Monthly Archives: October 2014

Interview with performHR: supporting working parents ‘creatively and flexibly’

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Vanessa Bulloch, Employee Relations Specialist at performHR

Vanessa Bulloch recently entered the Parents@Work competition: Be Our Guest at the AHRI Diversity and Inclusion Conference. Her submission was very good however the competition was tough and we awarded it to another contender. But we felt to offer Vanessa a platform to share a little more about what a great job her employer performHR do to support working parents.

Could you start by telling us about your role at performHR?

I am one of the Employee Relations Specialists. The role provides ER advice, support and deliverables to the performHR client base. The role is responsible for the timely execution of client deliverables, the identification of value add opportunities within the existing client base and to also mentor the HR Advisors and HR Business Partners in areas of IR and ER.

What are your personal strategies for juggling family and work commitments?

I would have to say planning and being organized, being open and honest with everyone, rolling with the punches, and not stressing over the things I can’t control.

What’s the best strategy you’ve heard another working parent use to achieve a work-life balance?

Taking up day care on their offering of giving your child breakfast if they arrive early J On a more serious note it would be the advice to squeeze time in for yourself. Something we so easily forget to do.

What is performHR’s vision for supporting working parents?

Supporting working parents is a fundamental for performHR. The business model was designed so it was conducive to flexibility. At performHR we aspire to maintain and challenge. We constantly revisit our own flexibility arrangements. In terms of vision, we demonstrate what is possible and lead the way with it. We are role models of what you want to do, and are forever challenging the norm around this and showing our clients.

What initiatives/programs does performHR have in place for working parents?

At performHR flexibility and the support for working parents is ingrained in our culture. For us, it is about awareness, as so many of us are working parents. We ensure we understand and respond to individual needs.

In an ideal world, what could big business/Government/society do to support working parents better?

I would have to say looking at jobs creatively and flexibly. Not all jobs have to be done by one person in a full time capacity.

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Workplace Gender Equality minimum reporting standards start now

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As of the 1st of October the new Workplace Gender Equality Agency (WGEA) reporting standards apply for all organisations with 500 or more employees.

What does this mean for relevant employers?

They must have a policy or strategy in place that specifically supports gender equality in relation to one, or more, of the following:

  • GEI 1 – gender composition of the workforce.
  • GEI 3 – equal remuneration between women and men.
  • GEI 4 – availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities.
  • GEI 6 – any other matters specified by the Minister: sex-based harassment and discrimination. [1]

What organisations are required to do to be compliant

For information and the essential resources an organisation requires in order to comply with the new standards click on the links below:

Parents@Work is happy to support you if you would like any additional help or assistance when reporting against the WGEA’s Gender Equality Indicators.



[1] Workplace Gender Equality Agency, What are minimum standards? Viewed 13 October 2014, https://www.wgea.gov.au/minimum-standards/what-are-minimum-standards

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Carers Week – The perfect time to celebrate the working carers & parents in your organisation

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How many carers do you have in your organisation? There are 2.7 million carers in Australia, which is about 12% of the population. This means it’s very likely a good portion of your employees are carers in some capacity.

“The chances are you personally are a carer, need a carer or know a carer” Carers Australia.[1]

Next week Carers Week will be celebrated from the 12th-18th of October. It’s the perfect time to learn more about the unpaid carers working in your organisation. A carer is anyone who provides ‘unpaid care and support to family members and friends who have a disability, mental illness, chronic condition, terminal illness, an alcohol or other drug issue or who are frail aged’ (Carers Australia).

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Working Mother Magazine’s best companies and their common thread – the art of disconnecting

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The Art of Disconnecting

Can you really ignore that late-night work email? At some Best Companies, the answer is an emphatic yes.

When employees at animal health products company Zoetis head home for the weekend, there’s one thing they don’t worry about: dealing with an email from the boss. CEO Juan Ramón Alaix has vowed not to send or respond to anything but an emergency message from Friday night through Sunday—and expects managers to follow his lead.

“It’s important to know how to make the most of technology without it intruding into your life,” says Roxanne Lagano, executive vice president and chief of human resources at the Florham Park, NJ–based company. She says Alaix’s declaration has had the desired effect of trickling down into every department of the company. “Unless it’s some sort of crisis, we really don’t email or make work calls over the weekend.” After all, she says, “we don’t want people to burn out.”

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