ABSTRACT
Although the language of arts organisations is full of the imagery of "families" they aren’t always good for families. There’s evidence in UK workplaces that family-friendly management has a positive impact on productivity and quality but not necessarily on turnover and absenteeism. In Australia, the idea of flexible work arrangements is more than symbolic; it’s built into legislation as one of the country’s National Employment Standards. Examples of flexible working arrangements include changes to hours, patterns and locations of work. Other examples of flexible working arrangements can include: job-sharing, flexi-time, staggered hours, compressed hours, part-year working or term-time working, annualised hours, teleworking/homeworking, shift swapping, self-rostering, and career-breaks/sabbaticals. Some aspects of the work that takes place in arts and cultural organisations are open to such arrangements but much is not.
