Flexible Working Arrangements: From Work–Life to Gender Equity Policies

Abstract

This article discusses the social and psychological cases for gender equity and for policies and practices to support the integration of work and non-work life. As the implementation of flexible working arrangements (FWAs) is influenced by public policy provisions, it considers the regulatory background from a European/UK perspective before going on to consider the types of “work–life” policies or FWAs introduced in organizations. Furthermore, the article discusses the impact and effectiveness of these policies and residual barriers to their success. Such outcomes include wellbeing and perceived organizational justice, as well as organizational learning and other organizational issues. The article finally demonstrates the interrelationships between individual and workplace outcomes, emphasizing the limitations of policy alone and the importance of implementation and practice.

The good, the bad, and the ugly of implicit bias

“…Such change will require a suite of comprehensive interventions designed to improve pay equity, 13 facilitate more equitable and transparent hiring and promotion practices, 13 expand mentorship opportunities for women, 8 and inform changes to parental leave legislation, 14 childcare policies, 14 and flexible work arrangements. 15 Such actions have been successfully implemented in academic institutions internationally with evidence to support their benefit for women. For example, multiple institutions have implemented flexible work policies designed to support employees with family responsibilities, resulting in reduced work-life conflict.…”

“…For example, multiple institutions have implemented flexible work policies designed to support employees with family responsibilities, resulting in reduced work-life conflict. 15 Organisations might also support participatory initiatives, leveraging the knowledge and experiences of a diverse and representative group of employees, particularly women, in the development and evaluation of institutional interventions and initiatives. For instance, Grada and colleagues 8 showed that involving women academics in the development and redesign of organisational policies and programmes helped to challenge the individualistic and masculinised meritocracy of the institution, promoting more inclusive measures of success.…”