An Equality and Human Rights Commission (EHRC) Report has highlighted the tensions that British fathers experience in attempting to balance work and family. It touches on the lack of confidence of many fathers to request flexible working as they fear this would have a negative effect on their career as they could be perceived to be less committed to their organisation.

Andrea Murray, Acting Group Director of Strategy from the EHRC has stated:

Two-thirds of fathers see flexible working as an important benefit when looking for a new job. This highlights an opportunity for British businesses to use flexible working as an incentive for attracting and retaining the most talented of employees. [Such policies have been associated with] increased productivity, reduction in staff turnover, reduced training costs and an ability to respond better to customer requirements.

Questions

1 What are the longer-term implications of fathers not spending time with their children? Think of the impact this situation can have for both home life and organisations.

2 Imagine you are an human resources manager. Your organisation has well-developed policies on WLB initiatives and flexible working arrangements, but you are aware that the 'take-up' of these initiatives is much lower for male than female staff. You will head a group meeting to discuss ways to encourage all staff who might benefit from these initiatives to utilise them. What would be your main recommendations? What barriers could you envisage facing?