ANZ understands that the workforce is changing and business must adapt. A skills shortage is on our doorstep, baby boomers are leaving the workforce, Generation Y is choosy and working parents want to share family responsibilities.
Our experience is that flexibility makes good business sense. Research has found it helps retain talented employees, reduces absenteeism, improves customer service and retention, and enhances employee productivity and performance.
Our employee engagement and culture surveys have also consistently shown that employees desire better balance between their work and home life.
Shane Freeman, our Group General Manager of People Capital and Breakout, says initiatives to make flexibility a standard way of working are essential.
'In the 1980s and 1990s it was all about workers being flexible for companies; now it's about companies being flexible for workers.'
'Our flexibility strategy has been designed to deliver a more inclusive work environment, improved career opportunities and work-life balance, enhanced employment, a distinctive brand and great business results,' he said.
EXPERIENCES OF FLEXIBILITY AT ANZ
ANZ offers a range of flexible work arrangements including flexible working hours, working offsite, job sharing, extended unpaid leave and guaranteed part-time work for employees aged 55 and over.
Research conducted with employees in 2007 found that just over half of respondents benefited from flexible arrangements in the past year. However, it found a gap between employees who would like to access flexibility and those who are able to do so - 15% of respondents said they had seriously considered leaving ANZ due to a lack of flexibility.
The survey found that effective implementation of flexibility initiatives makes a positive difference to an employee's engagement, trust and personal wellbeing.
In 2006/2007 a My Flexibility pilot with 1,200 employees found that overall satisfaction levels with flexible work practices were high across all Divisions. It found the most popular practices are flexible start and finish times, multiple arrangements like working part-time and working off site, flexible work locations and flexible hours across a week.
Many employees commented on their positive experiences and attitudes towards work when the work-life balance was improved. They also reported greater productivity when free to determine their own work schedule.
Simon Nowakowski, an EFT Fraud Investigation Officer in ANZ's Personal Division, was able to adjust his working hours to allow him one day off a week, while still working full-time: 'It means I have more of a personal life. I live a good distance from work and with not having to travel five days, I save time and money.'
ADDRESSING THE CHALLENGES OF FLEXIBILITY
The pilot also identified the challenges of workplace flexibility initiatives. In particular, a lack of employee coverage and perceived difficulty in some customer-facing roles, a narrow or rigid view of flexibility in some areas of ANZ and administration and technological constraints.
Internal communication and cultural change programs and administration and technological solutions are being implemented to address the challenges identified in our research.
We also consulted key stakeholder groups on the topic of work-life balance at our People and Employment Forum in July 2007. The feedback will be used to further develop our flexible work policies and systems and to address the gap between employees who would like to access flexibility and those who are able to do so.
My Flexibility is being rolled out globally across ANZ business units from late 2007.
| EMPLOYEES THAT AGREED OR STRONGLY AGREED WITH THE FOLLOWING STATEMENTS*: | |
|---|---|
| Leave arrangements flexible to enable me to handle important family/personal issues | 83% |
| Satisfied with flexibility in hours | 76% |
| Job allows flexibility I need to meet my work and family/personal commitments | 78% |
* According to 2007 My Flexibility Survey
