Trade union involvement in work–family life balance: lessons from France

Abstract

This article explores the challenges faced by union involvement in work–family life balance. It draws on the French case, where the state’s explicit call for firms to address the work–family life balance issue, notably through mandatory collective bargaining, has provided opportunities for union mobilization. Findings from qualitative research conducted at branch and company levels show that this public strategy has failed to stimulate innovation in related union policy and practices, even within a relatively feminized and partnership-oriented confederation. The reasons for this failure are discussed using a theoretical framework combining opportunity structure, and voice and choice issues. The article concludes that union underinvestment in work–family life balance results from a lack of effectiveness of the opportunity structure, but also, more specifically, from voice and choice factors which lead union representatives to downplay the issues at stake in this new bargaining agenda.

Applying a gender lens to employment relations: Revitalisation, resistance and risks

“…Resistance in trade unions to the gendering of men is also evident. For example, Ravenswood and Markey (2011) found that trade unions in New Zealand did not see family-friendly policies to be relevant in male-dominated workplaces, and in France, Brochard and Letablier (2017) reveal how unions failed to grasp the opportunity to mobilise around work–family balance issues, despite a government call for action at the company level because unions continue to silo this into a women's issue.…”

Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

“…The theme of work–life balance has been the subject of an increasing number of agreements and plans (Brochard and Letablier ; Fatoux and Silvera ; Grésy et al . ).…”

“…The theme of work-life balance has been the subject of an increasing number of agreements and plans (Brochard and Letablier 2017;Fatoux and Silvera 2011;Grésy et al 2014). Particularly among larger companies, some thematic convergence may reflect the influence of state-supported business initiatives such as the Parenthood, Equality and Diversity charters promoted by leading French multinationals (see Ackrill et al 2017).…”

“…However, the two largest confederations (CFDT and CGT), in particular, have striven in recent years to prioritize gender and have feminized their leadership structures using quotas. Nevertheless, ambivalences remain, reflecting different confederal strategies regarding collective bargaining in general (see Gumbrell‐McCormick and Hyman ), and equality bargaining more specifically, because trade unions are often in a weak position in relation to employers at company level and feel ill‐equipped to complex issues affecting different groups of employees differently (Brochard and Letablier ).…”

“…However, the institutional actors in collective bargaining have varying degrees of commitment to tackling gender inequalities (Dickens 2000). Moreover, in the context of economic downturn, bargaining has been weakened as a regulatory mechanism (Milner and Gregory 2014;Bosch 2015;Brochard and Letablier 2017;Voss et al 2015).…”