Australians are experiencing difficulty in managing work and family life. Australian Bureau of Statistics figures released in May tells us that in the three years to November 2009, the number of workers who negotiated an agreement for flexible hours with employers – either formally or informally – fell from 40% to approximately 30%.
Recent government initiatives such as the ‘Fresh Ideas for Work and Family Program’ have helped some businesses and organisations work towards managing these difficulties, however challenges are still being faced by many business owners and employees.
Many employees, both female and male, have family and child care responsibilities. Family friendly workplaces have provisions in place to enable these employees to meet both their family and work commitments.
It is being found that a family friendly workplace culture must include the experiences and attitudes of men. As long as family responsibilities are assumed as the main concern of women only, men will continue to be seen as the secondary parent and women will continue to face inequity in the workplace on the basis of their sex and family responsibilities. Encouraging men to be involved in sharing care right from the beginning of children’s lives is an important part of supporting shared care and moving towards equality.
Women are often left prioritising paid work and parenting, leaving themselves with little time for other areas important to them for their health and wellbeing. Women are willing to avoid poor outcomes for their children, family and employers at a cost to them, certainly not the work life balance we are striving to achieve.
Having family friendly work practices may mean dealing with current workplace attitudes about men and women’s roles in both the family and paid work. These attitudes may be held by executives or key stakeholders in the business or organisation and can create many hurdles to implementing change. As long as men feel that using family-friendly policies will damage their career prospects, women will feel the most pressure to use these policies and sacrifice their personal and career aspirations. For women, there is a cost to their career opportunities and for men there is a cost to the relationship and bond with their children and family.
Family friendly workplaces make good business sense because they help to:
• attract and retain employees;
• reduce sick leave and absenteeism;
• increase staff morale, commitment and productivity; and
• promote a positive public image.

Experts indicate that there are several distinctive qualities that are evident in a business that fosters a healthy work-life balance. These include:
• Active role models of policies and practises at all levels;
• Excellent communication methods;
• Enjoyable work environments;
• Performance assessed on work contribution;
• Recognition of the employee as a "whole person" with their roles outside the workplace valued and respected;
• Creativity, innovation and informed risk are encouraged, supported and rewarded;
• High levels of trust between managers and employees; and
• Upward and downward communication and feedback.

Contact: Kirsty O’Callaghan
Business: Unity-Qld
Phone: +61 (0) 402 889 648
Website: www.unity-qld.com.au