But he is in the minority, with most workplace flexibility options being taken up by women.
A recent Bain & Company study, ‘The Power of flexibility: A key enabler to boost gender parity and employee engagement’ found that 60% of men surveyed are, have or want to work flexibly. But uptake is not reflective of demand.
Men are also twice as likely as women to have their request for flexible working denied.
Rebecca Pickering, General Manager Integrated Operations at Origin says that when both men and women access flexible working arrangements, the diversity of the whole organisation is improved.
“By encouraging men and women to take advantage of flexible work options at Origin we’ve been able to create opportunities for both genders to step into new roles and responsibilities,” Rebecca explains.
“This helps to create a more diverse workplace in terms of people, thought and ideas which in turn drives innovation."
“Our employee engagement scores also show that workplace flexibility is highly valued by our employees, which means we are able to attract and retain the best talent and increase our productivity.”
Origin is challenging itself to move to an ‘all roles flex’ approach, tackling making forms of flexibility available to traditionally non-flexible rostered and fly-in fly-out roles.
And at Origin, more men like Dave are taking advantage of the workplace flexibility options.
Watch the video below to hear how he, his Manager and team mates have made workplace flexibility work for him. And learn how regular, early conversations and trust and accountability have been important to that success.
Dave West – Lead Engineer Gathering Networks
Flexibility in his start and finish time means Dave West gets more time at home to care for his daughter while ensuring he has the opportunity to pursue his career.