“Workin’ nine to five, what a way to make a livin’.”
It’s been more than 40 years since this song topped the charts, and the movie 9 to 5 became an iconic cultural touchstone. The themes of the song, and the movie, resonated with audiences who related all too well to the experiences depicted in the film (although perhaps not the part about abducting their boss).
“It’s enough to drive you crazy if you let it.
Nine to five, yeah, they got you where they want you.
There’s a better life, and you dream about it, don’t you?”
Yes, we dreamed about that better life, and some of us were lucky to find it straight away. For others, it took some time to find the right employer who could provide the right flexible working arrangements.
But for a large portion of us, the chains of a nine-to-five workday in an office have only been broken in the last three to five years. The pandemic brought with it many terrible consequences, but it also brokered a new era of flexibility.
Employers have rewritten the lyrics of our professional lives. They listened, they adapted, and they have crafted policies that allow us to customize our schedules, harmonize work and personal responsibilities, and have created a vibrant work-life symphony.
As our working landscape continues to progress closer to that ‘better life’ Dolly sang about, we asked eight of our Endorsed Employers to share in their own words how their flexible working arrangements have evolved over the last five years. They also shared stories from women who have successfully navigated their personal and professional lives, thanks to the flexibility provided by these forward-thinking organizations.
Rheinmetall | Avanade | Accenture | The Star Entertainment Group | Nufarm | Cisco | Woolworths Group | Sandvik
Rheinmetall Defence Australia
Defence & emergency | 501-1,000 employees
How has the definition of flexible working evolved at your organization over the last five years?
Flexible working is now part of our DNA at Rheinmetall. We have had the opportunity to extend flexible work practices to all our employees. We operate in a remote working, hot desk environment, have flexible start and finish times, extra leave options and all employees work a 9-day fortnight.
Our flexible work options are tailored to an individual’s needs to ensure a positive work-life balance for all. Rheinmetall Defence Australia has evolved heavily in this space in the past few years and will continue to do so into the future.
Karrie Bishop (she/her), Early Careers Talent Partner at Rheinmetall Defence Australia.
“My number one priority is my family, so when I started working at Rheinmetall with my husband last year I was afraid I might have to make sacrifices to balance work and a busy family life.
Instead, I’ve been supported every step of the way.”
How do you work flexibly?
“Flexibility for me means part-time hours, working from home, sometimes working flexible hours or a split shift (dialling in from home in the mornings or afternoons) to fit in with school runs, and being able to take the time to watch the occasional sports carnival and music ensemble.
“Our nine-day fortnight is also very handy for keeping on top of life admin!”
How have flexible working arrangements helped you thrive in your career?
“I’m very passionate about the programs that I run, so getting the balance right means that I’m able to dedicate my whole self to my job when I’m at work and not worry about how we’re going to juggle the daily load of work and family life.
“It’s only been possible thanks to the understanding and trust we have from both our managers, and the great flexible working arrangements we have access to at Rheinmetall.”
Avanade
IT, digital, & online media services | 10,001+ employees
How has the definition of flexible working evolved at your organization over the last five years?
We’re challenging the status quo and designing a more sustainable way of working. The future of work @Avanade is about new ways of working.
With flexible work arrangements, our people have a real choice about when, where, and how to do their work, maintaining high performance and enabling positive work-life integration.
There is no ‘one size fits all’ in flexibility. That’s the whole point!
A flexible working culture means that Avanade and its leaders empower our people to work in a way that works with their life. Flexibility is a cultural shift from controlling tasks to trusting individuals to carry out their work unsupervised. We’re shifting from outputs to outcomes. This may mean working an alternative work week schedule, where you complete your hours in a non-traditional manner; or you may be splitting your time in early mornings and early evenings with a gap for personal time during the middle of the day.
The objective is to help you make the best of your work and your life, whatever that looks like for you.
In the last 2 years we’ve taken a proactive approach to flexibility, introducing informal flex, experimenting with the alternative work week, and creating the foundations to support a healthy, productive, remote work experience. We are actively shifting the equation of work, to ensure we’re supporting individual workstyles while balancing our business needs, by introducing more choice.
Effie Metaxas (she/her), Talent Acquisition and Integration Lead at Avanade Australia.
“Flexibility to work, when we’re at our most productive, is what makes Avanade an exceptional workplace. My role often requires me to attend very early and sometimes late-night calls and meetings.
“Avanade provides me with the trust and flexibility to manage my workload and time, to take my early morning calls and then step away for a bit, go for a run, or Pilates — without feeling guilty.”
Accenture
IT, digital & online media services | 5,001-10,000 employees
How has the definition of flexible working evolved at your organization over the last five years?
Today, the vast majority of our people are set up to securely work remotely in every country where Accenture operates. While remote working at this scale was never a choice, it has, for the most part, worked and fuelled access to greater flexibility for our people.
Our Flexible Work Arrangements Policy is centred around Accenture’s Truly Human ethos and our commitment to supporting the health and well-being of our people. The policy outlines the various ways Accenture can provide support to our people through Flex work options.
Some of the options available include flexible working hours, part-time work arrangements, working from home, remotely or a different office location and compressed work weeks.
To help improve the uptake, we’re developing a Truly Part-time Program which recognizes the need to create truly part-time roles which are sustainable and allow our people to succeed and thrive working flexibly.
Flexible ways of working have become more universally accepted, although we still have a way to go to ensure all types of flexibility can be accommodated and appropriately supported. By offering flexibility we believe we can contribute to a much broader goal of helping to make our society a more tolerant, accepting, and supportive place that values and encourages equality and diversity.
Jessica Pascoe (she/her), Technology Strategist Senior Manager at Accenture.
“I’m originally from the UK. I joined Accenture ten years ago through the graduate scheme in London in 2013. My husband, Will, and I moved over to Sydney with Accenture in 2017.
We currently live on the Central Coast and enjoy the laid-back, coastal lifestyle, with regular ocean swims and beach days as a family.”
How do you work flexibly?
“When our son James was born, I took a year of parental leave, a mixture of paid parental leave, annual leave, personal and carers leave and unpaid. Upon returning to work my leadership were supportive of me coming back on a flexible work arrangement of three days a week (Wednesday to Friday). After a year of this pattern, I increased my hours per week and now work shorter days on a Monday and Tuesday, working from 9am to 3pm, Wednesday is my non-working day, with normal 7.5-hour days on Thursday and Friday.
“My leadership team was incredibly supportive of whichever pattern I determined best worked for my family, helping me to find part-time roles that suited my arrangements.
“My husband, Will, also works for Accenture.
“He also works flexibly, working a compressed week, Monday to Thursday. This means he continues to work a full-time schedule but chooses to work longer days Monday to Thursday, so he can take Fridays off to spend with James; something he’s been able to do since his birth. Before moving to the compressed week, he was able to use his parental leave to work a four-day week.”
How have flexible working arrangements helped you thrive in your career?
“Moving to my new working pattern in January 2023 has made it slightly easier to find suitable client-facing roles as I’m still available most of the day on Mondays and Tuesdays for critical meetings, and most clients don’t notice my slightly earlier finish or see it as hindering my ability to meet their needs and expectations.
“Everyone’s situation is different, and the company tends to have policies that can help support. We’ve found that the key to making flexible working a success is to regularly communicate with your line manager, people lead, or leadership.
“In my experience Accenture is committed to supporting returning parents however they can. Nothing is set in stone, so if one arrangement isn’t working out, you can amend it, just make sure to communicate.”
The Star Entertainment Group
Hospitality & tourism | 5,001-10,000 employees
How has the definition of flexible working evolved at your organization over the last five years?
Historically, the tourism, hospitality, and entertainment industries have relied on traditional work arrangements due to the unique nature of the business. The Star, as one of Australia’s largest employers in the sector also followed this model. However, over the last five years, the company has transformed its approach to flexible working arrangements to attract and retain top talent and enhance overall team member satisfaction.
Table games careers at The Star demand strong people skills and offer flexible work schedules, providing skilled individuals with a dynamic work environment and opportunities to thrive in the gaming industry. The flexibility offered often serves as a drawcard for people from other industries, allowing them to transfer their expertize in customer-service or supervisory roles.
Operational roles have also embraced a more flexible approach with an increase in part-time roles, offering team members the choice of a two or three day week with chosen rostered days off.
The full-time employee operational roster model within Table Games has benefited from the introduction of a compressed working week, allowing the flexibility to work ten hour shifts instead of eight, making way for a four-day working week.
The increase in flexible work at The Star has paved the way for a progressive and inclusive work environment. Now, more and more operational team members at The Star (not just women) seize the opportunity to have flexible working arrangements that allow them to not only prioritize what’s most important in their lives, but also have a fulfilling career.
Danielle Scott (she/her), Table Games Gaming Manager at The Star Sydney.
Danielle’s arrangements have given her increased motivation and control over her time.
Danielle started working with the company in 2020. She works within a small team of seven as a Table Games Gaming Manager.
Thanks to The Star‘s flexible work arrangements, Danielle has secured a 10-hour morning shift with set days off on Wednesday, Thursday, and Friday, allowing her the required time to fulfill personal commitments.
This has given her increased motivation and control over her time, enabling her to schedule her week with certainty and ease of mind.
Liza Pillinger (she/her), Games Dealer / Floor Manager at The Star Gold Coast.
Liza can balance childcare commitments alongside her role.
Liza has been with the business since 2007. By working flexibly on weekdays, including typical day-shift hours (12:00-20:00) and structured 10:00 to 18:00 shifts, Liza can balance childcare commitments alongside her role.
This arrangement has supported her career by providing opportunities to participate in the workforce, promoting her wellbeing, offering a healthy work-life balance, and allowing her to develop interpersonal and technical skills.
Nufarm
Chemicals | 501-1,000 employees
Millie Elliston (she/her), Communications Manager at Nufarm Australia.
“Almost every aspect of my role is done flexibly in regard to both location and timing.”
Each day is different depending on meetings, work priorities, and any other priorities I have outside of work — mainly with my family.
I often work in shifts throughout the day as I have four primary school-aged children and live on our farm in the North-East of Victoria.
I normally get up quite early as I am the most productive early in the day. I check emails, complete some tasks, or sometimes have a meeting with Nufarm global team members as Nufarm’s global head office is here in Victoria. Then it’s typical parent jobs, getting breakfasts and lunches done and dropping the kids at the bus stop. After that I do my main shift of the day where I am Nufarm’s Communication Manager across Australia and New Zealand until it’s time to pick up the kids from the bus stop and help them with their homework.
Then it’s back to work for a bit until I am done for the day. To me, this is the true meaning of flexible working. My role demands some flexibility due to colleagues working in different time zones in both Australia and around the world, and that flexibility is then returned to me so that I can manage the needs of my children and occasional farm duties I may need to take on.
How have flexible working arrangements helped you thrive in your career?’
I have always been driven and wanted to pursue my career. However, I was torn for many years because when I started my career in media and communications almost 20 years ago, I was always told I would need to move to the city to ‘climb the corporate ladder’ because higher level roles weren’t located in the country.
I was still being told this until 2020. For me, that move just wasn’t an option. I grew up on a farm and am passionate about agriculture and was fortunate to get several good jobs based rurally over that time.
I really wanted to take the next step up and was looking for roles that suited my skills and passion and could work around mine and my family’s lives. I wanted a role that allowed me to “come as you are”, which Nufarm embraces.
I saw the role at Nufarm and in my first interview was very open about my desire to work remotely, but travel as needed, and have hands-on involvement. And never once did they see that as an obstacle. The way they see their staff allows them to ‘unearth the possibilities’.
There is a real understanding and value of work-life balance and there is no exclusion for remote workers. I am invited to events and training and made to feel as much part of the team as anyone else employed at Nufarm.
Cisco
IT, digital & online media services | 1,001-5,000 employees
Kim Gascoigne (she/her) – Diversity & Inclusion Leader at Cisco ANZ
“As a mother of a child who has medical complications, one of the main advantages of flexible working arrangements is improved work-life balance.”
Flexible working has allowed me greater control over my work schedule and locations where I can work from. I have a lot of appointments I need to take my daughter to, and the added stress of running a house, having a partner, and just general life as a woman.
Having the ability and trust of my manager to be able to choose my own schedule, I no longer feel like I need to sit in an office all day on video calls and love going into the office to collaborate and meet with people face to face. I have the balance I need that has reduced stress in my life and I no longer feel like I am heading towards burnout and letting people down.
I would say it has improved my overall job satisfaction and mental health. Having the ability to work in a hybrid way is having an impact on how I work, and I am thriving in my career because I am empowered to.
How has the definition of flexible working evolved at your organization over the last five years?
At Cisco, we have always had the flexibility to work remotely for as long as I can remember.
Going back to ‘the old way’ of doing things is no longer an option as we move forward in the hybrid work era, especially after two years of positive outcomes for employees and employers alike.
I believe when employees are given the freedom to work in a way that suits them best, they are more likely to be motivated and committed to their work.
In today’s competitive job market, offering flexible working arrangements can be a key differentiator that sets employers apart from their competitors. By offering these arrangements, employers can demonstrate that they value their employees’ work-life balance and are committed to creating a positive work environment.
Flexible working arrangements can also have benefits for the environment. When employees work from home or other remote locations, employers can reduce the need for commuting, which can help to reduce carbon emissions and improve air quality.
Flexible working arrangements are becoming increasingly important in today’s modern workplace. By providing employees with greater control over their work schedules and locations, employers can improve work-life balance, increase productivity and engagement, attract, and retain top talent, and contribute to a more sustainable environment.
Woolworths Group
Retail & fashion | 5,001-10,000 employees
Megna Murali, Customer Analytics Manager at Big W (Woolworths Group)
“The main thing is the level of trust.”
Trust from the beginning. Often when you join a new company, you have to build that trust and prove you’re not ‘slacking off’. At Woolworths, there was clear accountability and they trusted me. There was support to do my job the way I wanted right from the beginning.
Woolworths Group are good at leading by example. It’s one thing to say ‘we support flexibility and diversity’ but it becomes obvious very quickly if it’s something that’s said but not practiced. Seeing my manager and the senior leadership across Woolworths really live these values has been important.
It takes clear communication to work well. Woolworths Group are good at communicating the flexible working policy to new hires so they can understand the expectations and benefits and get the most out of it.
Sandvik
Manufacturing & operations | 1,001-5,000 employees
How has the definition of flexible working evolved at your organization over the last five years?
At Sandvik, we are always looking at ways to provide better support to our people and to close the gender employment gap. We see that flexible working is one solution to help us achieve this.
We know that flexible work is dynamic and multifaceted. This means that we have been motivated to support our people with more flexible working opportunities. Over the last five years we have evolved from a structured approach to work schedules where most of the work was performed at the workplace, to now encouraging more flexible working times under a hybrid approach which supports our employees in managing their personal and professional lives in a way that suits them.
Where this is not possible, we look for flexible work opportunities through arrangements that suit individual teams.
This means that our approach to flexibility has flourished to help individuals or teams to refine their own flexible work experience. We believe that this approach better caters for diverse individual needs and life situations.
We are excited by our approach, committed to creating a workplace that works for everyone and always working in the best interests of the business and our customers.
“Throughout my whole career with Sandvik I have been supported by my manager to work a flexible roster, adjusting my hours as needed whether this was a change to the whole of my roster or on a day-to-day basis as needs arose.
“I originally started working flexibly four days a week but have recently compressed full-time work into a nine-day fortnight to align with my changing needs and goals at this point in my personal life and career.
“This mutual commitment between my manager and myself to my work arrangement provides me with a strong sense of loyalty to my role and empowers me to easily navigate work commitments, events, and life commitments including spending more time with my young daughter without compromising advancement in my career.
“This is important to me as this could have been a barrier to my career otherwise due to the nature of my role. My role comes with a full-time workload however I can fit hours of work in at times that suit me through these flexible arrangements, which also includes the ability to work from home.
“Time that I would have typically used to commute can now be used to complete work, offering me the opportunity to still have a day off each fortnight without compromising my personal time with my family.”
