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.

Good communication and retention strategies will assist in alleviating most of these barriers. Providing support and tools to help employees' better plan and prepare for parental leave is increasingly recognised by employers as a critical part of encouraging and enabling parents to return to work. 

Previously employers focused their attention on providing employee monetary benefits such as subsidised childcare and financial incentives to lure parents back to work. However, these ‘benefits' are often not provided to employees until after the parental leave has commenced or once they have already returned to work.

The crucial difference between the conventional parental leave benefits offered by employers is an organisation's ability to develop an improved ‘follow up' approach or ‘checking in' process to assist the employee during pregnancy at work, and consider their return to work options prior to parental leave.  But it doesn't stop there.  During the parental leave absence, these employers are working hard to help the employee stay connected to the organisation. This makes returning to work a smoother transition for both employee and manager. The simple act of communication has the potential to transform an employee on leave weighing up their options into a loyal return-to-work employee - and they may return to work sooner.

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.

The release of the National Employment Standards in June 2008 supports the need for more formal processes around negotiating flexible working arrangements.

Kate Sykes is the founder and director of www.careermums.com.au - a jobs board and careers centre for parents returning to work. CareerMums is also a unique consultancy offering integrated solutions to address the challenges and opportunities for organisations in attracting and retaining working parents. Drawing on their knowledge of HR practices, career coaching, marketing, and training, CareerMums has assisted various organisations with their Working Parents Toolkit and Flexible Work Proposal Toolkit.