Antonius Schröder 1 Family Friendly Workplaces – Good Practices from Germany Antonius Schröder...

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Antonius Schröder

Family Friendly Workplaces – Good Practices from Germany

Antonius Schröder – sfs TU Dortmund

Prague, 24.05.2011

Womback: Adaptation of Permanent Training for Women Wishing to Re–Enter the Labour Market

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Content

1. Family Friendly Workplaces as an Economic Factor

2. Audit Work and Family (Hertie Foundation)

3. Corporate Programme “Success Factor Family”

4. Local Support Services:

• UnternehmerHaus: Between Laptop and Lego-Bricks, Baby and Business

• Company Supported Child Care

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The Project: Womback

European Leonardo da Vinci projectWomback - “Women Re-Entering the Labour Market“

Women, after leaving totally or partially the labour market, due to familiar responsibilities, wishing to re –enter the labour market find their competencies and skills obsolete

Methods, devices, tools and implementation ways of permanent vocational training keeping their competences up to date and developing them further

Collecting and transferring best practice:• Training• Guidance• Employment• Work-Life-Balance

Work-Life-Balance:• Audit Work and Family of Hertie Foundation• Between Laptop and Lego-Bricks

Between Baby and Business

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Content







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Some Figures: Decreasing Birth Rates

Source: BMSFJ Presentation A. Wieseler 2010

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Decreasing Labour Force

(IAB Forschungsbericht 25/2005, p.20)

From 2004 until 2050 a loss of about 18 Mio. employees in Germany is expected.

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Women Within the Labour Force


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Increasing Part Time Work of Women


(Western Germany)

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Family Friendly Workplaces for Economic Success

Effects of family friendly companies (in comparison with non family friendly companies):

• Positive image (+38%)• High return rate from parental leave (+26%)• Higher productivity of employees (+17%)• Higher motivation and loyalty of employees

(+17%)• Less sick leave (+16%)• Lower fluctuation of employees (+16%)

(Analysis of about 1.000 companies, University of Münster and Steinbeis-Hochschule Berlin 2008)

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Family Friendly Companies: Competitive Advantages

Reducing sick leave

Not at all

Very high

Recruiting advantages Shortage of parental leave

Parental leave in months

Source: Forschungszentrum Familienbewusste Personalpolitik“ der Universität Münster

2,5

3,5

1

2

3

4

5

6

7

Highly engagedcompanies

engagedcompanies

19,5

27,8

0

5

10

15

20

25

30

2,77

4,4

1

2

3

4

5

6

7


engagedcompanies


engagedcompanies

Not at all

Very high

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Importance of Family-Friendly Personnel Policy

Source: BMSFJ Presentation A. Wieseler 2010, (Survey of the Institut der Deutschen Wirtschaft)

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Unused Working Potential: Women

More than 40% of women in Western Germany and 22 % of women in Eastern Germany do not go back to work after three years matrimony leave.

Most of the women with children (up to 3 years old) would go back to work if the framework would be adequate (59 % in Western Germany, 63% in Eastern Germany).

Family friendly workplaces are an important way to improve the labour market and economic growth.

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Economy Knows the Challenge …

For 72% of managers family friendly workplaces are essential for economic growth …

… but 52% of them see this as a task of politics only for 16% it is the responsibility of companies, for 13% of the women themselves and 9% of the women's partners.

… but most of the companies do not see this as their job

(Survey of the Audit Work and Family)

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Content







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Audit Work and Family

• The audit berufundfamilie® was set up 1998 on the initiative of the non-profit Hertie Foundation.

• The aim is to optimize a family-conscious personnel policy and achieve a sustainable balance between the interests of the company and of its employees.

• An independent committee made up of representatives from the fields of science, politics, business and associations applies a comprehensive catalogue of criteria to scrutinize a company’s family-conscious measures and potential for development.

• Companies are encouraged to use the audit as a far reaching personnel development and human resource management tool in order to get competitive advantages (market advantages, recruitment of qualified workers, motivation of employees, reduction of fluctuation etc.).

Since 2002 the company offers a european work & family audit (up to now in Italy and Austria) as well as other audits (family-friendly university, family-friendly municipality)

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Operational Fields

Objectives, measures and company related best practice are structured within 8 operational fields:

1. Working time: arrangements of flexible working-time-configuration in reference to complexity, time accounts etc.

2. Employment system: measure and methods (about employee involvement or teamwork) for flexible configuration and allocation of work

3. Working place: possibilities for a flexible working place (for example at home, in office or on travel) and connection to the company

4. Information and communications policy: company related information and public relation for family support

5. Managerial competence: family-sensible behaviour of the management, active support of family oriented agreements as well as advancement of communication and conflict ability

6. Human resources development: possibilities for further education and advancement for employees with a family background, positive assessment of patchwork working biographies

7. Financial support and money equivalent benefits: financial and social support for employees with a family background

8. Service activities for families: arrangements for the care of children or elderly family members.

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Pragmatic and Concise Proceeding

Yearly reporting continuous documentation of the implementation

Basis Certificate

Certificate

Re-Auditing results after three years of implematation

Declaration of objectives objectives and measure are signed by the management

Audit workshop objectives and measures

Strategy workshop framework definition

All in all about 4 to 6 days to be invested within the company!

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Family Friendly Workplaces Pay Off

Companies certified by the audit „Work and Family“ have competitive advantages:

90% see advantages by recruiting high skilled workers

85% motivation and satisfaction of the employees

70% increasing quality of work

(Survey of the Audit Work and Family)

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Cooperate Programme “Success Factor Family”

Encouraging enterprises to support a family friendly working environment.

Providing information (studies, fact sheets and guidelines) onfamily friendly regulations

Collecting success stories of companies practising a family friendly personnel policy by innovative measures

Building a company network for exchange of experience

Organising a company contest

Funding a programme for childcare facilities offered by companies

National programme by the Federal Ministry for Family Affaires, Senior Citizens, Women and Youth, the head associations of the German Economy and the German Federation of Trade Unions.

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Company Network

Source: BMSFJ Presentation A. Wieseler 2010

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Local SME Support: Employers House

UnternehmerHaus AG (employers house) in cooperation with the regional employers’ association arranges official supported offering of guidance and qualification according important labour market topics.

Development of demand oriented individual models for parental leave, in collaboration with the staff managers and the employees.

Between laptop and lego-brics / between baby and business

• is settled at a local business development organisation• brings together SME and local public structures and so promotes

public-private partnerships• consults SME in using family competences as innovation potential• develops with SME approaches in using tools to show the need of

family competencies and to validate them• improving family-aware personnel policy/work-life-balance and

guidance• realising seminars to train employers and employees in the different

fields of family-aware personnel policy.

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Consultation and Qualification of SME´s

Offering of qualification for officers of the staff of small and medium sized enterprises:

• Arrangements concerning information and sensitisation for reconciliation of work and family.

• Getting to know the possibilities of working time regulations during the parental leave on the basis of examples.

• Development of individual working time regulations during the parental leave.

• Communication of the legal background. Offering of qualification for employees of small and medium sized

enterprises:• Parental leave: information about the legal background.• Individual working time regulations during the parental leave,

especially for fathers. Presentation / Coaching for officers of the staff and the

employees: • Development of a working time regulations during the parental

leave with the officers of the staff and the employees via workshops

• Communication of and dealing with conflicts• Agreement of a consensus (working time regulations during the

parental leave).

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Company Supported Child Care

Service to support employees in questions of child care paid by the enterprise

Personal consultancy for employees on different modes of child care

Finding of experienced „mothers for the day“ und nannies

Qualified „emergency mothers“ in case of illness of the parent responsible for the child care

Providing short-term child care in case of business trips, absence because of further trainings, etc.

Au-pair

Service to support employees with relatives in need of (medical or elderly) care

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Family Friendly Workplaces are Still a Challenge

Family Friendliness is becoming more and more a competitive advantage of companies …

… but 80% of the Germans expect more efforts of the companies to combine family and work better.

(Allensbacher Familienmonitor 2008)

Antonius Schröder 1 Family Friendly Workplaces – Good Practices from Germany Antonius Schröder...

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