Recent changes allowing for direct negotiation of work conditions between managers and staff will make it easier to negotiate such things as moving from full to part-time hours, flexitime or work from home, as well as use of the dependent care allowance and nanny network provisions. In addition, a new project-based work structure enhances a culture of evaluating output by objectives, rather than the number of hours worked. Group general manager Paul Glucina says that the science and technology fields require knowledge workers who need to think creatively, and meeting their work and family needs frees their minds up for that purpose. Also, given lifestyle rather than pay is the draw card New Zealand offers, good work and family policies can act as an important international recruitment tool for the organisation. This shows for example, that 53 staff members have used parental leave since 1992, with 87 per cent returning from parental leave.
Staff are happy with the policies.
I have had parental leave for two children and returned to work on both occasions on a part time basis. As my husband also worked for HortResearch, we were able to swap around which days and hours we worked to suit particular project requirements. I have found that my supervisors have been supportive of my requirements and my work has been able to fit in well and successfully. The culture of the Postharvest group for as long as I have been here has always been supportive of balancing work and family. The judges were pleased to see HortResearch offered work and family services outside the main areas, and noted the extent of flexibility available to staff.