There are Five Levels:

Leadership, including:

• The extent to which senior managers are committed to flexibility;
• The extent to which senior managers portray a "flexible" role model;
• Whether senior managers are accountable for flexibility and gender equity outcomes; and
• Integration of flexibility issues with mainstream business planning and measurement.

Systems and Policies, including:

• The range of flexible work options available; and
• Details of when, where and how job structures and careers are designed.

Work Practices and Expectations, including:

• The extent to which employees perceive they have control over how, when and where their work is conducted;
• Flexibility in career paths; and
• Alignment of performance appraisal systems with flexible work options.

Culture, including:

• The extent to which there is support for flexibility initiatives;
• Take up rates and general acceptance of the value of flexibility initiatives; and
• The extent of supervisory and workgroup support.

Organisational Indicators, including:

• A gender analysis of the organisation’s workforce in terms of job level, age, demographic characteristics and the utilisation of flexible work options.