Job sharing: driving workforce gender equity

Job sharing: driving workforce gender equity
This case study was provied by the Queensland Department of Education Challenge The Department of Education (the department) fosters an inclusive and high performing workplace culture that is responsive to current and future education needs to ensure every student succeeds. The department supports upward of 570,000 students across more than 1,200 state primary, secondary and special schools employing 53,000+ teachers. 96 percent of the department’s 90,000+ workforce are in front-line roles dispersed across seven regions. 21 percent of all staff in the department are men and, prior to COVID-19, were 6 percent less likely than women to access or use flexible work arrangements. The general perception is that job sharing is for women returning from parental leave. Job sharing is often perceived as problematic due to difficulties in finding suitable partners as well as a lack of process and knowledge about managing job sharing arrangements. The onus traditionally has been on employees to find suitable job-sharing partners across a geographically distributed workforce of 90,000 +. With the ongoing focus on attraction and retention of employees, the department needs to continue to position itself as an inclusive employer of choice. Offering flexible work arrangements, including job sharing, is a key strategy to retain valuable teaching staff, increase job satisfaction and provide unique opportunities to students. Strategy The department’s approach to inclusion and diversity – the We All Belong framework – was launched in 2018 to grow together as an organisation, valuing and embracing the different skills, knowledge and experiences each of our staff brings to our work. Students who feel they belong, are understood, and have role models like them,...