DCA’s Inclusion@Work Index 2023–2024 data illustrates that workers using flex are just as innovative, hard-working, and effective as those not using flex (see the Profit and Performance section for more information).
Despite this, stigmas associated with accessing flex remain. For example:
- workers using flexible working options continue to experience more exclusion than non-flex workers
- use of flex remains much higher for workers from marginalised backgrounds, especially for carers and women.
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- A note on language: Gender binary. We recognise that some people’s gender experiences and identities cannot be captured by binary language. However, we use it in this section. Even though we recognise that neither sex nor gender exist in binary categories, these categories have very real effects and sometimes binary language is necessary to convey the gendered nature and dynamics of our society.
- DCA’s Inclusion@Work Index 2023-2024
- Diversity Council Australia, Findings drawn from DCA’s 2023–2024 Inclusion@Work Index data set, Sydney, Diversity Council Australia, 2024.
- McKinsey & Company, WGEA, Business Council of Australia (2018), Women in Leadership: Lessons from Australian companies leading the way, p. 14
- WGEA (2019), Building Workplace flexibility strategy, p. 4
- M. Sanders, J. Zeng, M. Hellicar and K. Fagg (2016), “The Power of Flexibility: A Key Enabler to Boost Gender Parity and Employee Engagement” Bain & Company
- Diversity Council Australia, Findings drawn from DCA’s 2023–2024 Inclusion@Work Index data set, Sydney, Diversity Council Australia, 2024.
- M. Sanders, J. Zeng, M. Hellicar and K. Fagg (2016), “The Power of Flexibility: A Key Enabler to Boost Gender Parity and Employee Engagement” Bain & Company