Making flexibility work should not be the sole responsibility of the employer. Employees should be provided with a business case proposal that prompts them to think about issues such as work gaps as a result of reduced hours, and the impact it will have on clients, team members, and the organisation. 

Research shows that it's not just the traditional students and working parents that are demanding workplace flexibility; generation Y through to Baby Boomers want more time in their busy life schedules to pursue other interests apart from work. This has led to an increase in organisations adjusting their workplace policies to specifically and separately address flexible workplace arrangements. What is sometimes missing is the acknowledgement that students, generation Y, working parents and baby boomers are all at different life stages and there are subtle differences in the needs, challenges and requirements of each group.

Let's consider women returning to work. Most women, after they have children, want to return to work. The top three drivers include income, social interaction with adults, and career goals.  Conversely, the top three barriers to returning to work are the lack of flexible roles, the cost of child care, and a lack of self confidence.