For almost 20 years I have worked in financial services and professional services. I am also mum to Ben (6 yrs) and Abbey (2yrs). I have been the main breadwinner for my family the past 7 years. What I share today is one person's experience but I think the themes are common to the experiences of many women (and men) across many industries. We are in still in the first or maybe for some second generation of flexible work for most organisations. We have a lot to learn, but essentially I am cautiously optimistic about the ability to bring greater flexibility to the workplace.

Why am I optimistic? Over the last 20 years, in one generation (the length of my own working life), I can see how far we have come in terms of opportunities around work/life issue. I also look around and see the challenges and barriers regarding flexibility in my workplace for different business models and see how far we have to go.

I am yet to see a critical mass of women in very senior roles who say that there roles could readily be structured as part-time work, especially if they are in client facing roles or on senior leadership teams. Many women with children who take on the big roles, have a secret weapon - flexible husbands. This is true in my own case, my husband is self employed, and works largely from home.

It seems dual career families are still very difficult. Many couples agree or evolve arrangements where one has a "full-on" fulltime career the other has the more flexible or less demanding work structure. Is this just inverting the traditional family and economic structures. I don't know if this is a satisfactory solution more broadly speaking, but it's one which works for my family.

I am cautiously optimistic about how far we have come on the issue of flexibility because of personal experience. Through my career at two very different employers, I have benefited from being able to access flexible working arrangements, working from home, emergency childcare, paid parental leave, and swap pay for leave (to have 7 weeks annual leave to help cover school holidays).

I may work a 50 or 60 hours week, but I am now on a "flexible fulltime" arrangement. This means that some days I can arrive around 9 am having done the daycare drop off.  Other days (usually 2 days per week) I leave at 5.00pm to get home for dinner and log on again from 8.00-11.00pm. I also work from home on Tuesdays thanks to our IT systems and enjoy the weekly ritual of having pancakes for breakfast with Ben at the local café or taking Abbey to swimming lessons.

Through my blackberry I can keep in touch and keep on top of stuff no matter where I am. If needed, I do a few hours on Sunday night to get ready for the week ahead, but I still make sure I see Grey's Anatomy each week! It's my choice. 

It is possible because I work in a culture which supports flexibility and is focused on performance and outcomes, not whether I am at my desk.

Kate Rimer joined Mallesons as Executive Director, People and Development in 2004, Prior to joining Mallesons, Kate worked at AMP for almost seven years and has previously worked at Allens Arthur Robinson and Westpac. Kate has a degree in education from the Australian Catholic University and a Master of Commerce (HR Management) from UNSW and two young children.

Ms Rimer presented these ideas at the 20th annual Women, Management and Employment Relations Conference, held in Sydney in July.