Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

Abstract

Much of the existing literature and research in the area of fathers' flexible work has been disciplinary specific, resulting in a fragmented understanding of the topic. The objective of this systematic review is to overcome some of the limitations of the existing body of literature by adopting an interdisciplinary approach and exploring the dominant themes in the literature across disciplines surrounding flexible working arrangements, including parental leave, for fathers. The content of 121 articles from the years 2008–2019 was analyzed using thematic synthesis to identify recurring themes, which resulted in the development of four top‐level themes—gender norms and ideals, a failure of policy, incompatible workplace norms and expectations, and social class and flexibility—and a primary theme, the invisible and stigmatized father in the workplace. The findings suggest that men's caring responsibilities need to become more visible in the workplace via changes to practice and policy.

The Division of Domestic Labor before and during the COVID‐19 Pandemic in Canada: Stagnation versus Shifts in Fathers’ Contributions

“…Smaller and more sporadic changes were observed if men sometimes worked at home and sometimes worked away from home. These patterns mirror research that shows that some fathers who work from home are more involved in childcare and housework relative to fathers who work outside of the home (Ewald et al 2020). Aligned with the "time availability" perspective (e.g., Bianchi et al 2000), we show that fathers' time availability is important, but also exposure to (new) needs in the family provides a map toward participation.…”

“…These patterns mirror research that shows that some fathers who work from home are more involved in childcare and housework relative to fathers who work outside of the home (Ewald et al. 2020). Aligned with the “time availability” perspective (e.g., Bianchi et al.…”

“…In contrast to rising unemployment, many individuals maintained employment through the beginning of the pandemic but transitioned to telecommuting from home. Such shifts are analogous to flexible work arrangements where workers are able to exert greater control over when, how, and where they work (Chung and van der Horst 2018; Ewald, Gilbert, and Huppatz 2020). Scholarship focused on the association between flexible or nonstandard work and domestic task sharing has produced mixed results.…”

Family‐supportive supervisor behaviour positively affects work behaviour and nonwork well‐being among men in long‐term care

“…This workforce segment has been overlooked in the family‐supportive supervisor behaviour literature, perhaps due to widespread misconceptions that women experience more challenges managing the work–nonwork interface (Shockley et al., 2017). Another potential explanation comes from research showing that men who seek work–nonwork balance through workplace support risk organisational penalties, face gender‐related stigmatization and are perceived as less masculine by male and female peers alike (Ewald, Gilbert, & Huppatz, 2020). Given that gender stereotypes and discrimination are persistent issues in the nursing profession, men in long‐term care may be reluctant to express a need or desire for family‐supportive workplace supports.…”

“…In Model 2 (Table 2) workplace support risk organisational penalties, face gender-related stigmatization and are perceived as less masculine by male and female peers alike (Ewald, Gilbert, & Huppatz, 2020). Given that gender stereotypes and discrimination are persistent issues in the nursing profession, men in long-term care may be reluctant to express a need or desire for family-supportive workplace supports.…”