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This article reports the findings of a study of family-friendly workplace policies at 17 institutions in one midwestern state to analyze the potential impact of policies on the career pathways of social work faculty on the tenure track who are mothers. The findings suggest that although institutions have responded by establishing a supportive environment for faculty mothers, they lack formal policies that support career success. The study highlights the importance of separating career-friendly policies from family-friendly policies to tackle persistent gender inequity for this subgroup of women academics.

This paper raises a number of controversial issues in an attempt to evaluate the effects of flexible working practices and family friendly policies on employment and welfare of mainly people with disabilities, senior citizens and the women and men with caring responsibilities. Over the recent years many governments have championed the idea of flexible working for obvious political and economic motives while most employers who have accepted or even initiated such practices and policies have acted on purely economic and business grounds. This study attempts to explain the concepts of flexible working and family friendly policy and then to explore the reasons for and procedures of implementing such policies. It is concluded that family friendly policies can be useful means of meeting the needs of both employers and employees, depending on the way they are implemented and the people who benefit from them.

Looks to the pro-family legislation from the Netherlands for lessons that might be applied to family-related leave policies in the US. References.

AbstractThe study explored the correlations between stressors in the family‐work system, the assessment of family‐friendly management practices, and work dedication among parents in Israel, with a comparison between fathers and mothers. The research sample included 317 Jewish parents, each with at least one child under the age of 10 (158 mothers, 159 fathers). Quantitative methods were employed, and data were collected by the Israeli Panels Research Institute. Women tend to make more accommodation requests for childcare and experience greater discrimination at work than fathers. Accommodation requests and assessments of non‐family‐friendly management practices correlated with feelings of being discriminated against among both men and women. However, discrimination correlated negatively to work dedication only among women. Negative experiences at work contribute more to explaining the dedication of women to work than the dedication of men.Public significance statement
The findings indicate that for both genders, perceptions of management as non‐family‐friendly and the frequency of accommodation requests are positively correlated with experiences of discrimination among working parents. However, the experience of discrimination is negatively correlated with work dedication only among mothers. These findings underscore the importance of organizations pursuing a family‐friendly agenda. Advancing such an agenda is pivotal, as it could mitigate experiences of discrimination and thereby contribute indirectly to employee well‐being.

The rapid development of technology has a big impact on human life, especially in shaping the character of the young generation as the nation's successors. It takes a wise attitude in the use of appropriate technology to encourage children's creativity positively. Parents, especially mothers as the most important part of the family give a big role in the pattern of children's education. For this reason, harmonious family communication is needed in creating children's independence. To realize this, the DKI Jakarta regional government is responsible for creating a friendly social environment. One of the efforts carried out by building a Child-Friendly Integrated Public Space (RPTRA). Through the RPTRA it is expected that the community will carry out various social interactions that can encourage community socio-economic independence.The location of community service is carried out in the Rasamala RPTRA located in the Menteng Dalam village. The activity was carried out by involving the PKK of Menteng Dalam Village as a partner, as well as the manager of the RPTRA. Education about using family-friendly digital media will give parents an understanding of the right education patterns for children. This is expected to encourage children to be creative in utilizing digital media to provide added value for children. Awareness of the importance of utilizing digital media must be supported by the efforts of allparties not given entirely to children. Harmonious family communication will provide comfortable support for children in living their lives. So that child is encouraged to do positive things that support their activities. For this reason, digital media education is inevitable in shaping the nation's character.

Provides Details of Family Friendly Policies for Staff With Caring Responsibilities

This paper discusses the desires and realities of women and family-friendly policies in the Korean government. The implementation of policies for gender equality during the past two decades has increased the ratio of women in the civil service. As the number of women in the government has increased, family-friendly policies have been provided for civil servants to balance work and personal life. Family-friendly policies are expected to positively affect the civil servants and government performance. However, the family-friendly policies are not effectively implemented because they are not properly bundled, and civil servants are reluctant to take advantage of these policies under male-centered organizational practices. To aid civil servants in balancing the role requirements of work and family, government organizations should create family-friendly work environments by not only instituting various proper family-friendly programs but also by promoting a supportive culture. Several efforts for establishing such a supportive culture are suggested. Points for practitioners To aid civil servants in balancing the role requirements of work and family, government organizations should create family-friendly work environments by instituting various family-friendly programs and by promoting supportive work—family culture. Only providing family-friendly programs without promoting cultural change is insufficient. Several efforts are essential to establish a supportive work—family culture. First of all, the organizational leaders should be aware of the positive effects of family-friendly programs on employees' attitude and behavior and organizational performance. They need to make civil servants believe that their careers will not be negatively affected by using family-friendly benefits through providing them with counseling and education on family-friendly programs and work—life balance. They should also make every effort to reduce the male-centered organizational practices and to support the work—family concerns of the civil servants.

The Center for the Education of Women at the University of Michigan conducted a national survey of U.S. institutions of higher education in 2002, examining the prevalence of family-friendly policies offered to higher education faculty and inquiring about the administration of those policies. In 2007, they replicated and enhanced the questionnaire and again surveyed a representative sample of institutions across the country. The results enable them to assess changes and progress in the provision of such policies and to report on the status of family-friendly policies in higher education in 2007. ; University of Michigan, Center for the Education of Women