Economic benefits
- Support of customer needs through a range of delivery mechanisms across multiple channels.
- Improved employment in regional Queensland as location-agnostic roles enable regional workforce participation.
- Reduced employee transport and accommodation costs.
Engagement and productivity
- Improved job satisfaction leads greater discretionary effort, higher work output and employee retention.
- Reduced absenteeism as people have options when managing personal commitments.
Supporting business continuity and agility
- Improved business continuity and risk management as through agile teams.
- Ability to align and respond swiftly to changing priorities.
- Leverages the full capacity of the workforce.
- Ability to collaborate and connect better than ever before across the vast regional and remote corners of the State through rapid advances in technology.
Attraction and retention
- Enhanced employee value proposition as beyond compensation, the ability to work from home or remotely is a top consideration for applicants across most industries.
- The opportunity to attract people from geographically dispersed areas to roles.
Inclusion and diversity
- Significant benefits and greater options for employees who live with disability in managing work, health and wellbeing as identified in the Thriving at work, growing a career report .
- Reduced gender pay gap as normalising flexible working for all types of roles helps break the association between working flexibly and stalled careers. It supports sharing of caring responsibilities and parents in returning to work.
- Better ability to provide domestic and family violence support to affected employees.
- Enhanced cultural safety for Aboriginal and Torres Strait Islander employees through better support of cultural needs and obligations.
- Recognition and respect for the responsibilities that culturally and linguistically diverse employees may have outside of their paid work, including cultural or religious responsibilities, and community and family care responsibilities.
- Engagement of older employees working towards and beyond retirement age.
- Increased workforce participation of traditionally under-employed or under-represented diversity groups.