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Firms' Contribution to the Reconciliation between Work and Family Life

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  • John M. Evans
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    Abstract

    One of the most striking, long-term trends in the labour market has been the increase in the proportion of parents at work. This has been reflected in the increase in the proportion of dual-earner couple families and of lone-parent families where the parent is working. A growing proportion of the workforces of firms is thus heavily involved in family life and responsibilities, in addition to their jobs. The way in which the working arrangements in firms adapt in response to these changes is of crucial importance for the work/family reconciliation. Whatever government policies are put in place, the detailed aspects of the reconciliation are worked out at the level of the workplace, and the job. This paper provides an international comparison of these “family-friendly” work arrangements voluntarily introduced by firms, and discusses some of the factors which might influence and encourage their development. Detailed information on family-friendly arrangements in enterprises is ... L’une des tendances sur longue période les plus marquantes touchant l’évolution du marché du travail est l’augmentation de la proportion de parents qui travaillent. Elle se traduit par le poids croissant des ménages bi-actifs avec enfants et des familles monoparentales dont le parent travaille. Les enterprises comptent donc parmi leur personnel de plus en plus de personnes qui s’investissent beaucoup dans leur vie familiale tout en exerçant une activité professionnelle. La façon dont les entreprises s’organisent face à ces évolutions revêt une importance cruciale pour la conciliation de la vie professionnelle et de la vie familiale. Quels que soient les dispositifs mis en place par les pouvoirs publics, leurs conditions précises de mise en œuvre sont définies au niveau de l’entreprise et du poste de travail. Ce document présente une comparaison internationale des dispositifs “favorables à la famille” volontairement introduits par les entreprises, et s’intéresse à quelques-uns des ...

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    Bibliographic Info

    Paper provided by OECD Publishing in its series OECD Labour Market and Social Policy Occasional Papers with number 48.

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    Date of creation: 28 Feb 2001
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    Handle: RePEc:oec:elsaaa:48-en

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    1. repec:ese:iserwp:2005-25 is not listed on IDEAS
    2. Arulampalam, Wiji & Booth, Alison L. & Bryan, Mark L., 2004. "Is There a Glass Ceiling over Europe? Exploring the Gender Pay Gap across the Wages Distribution," IZA Discussion Papers 1373, Institute for the Study of Labor (IZA).
    3. Glenda Strachan & John Burgess, 2001. "Will Deregulating the Labor Market in Australia Improve the Employment COnditions of Women?," Feminist Economics, Taylor & Francis Journals, vol. 7(2), pages 53-76.
    4. Michaud, Pierre-Carl & Tatsiramos, Konstantinos, 2005. "Employment Dynamics of Married Women in Europe," IZA Discussion Papers 1706, Institute for the Study of Labor (IZA).
    5. Wolf, Elke & Heinze, Anja, 2007. "How to Limit Discrimination? Analyzing the Effects of Innovative Workplace Practices on Intra-Firm Gender Wage Gaps Using Linked Employer-Employee Data," ZEW Discussion Papers 07-077, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
    6. John M. Evans & Samantha Callan, 2003. "Firms’ Contribution to the Reconciliation between Work and Family," CESifo DICE Report, Ifo Institute for Economic Research at the University of Munich, vol. 1(4), pages 08-12, October.
    7. John M. Evans, 2002. "Work/Family Reconciliation, Gender Wage Equity and Occupational Segregation: The Role of Firms and Public Policy," Canadian Public Policy, University of Toronto Press, vol. 28(s1), pages 187-216, May.

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