Blog

Can flexible working work for men?

December 7, 2016

Annabel Crabb in conversation with four men, each working flexible hours in various careers. What are the perceptions of men working flexible hours and how does this affect their careers, colleagues and family life?

WAF note: Key points mentioned here about the flexibility bias, how to eliminate them, and how to manage a flexible working workers – and finally flexibility is NOT only about reducing hours!

via the Australian Government’s  Workplace Gender Equality Agency

Tagged : Australia| Flexible Working| Gender| Media| Work-Life Balance

The more work-life balance we have the more we want

December 6, 2016

Leah Ruppanner, University of Melbourne

Workers in countries where shorter working hours are the norm are more likely to complain of poor work-life balance, according to our research recently published in the journal Social Forces.

David Maume and I explored the impact of legislated maximum working hours, now in place in most western industrialised countries, on work-family conflict. We included data for employees in 32 nations.

Read more »

Tagged : Work-Life Balance| Working Time

Do we really want to become Danes when it comes to childcare?

November 14, 2016

 

Ah, the Danish model of childcare. So much ink has been spilt over how great of a system it is, in terms of cost, quality as well as just the abundance/accessibility of it – and consequently how it really supports/allows mothers to get back to work after childbirth.

Yet we all know, we can’t all be Danes… or can we? Read more »

Tagged : Childcare| Europe| Family-Friendly Policy| inequality| United Kingdom| Work-Life Balance

Flexible working is making us work longer

August 18, 2016

Freedom is slavery. George Orwell, 1984.

Imagine if you could work whenever and wherever you wanted to. Would you work less and enjoy more time with family and friends? Or would you end up perpetually working, have work spill over into the rest of your life?

Many do not have to imagine what this freedom is like. Roughly a third of all employed workers in the UK have flexibility over their working hours and about a fifth of people work from home on occasion. Across the EU, about 17% of all employed workers have access to flexitime, which means their work start and finish times are flexible. Another 5% have full autonomy over when and how long they work.

Contrary to what you might expect, those with more control over their work schedule work more than those with less control. In fact, people have a tendency to work more overtime hours once they are allowed to work flexibly, compared to when they were not.

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Tagged : EU| Flexible Working| Flexitime| gender divide| Germany| overtime| paradox of autonomy| Schedule Control| UK| work longer

Flexible working: The way of the future? Think Kent Talk by Heejung Chung

December 14, 2015

The way we work has changed considerably in recent years with an increasing number of people gaining access to flexible working and more control over their work schedules. But in reality, has such flexibility given employees more freedom and autonomy?

Dr Heejung Chung explores the benefits of flexible working and the potential negative effects it can have for workers, especially in the context of increased competition, high unemployment and the decline of worker and union power.

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Tagged : consequences| flexible work| future| video

Art, Gender and Work-Life Balance: finding time from work for childcare, or from childcare to work?

September 24, 2015

For Working Families’ National Work Life Week, Jonathan Ward discuss how flexible work isn’t necessarily evenly experienced by both men and women in the cultural industries.

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Tagged : Childcare| Work Intensification| Work-Life Balance

Working Paper 1: The Provision of Flexitime

August 7, 2015

The Work, Autonomy, Flexibility and Work-Life Balance (WAF) Project today releases its first working paper by principal investigator Heejung Chung.

This paper examines the provision of flexitime in companies across a number of European countries. The results show that company composition, structure and agency factors all play a role in explaining the provision of flexitime. However, the factors explaining the provision of flexitime within each country are not necessarily the same as those explaining how companies provide it to employees.

Cross-national variance in the provision of flexitime in 2009 can be explained mostly through national level demand: female labour market participation rates, cultural norms on work, as well as the affluence of the country. This is a change from 2004, where the most important factors explaining the provision of flexitime were government efforts in providing family policy and the size of the public sector.

Overall, this paper shows that the more relevant factors in explaining why companies provide flexitime, especially as related to cross-national differences, seem to be based on the demand for such policies and the available resources to meet the demands.

You can download the full working paper here.

Tagged : Academic| Determinants| Europe| Flexitime| National Context

Helping men get work-life balance can help everyone

August 3, 2015

Laura Good, Deborah Towns and Jesse E. Olsen, from the Centre for Workplace Leadership at the University of Melbourne, discuss work-life balance, workplace gender inequality, and an innovative Australian programme to encourage more men to take-up flexible working arrangements.

Women’s increased participation in the labour force over the past 50 years has outpaced changes to work organisation and social attitudes. This is true for issues of work-life balance, which continue to polarise workers and managers.

But work-life balance and gender equality are not only women’s issues. They belong to men, too. Read more »

Tagged : Australia| Gender| Implementation| Stigma| Work-Life Balance
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