 |
|
|
|
 |
|
| Beyond
the Subcontinent: Work-Life Balance practices around the world |
|
 |
|
| While
the idea of balancing personal and professional life has been
around for a while, the world suddenly seems to have woken up
to this age old view under a rather contemporary guise of what
we call 'Work-Life Balance' today. Perhaps the changing global
economy is to be thanked for, given how the perceptions of the
roles of men and women in society today are changing. |
 |
|
|
| Some
of the factors that are catalysts to this change include fast paced
innovation in technology, a younger workforce with a predominance
of women. Companies are already in the process of organizational changes
to develop increased flexibility to help the challenges thrown up
by this new situation. Employers have realized that this increased
flexibility and autonomy extended to employees actually impacts focus
and productivity as employees can better manage work commitments and
life responsibilities and personal interests. It also increases engagement
and motivation levels, which by itself becomes a key tool in attracting
and retaining talent. Let's take a look at some practices that seem
to work best across the globe. |
|
| Europe |
|
 |
Work
Life issues have gained significant importance in Europe, primarily
amongst the European Union countries. |
|
|
A
new 'time-credit' practice replacing the 'career-breaks'
option in Austria and Belgium - Reconciling professional careers
with responsibilities to the family. |
|
|
Tele-working
is practiced by at least 20% of the workforce across Europe,
in some form or the other, and the numbers are highest for UK
and the Scandinavian countries. |
|
|
European
countries are also extremely generous with special leave
and vacation entitlements. Maternity leave varies from
10 weeks to 22 weeks with paid leave. |
|
|
| Latin
America |
|
|
Mexico's high-tech sector is the hotbed for
all sorts of flexible working arrangements - Shortened workdays
on Fridays, telecommuting and outsourcing.
And in Brazil, part-time employment is a fairly common practice.
|
|
|
Latin
America is at the forefront when it comes to benefits like assistance
in education and childcare. Full tuition
refunds are offered in Brazil, Argentina and Mexico. Most Argentinean
employers also offer day-care centres and nurseries at the workplace.
|
|
|
| North
America |
|
|
In
the US, Childcare assistance remains the most
prevalent work-life program, with 97% of all employers providing
some form of assistance, according to a 2005 survey by Hewitt.
Along similar lines of dependent care assistance, elder
care programs and adoption benefits
also have a significant buy in. |
|
|
Opportunities
for personal development are also very prevalent, with most
companies offering tuition reimbursement for those pursuing
higher/part time studies. Other popular initiatives include
off-site and on-site opportunities, developmental seminars and
career counseling. |
|
|
Alternate
work arrangements are important here. Initiatives in
this area include flexitime, part-time employment, job sharing,
compressed workweeks and working at home. |
|
|
Some
employers also offer adoption benefits and financial
security arrangements. These arrangements are typically
scholarships and financial planning programs. |
|
|
| Asia-Pacific |
|
|
Implementing
family friendly policies in the workplace appears to be growing
among companies in Singapore. Companies now have work
life infrastructure and have adopted practices like
flexi-hours, telecommuting, family care leave, and concierge
services for staff. |
|
|
The
Singapore government even offers a grant of up to S$14,000 to
assist small and medium companies that want to help staff by
introducing pro-family practices. In Japan,
flexi time has become a common arrangement,
although employees still have to work a certain core-time. |
|
|
Other
benefits offered across Asia-Pacific include financial assistance
for childcare. It is usually applied with a means-test although
larger employers are beginning to make childcare facilities
(either on-site or off-site) available to employees. |
|
|
|
| |