Workplace Flexibility And Diversity
Workplace flexibility and diversity programmes are normally reported on uptake. The more revealing number is the gap between who asks and who is approved.
Most organisations have never run it. Break flexible work requests down by team, by level and by manager, and compare requested against approved. Patterns appear quickly.
Approval rates that vary sharply by manager rather than by role. Requests concentrated in one part of the business and absent in another, which usually means people elsewhere know not to ask. Senior roles where flexibility is available informally but never formally recorded, which leaves it dependent on goodwill.
That last one matters most for diversity outcomes. Where flexibility exists only as an informal favour, it disappears the moment a manager changes, and the people who relied on it leave.
The Fair Work Ombudsman covers the request process. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s diversity and flexibility course and diversity, equity and inclusion course.
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