Return-to-work experiences of female employees following maternity leave

2019 ◽  
Vol 38 (1) ◽  
pp. 69-92
Author(s):  
Heinrich Brand ◽  
Judite Barreiro-Lucas
Keyword(s):  
Return To Work ◽  
Corporate Culture ◽  
Work Experience ◽  
Best Practice ◽  
Maternity Leave ◽  
Work Experiences ◽  
Whole Process ◽  
Family Balance ◽  
Female Employees ◽  
Work Family

Corporate culture seemingly does not encourage talented women to return to the workplace or continue to operate effectively in the workplace, while managing their domestic responsibilities. This has a direct influence on the progression of talented women to senior positions and their retention in those positions (Baggallay 2011).While the above statement may be a narrow view, considering shifts in many companies' policies which aim to support work-family balance, there are still many underlying concerns regarding working mothers.The primary purpose of this study is to identify common themes arising from the return-to-work experiences of female employees following maternity leave in South Africa.The results of this study revealed that despite viewing work positively, the participants in the study found the return-to-work experience after childbirth difficult. A significant change in the attitudes of the participants towards their careers after childbirth was also identified. This change is not necessarily negative and should not be interpreted as an indication of loss of interest by the employees in their careers. It does, however, highlight the need for adequate management of the whole process from “workplace pregnancy” to return to work of female employees.Employers open to the evolution of best practice for maternity leave will attract and retain high-calibre female talent.

Understanding the Mommy Tracks in the IT Workforce

2011 ◽  
pp. 1178-1183
Author(s):  
Jeria L. Quesenberry ◽  
Eileen M. Trauth
Keyword(s):  
Maternity Leave ◽  
Family Balance ◽  
Women's Participation ◽  
It Workforce ◽  
Family Issues ◽  
Work Family Balance ◽  
Work Family ◽  
The Individual ◽  
Female Responses ◽  
Gender And It

Despite the recent growth in the number of women in the American labor force, women are under represented in the IT workforce. Key among the factors that account for this under representation is balancing work-family issues. Some researchers have speculated that IT work is not an ideal fit for working mothers because of long work hours, increased conflicts with family responsibilities, and the difficulty of returning after maternity leave to an industry with ever evolving technologies (Kuosa, 2000; Webster, 1996). This article reports on an empirical study that explored the influence of work-family balance on American women’s participation in the IT workforce by using the Individual Differences Theory of Gender and IT (Trauth, 2002; Trauth, Quesenberry, & Morgan, 2004; Trauth, Huang, Morgan, Quesenberry, & Yeo, 2006). In doing so, we summarize a work-family balance study presented in greater detail in Quesenberry, Morgan, and Trauth (2004) and Quesenberry, Trauth, and Morgan (2006) that articulates the ways in which individual and environmental factors influence female responses to issues of work-family balance.

Work-family balance of female parliamentarians in Ghana

2019 ◽  
Vol 34 (1) ◽  
pp. 34-44 ◽  
Author(s):  
Ummu Markwei ◽  
Michael Kubi ◽  
Benedicta Quao ◽  
Esther Julia Attiogbe
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Political Careers ◽  
Content Type ◽  
Organizational Policies ◽  
Family Balance ◽  
Healthy Work ◽  
Female Employees ◽  
Work Family

Purpose The purpose of this paper is to present the challenges female parliamentarians in Ghana face in their attempt to balance their professions and families. Design/methodology/approach This is a qualitative study which explores the nature of strain female MP’s in Ghana encounter in their struggle to achieve a work-life balance. Findings It is concluded that most female parliamentarians in Ghana go through tough times in trying to juggle career with family life. The study revealed that the MPs adopt strategies such as prioritizing roles, limiting official duties at home and using social support to help them cope with the pressures of their roles. The organizational policies put in place to aid female employees to achieve a healthy work-life balance did not yield much result for the participants in this study. Originality/value The originality of this paper lies in it being the first study that qualitatively explores the complex challenges female parliamentarians face in their political careers and family lives in Ghana.

Moving on the connectivity continuum: performing gender in times of constant connectivity

2018 ◽  
Vol 33 (7) ◽  
pp. 526-543
Author(s):  
Isabell Loeschner
Keyword(s):  
Gender Gap ◽  
Communication Technologies ◽  
Cultural Backgrounds ◽  
Content Type ◽  
Family Balance ◽  
Female Employees ◽  
And Gender ◽  
Work Family ◽  
Depth Interviews

Purpose Given the reality of expectations of constant connectivity with work anytime, anywhere, this paper aims to investigate the gendered implications of these new expectations in the workplace focusing on the gender gap in work connectivity as well as the reasons behind it. Design/methodology/approach This paper is based on a large cross-national mixed methods study, using a quantitative survey within one multinational technology company (N = 7,256) and 69 in-depth interviews with female employees from five different countries all employed by the case study organization, exploring the extent and reasons behind the gender gap in work connectivity. Findings New communication technologies enable us to work temporally and spatially flexibly by providing us the opportunity for constant work connectivity from anywhere, anytime. This paper finds that women across a diverse set of cultural backgrounds reject the possibility for work connectivity significantly more often than their male peers leading to a gender gap in connectivity and it brings to the fore how and why women negotiate their level of connectivity as they do. Originality/value This study contributes to the existing work-family-balance and gender workplace study literatures by statistically and qualitatively expanding our knowledge on the gender gap in work connectivity across multiple countries and cultural contexts and by dismantling a further mechanism that leads to the glass ceiling.

scholarly journals Supportive Organisational Cultures and their effects on Male Civil Engineers

2012 ◽  
Vol 4 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Valarie Francis
Keyword(s):  
Family Conflict ◽  
Work Culture ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Balance ◽  
Intentions To Quit ◽  
Organisational Values ◽  
Work Family ◽  
The Relationship ◽  
Civil Engineers

Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.   

Work Family Balance: Challenges, Experiences, and Implications for Families

2019 ◽  
Author(s):  
Joseph G. Grzywacz ◽  
◽  
Abdallah M. Badahdah ◽  
d Azza O. Abdelmoneium
Keyword(s):  
Family Life ◽  
Maternity Leave ◽  
Qualitative Interviews ◽  
Work And Family ◽  
Family Responsibilities ◽  
Working Adults ◽  
Family Balance ◽  
Males And Females ◽  
Work Family Balance ◽  
Work Family

A key objective of the study of work-family balance detailed in this report was to build an evidence base to inform policy creation or refinement targeting work-family balance and related implementation standards to ensure the protection and preservation of Qatari families. Two complementary projects were designed and implemented to achieve this key objective. The first project was a qualitative study involving in-depth interviews with 20 Qatari working adults (10 males and 10 females). The interviews were designed to learn the meaning of work-family balance among Qataris, identify the factors shaping work-family balance or the lack thereof, and collect firsthand detailed information on the use and value of policy-relevant work-family balance sup - ports for working Qataris. The second component was a survey designed to describe work-family balance among working Qatari adults, determine potential health and well-being consequences of poor work-family balance, and characterize Qataris’ use of and preferences for new work-family balance supports. The data from the qualitative interviews tell a very clear story of work-family balance among Qataris. Work-family balance is primarily viewed as working adults’ ability to meet responsibilities in both the work and family domains. Although work-fam - ily balance was valued and sought after, participants viewed work-family balance as an idyllic goal that is unattainable. Indeed, when individuals were asked about the last time they experienced balance, the most common response was “during my last vacation or extended holiday.” The challenge of achieving work-family balance was equally shared by males and females, although the challenge was heightened for females. Qataris recognized that “work” was essential to securing or providing a desirable family life; that is, work provided the financial wherewithal to obtain the features and comforts of contemporary family life in Qatar. However, the cost of this financial wherewithal was work hours and a psychological toll characterized as “long” and “exhausting” which left workers with insufficient time and energy for the family. Participants commented on the absolute necessity of paid maternity leave for work-family balance, and suggested it be expanded. Participants also discussed the importance of high-quality childcare, and the need for greater flexibility for attending to family responsibilities during the working day. Data from the quantitative national survey reinforce the results from the qualitative interviews. Work-family balance is a challenge for most working adults: if work-fam - ily balance were given scores like academic grades in school, the majority of both males and females would earn a "C" or lower (average, minimal pass or failure). As intimated in the qualitative data, working females’ work-family balance is statistically poorer than that of males. Poor work-family balance is associated with poorer physical and mental health, with particularly strong negative associations with depression. It appears the Human Resource Law of 2016 was effective in raising awareness of and access to paid maternity leave. However, a substantial minority of working Qataris lack access to work-family balance supports from their employer, and the supports that are provided by employers do not meet the expectations of the average Qatari worker.

The contemporary experience of work: older workers’ perceptions

2015 ◽  
Vol 38 (4) ◽  
pp. 381-403 ◽  
Author(s):  
Anselmo Ferreira Vasconcelos
Keyword(s):  
Older Workers ◽  
Work Experience ◽  
Quality Of Work Life ◽  
Content Type ◽  
Family Balance ◽  
Scant Attention ◽  
Managerial Implications ◽  
Work Family ◽  
The One ◽  
Mature Workers

Purpose – The purpose of this paper is to investigate how a cohort of Brazilian mature workers perceives their contemporary experience in the workplaces by identifying their perceptions, feelings and how they are treated. Design/methodology/approach – This investigation drew on grounded theory regarding that it enabled to identify data, describe the observed events, answer vital questions thereof and develop theoretical categories to understand what was taking place. Findings – Definitely, the current situation of older workers shows clearly a dual landscape, which is permeated by strong contrasts. On the one hand, one may envision the benefits of a career and participation in the corporate life even though performing humbler roles. On the other hand, one may find people simply struggling to complement their poor pensions and doing everything possible to sustain themselves. Overall, this study found seven themes, namely: current work experience, treatment of older workers, (un)support and benefits provided toward work–family balance and quality of work life, the experience of having a job, meaning of work, working with younger generations and future perspectives. Research limitations/implications – Due to the method used, the results cannot be generalized and herein resides the major limitation of this investigation. In addition, the sample was made up of only people working and living in the main state of Brazil. Practical implications – The results of this study bring useful managerial implications for organizations interested in improving their relationships with older workers by suggesting the need of enhancing or implementing a set of human resources and internal marketing policies and practices. Originality/value – This study contributes to the understanding of a broader general frame of older workers aspirations, needs, difficulties and challenges, particularly focusing on Brazilian reality whose research has paid scant attention on this topic. In addition, it adds to the understanding of older workers’ reality and research toward mature workers’ career, expectations and desires, productivity, adaptability, engagement and learning capacity. Moreover, it suggests that at least some Brazilian organizations are getting to enhance the job designing and development opportunities to their older workforce. However, it also found that there is room for considerable improvements in such tasks.

scholarly journals He’s Working from Home and I’m at Home Trying to Work: Experiences of Childcare and the Work–Family Balance Among Mothers During COVID-19

2021 ◽  
pp. 0192513X2110484
Author(s):  
Sara Martucci
Keyword(s):  
Division Of Labor ◽  
Household Labor ◽  
Positive Experience ◽  
Work Experiences ◽  
Division Of Household Labor ◽  
Family Balance ◽  
Significant Harm ◽  
Positive Experiences ◽  
Work Family Balance ◽  
Work Family

This article captures mothers’ experiences of the work–family balance and division of household labor during the initial COVID-19 lockdown. Interviews were conducted with twenty-five academics and twenty professionals in other fields. Mothers who split childcare with their partners had a more positive experience of the work–family balance during lockdown, compared with mothers who did the majority of the childcare. The present study adds a new wrinkle into the literature on flexibility and work–family balance: the perception of flexibility and its impact on the division of labor. Academic mothers, who had always had highly “flexible” jobs, were less likely to split childcare with their partners pre-pandemic and thus less likely to have positive experiences of work–family balance during the Spring 2020 lockdown. I argue that perceived flexibility of a partner’s job affected allocation of childcare during the initial stages of the pandemic, a moment that wreaked significant harm on women’s careers.

Families

2021 ◽  
pp. 131-156
Author(s):  
Swethaa S. Ballakrishnen
Keyword(s):  
Life Course ◽  
Maternity Leave ◽  
High Growth ◽  
Law Firms ◽  
Legal Services ◽  
Career Trajectory ◽  
System A ◽  
Family Balance ◽  
Work Family ◽  
Elite Professions

This chapter traces the role of families and life course in determining the unlikely gender outcomes found in large law firms. The advantage of the legal profession is that the career trajectory allows for a more progressive work–family balance. In particular, women in elite law firms typically start their careers in their early twenties and are in a position to become partner in their early thirties — this timeline for promotion allows women to be in positions of power while they negotiate childcare and maternity leave, whereas women in other elite professions tend to be junior colleagues when they make agentic life-course choices and are penalized accordingly. Yet, the fact remains that the structural career trajectory in these law firms was not introduced to make women more competitive candidates for partnership, but instead, emerged as a response to a concentrated, high-growth legal services market. The chapter then highlights the ways in which this unprecedented success for Indian middle-class women in the workforce depends on two existing inequalities in the grander Indian system: a ready, caste-dependent labor force that supplies affordable housework support and childcare; and a penultimate generation of close female family members who are not in the workforce and are available to provide free and ready household support systems.

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