Who cares? the business benefits of carer-friendly policies

Patch, Adrian; Bevan, Stephen; Kettley, Polly

doi:10.7748/nm.4.3.26.s22

Cited by 9 publications

(9 citation statements)

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“…They were central to the individual balance sheet system in operation at Magnetics and Property. This lends some support to Bevan et al (1997)'s suggestion that family-friendly policies can be part of a new psychological contract between employers and employees. They can help build trust and signal to employees that their employer values them.…”

Section: Trust and Equitysupporting

confidence: 56%

“…In addition, government statements and encouragement for employers to embark on family-friendly policies have added a new imperative to this topic (DTI 1998;Home Office 1998). Surveys have shown the extent of some flexible arrangements (Forth et al 1997;Cully et al 1999), and some case studies have been carried out that describe the business consequences (Lewis and Lewis 1996;Bevan et al 1999). In this paper we consider some of the less researched issues about flexible or family-friendly arrangements.…”

Section: Introductionmentioning

confidence: 99%

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Flexible and Family‐Friendly Working Arrangements in UK‐Based SMEs: Business Cases

Dex

Scheibl

2001

Brit J Industrial Rel

159

172

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Interest in researching flexible working arrangements has been growing as such practices have been heralded as the way to reconcile or balance the increased pressures of work and family life. Relatively little attention has been paid to the experiences of flexible working arrangements in small and medium sized enterprises. We report the findings of empirical work on ten small and medium-sized enterprises and four larger organizations. The reasons for introducing particular flexible working arrangements in SMEs were explored. Our findings show that business case reasons were used when introducing flexible working arrangements in both SMEs and larger organizations, although in different ways. Copyright Blackwell Publishers Ltd/London School of Economics 2001.

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Section: Trust and Equitysupporting

confidence: 56%

Section: Introductionmentioning

confidence: 99%

Flexible and Family‐Friendly Working Arrangements in UK‐Based SMEs: Business Cases

Dex

Scheibl

2001

Brit J Industrial Rel

159

172

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“…The policy-espoused employer benefits of WLB provision (e.g., DTI and Scotland Office, 2000;DWP, 2010;IBEC, 2002; see also Employers for WLB, 2005) find some empirical support in academic studies, including: increased productivity (Bloom et al, 2011;Galinsky et al, 2008;Konrad and Mangel, 2000;Leighton and Gregory, 2011;Perry-Smith and Blum, 2000); improved employee retention (Bevan et al, 1999;Working Families, 2008b); improved recruitment (Seylor et al, 1993); decreased absenteeism (Baltes et al, 1999;Dalton and Mesch, 1990;Galinsky and Johnson, 1998;Halpern, 2005); decreased employee turnover (Batt and Valcour, 2003;Dex and Scheibl, 1999;Eaton, 2003;Glass and Riley, 1998); and improved financial performance (Whitehouse et al, 2007).…”

Section: Reframing the Wlb Research Agenda Around Regional Learning Amentioning

confidence: 99%

Work–Life ‘Balance’, Recession and the Gendered Limits to Learning and Innovation (Or, Why It Pays Employers To Care)

James

2013

Gender Work & Organization

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The everyday challenges faced by workers ‘struggling to juggle’ competing commitments of paid work, home and family remain stubbornly persistent and highly gendered. Reinforcing these problems, many employers regard work–life balance (WLB) provision as too costly. In response, this paper explores the learning and innovation advantages that can result from WLB provision in knowledge‐intensive firms, as part of a WLB ‘mutual gains’ research agenda. These synergies are explored through a case study of IT workers and firms in two high‐tech regional economies — Dublin, Ireland and Cambridge, UK — prior to (2006–8) and subsequent to (2010) the economic downturn. The results suggest that by making available the kinds of WLB arrangements identified by workers as offering meaningful reductions in gendered work–life conflicts, employers can also enhance the learning and innovation processes within and between firms, which are widely recognized as fundamental for firms' long‐term sustainable competitive advantage.

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“…The British participants were the most likely to evoke this as a justification which may be because the business case for gender equality and work-family support had been widely promulgated in the UK (Bevan et al, 1997). In Portugal and Ireland, where there had been less public discourse on the business case, work-family supports were more likely to be constructed as costs to employers, and favours rather than entitlements.…”

Section: The Social Case: Entitlement To Employer Support Because It mentioning

confidence: 99%

Sense of Entitlement to Support for the Reconciliation of Employment and Family Life

Lewis¹,

Smithson²

2001

Human Relations

151

150

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This article explores young European women and men’s expectations of support - from the state and employers - for reconciling paid employment and family life. It is based on a qualitative study employing focus groups with young women and men in Norway, Sweden, Portugal, Ireland and the UK. Drawing on the concept of sense of entitlement, derived from social justice theory, it was expected that the type of welfare state and ‘gender contract’ that young adults have experienced will influence their sense of entitlement to support for work and family life. Findings indicate that participants perceived their entitlement to state and employer support differently across national context. However this is moderated by gender, parental and occupational status, and particularly by awareness of provisions in other countries in the case of state support, while perceived entitlement to employer support varies according to the specific policy considered, gender and perception of benefits to employers. Some implications for public policy makers and employers are discussed.

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Who cares? the business benefits of carer-friendly policies

Cited by 9 publications

References 0 publications

Flexible and Family‐Friendly Working Arrangements in UK‐Based SMEs: Business Cases

Flexible and Family‐Friendly Working Arrangements in UK‐Based SMEs: Business Cases

Work–Life ‘Balance’, Recession and the Gendered Limits to Learning and Innovation (Or, Why It Pays Employers To Care)

Sense of Entitlement to Support for the Reconciliation of Employment and Family Life

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