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Work–family balance (WFB) has come to the forefront of policy discourse globally in recent years. The emergence of both the Convention on the Rights of Persons with Disabilities (UNCRPD), along with Sustainable Development Goals (SDGs), has forced disability protection PEOPLE: International Journal of Social SciencesISSN 2454-5899Available Online at: http://grdspublishing.org/564to be a major policy concern as a cross cutting theme within the WFB frameworks. Disability protection has numerous variables and indicators through research and policy analysis. This paper highlights one important aspect of disability protection; which is how the WFB policies give priority to the employed parents of children with disabilities in the GCC. In order to address an existing research gap in this area, this policy-oriented paper will provide a critical overview of institutional and legislative mapping on the situation of disability protection from a WFB perspective in the GCC, ending up by suggesting policy recommendations towards better WFB provisions for employed parents of children with disabilities. The paper will depend on some document analysis to the current legislations that govern the rights of disabled people within GCC. The methodological framework will also include the MAP approach to present the current benefits given to parents who have disabled children. Article DOI:https://dx.doi.org/10.20319/pijss.2017.33.563579 This work is licensed under the Creative Commons Attribution-Non-commercial 4.0 International License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc/4.0/ or send a letter to Creative Commons, PO Box 1866, Mountain View, CA 94042, USA.

This study starts from the assumption that the context of opportunities for work-family balance affects individual attitudes toward gender roles, a main indicator of support for gender equality. Compared with extant research, the present study adopts a more articulated definition of &ldquo ; opportunity structure&rdquo ; that includes national income level and social norms on gender attitudes, measures of gender-mainstreaming policies implemented at the company level (flextime), and different work-family balance policies in support of the dual-earner/dual-caregiver family model (e.g., parental-leave schemes and childcare provisions). The effects of these factors are estimated by performing a cross-sectional multilevel analysis for the year 2014. Gender-role attitudes and micro-level controls are taken from the Eurobarometer for all 28 European Union (EU) members, while macro-indicators stem from Eurostat, European Quality of Work Survey, and the Organisation for Economic Cooperation and Development (OECD). Our results show that both institutional and workplace arrangements supporting the dual-earner/dual-caregiver family model are associated with more egalitarian gender-role attitudes This is particularly true concerning availability of formal childcare for 0- to 3-year-olds among institutional factors, as well as work-schedule flexibility among workplace factors, probably as they enable a combination of care and paid work for both men and women.

This study starts from the assumption that the context of opportunities for work-family balance affects individual attitudes toward gender roles, a main indicator of support for gender equality. Compared with extant research, the present study adopts a more articulated definition of "opportunity structure" that includes national income level and social norms on gender attitudes, measures of gender-mainstreaming policies implemented at the company level (flextime), and different work-family balance policies in support of the dual-earner/dual-caregiver family model (e.g., parental-leave schemes and childcare provisions). The effects of these factors are estimated by performing a cross-sectional multilevel analysis for the year 2014. Gender-role attitudes and micro-level controls are taken from the Eurobarometer for all 28 European Union (EU) members, while macro-indicators stem from Eurostat, European Quality of Work Survey, and the Organisation for Economic Cooperation and Development (OECD). Our results show that both institutional and workplace arrangements supporting the dual-earner/dual-caregiver family model are associated with more egalitarian gender-role attitudes This is particularly true concerning availability of formal childcare for 0- to 3-year-olds among institutional factors, as well as work-schedule flexibility among workplace factors, probably as they enable a combination of care and paid work for both men and women.

The concept of work-family balance was introduced in the 1970s in the United Kingdom based on a work-leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations' views of the "ideal worker" as well as gender disparities and stereotypes that ignore or discount the time spent in the unpaid work of family and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services.

The concept of work–family balance was introduced in the 1970s in the United Kingdom based on a work–leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations' views of the "ideal worker" as well as gender disparities and stereotypes that ignore or discount the time spent in the unpaid work of family and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services.

The concept of work–family balance was introduced in the 1970s in the United Kingdom based on a work–leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations' views of the "ideal worker" as well as gender disparities and stereotypes that ignore or discount the time spent in the unpaid work of family and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services.

Voydanoffs (1987) three constructs for the sequencing of work and family stages are integrated with family development theory to produce three hypotheses in regard to work-family career stages and its relationship to satisfaction with the balance between work and family. Canadian findings indicate that the effects for work-family stages are moderated by gender. Mothers who work over twenty hours a week are less satisfied with the balance between work and family than fathers and mothers who work less than twenty hours or are at home full time. Part time dual earner families show relatively high satisfaction with work-family balance for both genders. These finding are discussed in the contexts of family development theory and current social change.

Family-friendly policies and culture are important components of creating a healthy work environment and are positively related to work outcomes for public employees and organizations. Furthermore, family-friendly policies and culture are critical mechanisms for supporting the careers and advancement of women in public service and enhancing gender equity in public sector employment. While both policies and culture can facilitate women's participation in the public sector workforce, they may affect men and women differently. Using data from a 2011 study with a nationwide sample of state government employees, we investigate the effects of employee take-up of leave policies, employer supported access to child care, alternative work scheduling, and a culture of family support on work–life balance (WLB). We examine where these variables differ in their effects on WLB among men and women and make specific recommendations to further WLB among women. The results inform the literature on family-friendly policies and culture in public organizations.