what other measures DPC can put in place to help minimise disruptions to women advancing their career. Further information on progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Organisational Development)
Updated