Inhalt: "Der folgende Artikel beruht vor allem auf Erfahrungen der Autorin als Programmdirektorin des 'Work-Life & Diversity Councils' von Conference Board Europe. Dies ist eine Arbeitsgruppe von Personalverantwortlichen aus etwa 30 multinationalen, in Europa tätigen Firmen, die sich dreimal im Jahr über diese Themen austauschen. Der zweite wichtige Erfahrungshintergrund ist der Umgang mit den Personalabteilungen von etwa 150 Firmen in ganz Deutschland, die Kunden des Familienservice sind - einer Agentur zur Unterstützung von Firmen-Mitarbeitern in Fragen des privaten Lebens. Ferner sind Erfahrungen aus zahlreichen Gesprächen mit Betriebsräten und aus Podiumsdiskussionen mit Gewerkschaftsvertretern und Vertreterinnen der Frauenbewegung eingegangen. Wenn im Folgenden von Gewerkschaften die Rede ist, so bedeutet das nicht, dass jeweils die aktuelle Beschlusslage angesprochen wird, sondern Haltungen, die unter aktiven Vertretern weit verbreitet sind." (Autorenreferat)
Inhalt: "Many companies have implemented programmes for a better work-life-balance over the past years. In the beginning, these programmes were aimed primarily at women with small children. In time, the scope was expanded, e.g., to single employees, fathers and senior workers, and the new terminology of 'diversity' andlor 'inclusion' emerged. These developments were caused by a changing workforce (higher numbers of working women and older workers) and new market demands. Companies usually prefer to offer external solutions like childcare, but changes in the corporate culture, especially with regard to the long-hours culture, are also necessary. Corporate diversity policies are often seen critically by the public. Offers to work part time are considered as career-blockers whereas tele-working is perceived as having the potential to erode private lives. In general, diversity policies are considered as tools for aggravated self-exploitation. It is said that the new attractive work environments lure workers into focusing on their work instead of taking care of their private obligations. Instead of promoting such policies, clear demarcations between work and private life and clear restrictions on working hours are often seen as desirable. In this context the book, 'The time bind: when work becomes home and home becomes work' by Arie Hochschild, was very favourably received because it was a harsh critique of the work-life policies of an American Corporation. The author argues that corporate programmes are still insufficient and that the long-hours culture even continues to worsen in many companies. However, this problem cannot be resolved by returning to the former separation of work and private life. Rather, it is necessary to develop effective work-life management tools in an increasingly harsh work environment, to create new rules and boundaries in the age of the intemet and to constantly review and reduce work-loads. Companies should not become less attractive but the private sphere must be supported more effectively. This requires sufficient time, but also enough opportunities for childcare, eldercare, etc.. The road to a better work-life-balance will require that the employment of both men and women be considered normal, and that both companies and local communities sincerely respect and support this very fact." (author's abstract)
Schlagwörter:Personalpolitik; Familie; Familienpolitik; Arbeitszeit; Arbeitszeitflexibilität; Familie-Beruf
CEWS Kategorie:Vereinbarkeit Familie-Beruf
Dokumenttyp:Zeitschriftenaufsatz