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Family-friendly practices at Finnish workplaces, results

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The results of Family-friendly practices at Finnish workplaces -project in 2014 and 2015.

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Family-friendly practices at Finnish workplaces, results

  1. 1. 4.7.2017| 1www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Family-friendly practices at Finnish workplaces in 2014 and 2015
  2. 2. 4.7.2017| 2www.tyojaperhe.fi Contents Introduction 3–4 Background information 5–7 Work/life balance 8–9 Flexible working time arrangements are common 10–13 Workplaces’ needs for and interest in services for promoting work/life balance 14–15 Recording and monitoring family-friendly practices 16–17 Training and dissemination of information 18–20 Family-friendly workplace culture 21–27 1 2 3 4 5 6 7 8
  3. 3. 4.7.2017| 3www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Introduction 1
  4. 4. 4.7.2017| 4www.tyojaperhe.fi Work/life balance achievable in most Finnish workplaces The balance between work and other areas of life is successfully achieved in three quarters of Finnish workplaces. This is the finding of a survey carried out by the Finnish Institute of Occupational Health (FIOH) in October 2015. Larger workplaces’ strengths lie in having recognized practices and processes, whereas at smaller workplaces, arrangements are made on a more individual level. Nevertheless, most workplaces need more information on the different options available. Male-dominated and large workplaces in particular would benefit from active promotion of a family-friendly culture. Having a roughly even gender distribution seems to promote work/life balance practices at workplaces. In 2014, and again in 2015, FIOH carried out an electronic survey to determine how Finnish workplaces support the work/family balance. Here we illustrate the results of this survey and divide them into the following categories: employer sector, size of workplace, and age and gender distribution. The target group of the survey was all occupational safety representatives and officers in the occupational safety personnel register. As Finnish workplaces with over 10 employees are obliged to report the names of their occupational safety representatives in the register, it represents Finnish workplaces from every sector. A total of 2718 occupational safety representatives and officers from 2345 different workplaces responded to the survey. Of these, 49.3% were women and 49.9% worked in a supervisory role. In addition to gathering information, the survey helped to distribute information to workplaces regarding good practices for balancing work and other life areas, and highlighted areas that required development. According to the survey, balancing work and other life areas was easy or very easy in three quarters of Finnish workplaces. The balance was most easily achieved in female-dominated workplaces and, of the workplaces sectors, in church parishes. About 30% of the survey respondents estimated that it had become easier to balance these two life areas in the last two years, a clearly higher percentage than that of those who felt it had deteriorated. 1
  5. 5. 4.7.2017| 5www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Background information 2
  6. 6. 4.7.2017| 6www.tyojaperhe.fi WorkplacesRespondents 23452718 In supervisory position 50 % 49 % 51 % Women Men 2 Survey respondents
  7. 7. 4.7.2017| 7www.tyojaperhe.fi Respondents were from the following workplaces: 2 Background information of workplaces
  8. 8. 4.7.2017| 8www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Work/life balance 3
  9. 9. 4.7.2017| 9www.tyojaperhe.fi Work/lifebalanceis achievablein… Female-dominated workplaces Work/life balance most difficult to achieve in municipal sector: in 12% of municipal workplaces achieving work/life balance is not so easy. …of the respondents felt that balancing work/life has become easier in the last two years. …of the respondents felt that work/life balance is easily achievable at their workplace. 73.3% Male-dominated workplaces68% 77% Church parish employees83% 3 Is work/life balance achievable? 30%
  10. 10. 4.7.2017| 10www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Flexible working time arrangements are common 4 All the workplaces had at least one flexible working time arrangement, and the use of such arrangement seems to be increasing. In the private sector and in small workplaces (employing less than 50 employees), employees usually make these arrangements directly with their supervisors, whereas the public sector and larger workplaces use other, more “formal” types of flexible working time arrangements. An even gender distribution was beneficial for family- friendly work arrangements.
  11. 11. 4.7.2017| 11www.tyojaperhe.fi Flexible working time arrangements are common One of the best ways in which the workplace can promote the work/life balance is flexible, employee-friendly work schedules and work task-related arrangements. The most common of these in Finnish workplaces was individual- level agreements with one’s supervisor regarding flexitime or absences. All the workplaces had at least one flexible working time arrangement, and the use of such arrangement seems to be increasing. In the private sector and in small workplaces (employing less than 50 employees), employees usually make these arrangements directly with their supervisors, whereas the public sector and larger workplaces use other, more “formal” types of flexible working time arrangements. An even gender distribution was beneficial for family-friendly work arrangements. About a third of the workplaces saw the need for or were interested in leisure time activities, childcare (of sick children), catering services, and services to support families arranged or even paid by the employer. Just under a half of the workplaces had official work/life balance practices in their strategies, programmes or models. This was more common in large and medium-sized workplaces, or workplaces with young employees. Most workplaces monitored the use of flexible working time arrangements and family leaves. In just over a half of the workplaces, occupational health services took into account the challenges arising from the family lives of their employees. About 40% of workplaces addressed these issues in, for example, appraisal discussions or work environment surveys. 4
  12. 12. 4.7.2017| 12www.tyojaperhe.fi 71% Arrangements made between employer and employee 93% Study leave Municipal 76% Public sector 80% Private sector 81%Small workplaces 74% remote work option, public sector 77% part-time work, large enterprises 81% job alternation leave, large enterprises Holiday bonus as time off in public sector € $ 4 Most flexible workplaces
  13. 13. 4.7.2017| 13www.tyojaperhe.fi Flexible working time arrangements in use at workplaces One of the best ways in which the workplace can promote the work/life balance is flexible, employee-friendly work schedules and work task- related arrangements. The most common of these in Finnish workplaces was individual-level agreements with one’s supervisor regarding flexitime or absences. 4
  14. 14. 4.7.2017| 14www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Workplaces’ need for or interest in services for promoting work/life balance 5 About a third of the workplaces saw the need for or were interested in leisure time activities, childcare (of sick children), catering services, and services to support families arranged or even paid by the employer.
  15. 15. 4.7.2017| 15www.tyojaperhe.fi Workplaces’ need for and interest in services Childcare of sick children Paid by employer 12% Arranged by employer 19% 5 Already in use:Extra child care services Paid by employer 8% Arranged by employer 22% Voluntary support networks arranged by employer (e.g. peer support groups) Leisure-time activities (e.g. employer-subsidized physical activities or family events). Catering services E.g. Takeaway meals that can be purchased at workplace 33% 21% 21%
  16. 16. 4.7.2017| 16www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Recording and monitoring family- friendly practices 6 Just under a half of the workplaces had official work/life balance practices in their strategies, programmes or models. This was more common in large and medium-sized workplaces, or workplaces with young employees. Most workplaces monitored the use of flexible working time arrangements and family leaves.
  17. 17. 4.7.2017| 17www.tyojaperhe.fi 6 Official and/or monitored family-friendly practices OHS take family life of employees into account Written policies 52% 22% in OHS plan or early intervention model (most) in strategy, values or ordinance (least) In large workplaces more often than in small ones. In workplaces with young employees more often than in others. MONITORED (TOP 3) 61% Working time flexibility, use of family leaves 52% 46% Included in personnel surveys
  18. 18. 4.7.2017| 18www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Training and dissemination of information 7
  19. 19. 4.7.2017| 19www.tyojaperhe.fi Room for improvement in supervisor awareness and competence In order for family-friendly practices to become more common, supervisors and employees must be made aware of them. Supervisors in particular need more information on the available options. Supervisors’ ability to bring up issues regarding life outside of work with their employees needs improvement. Supervisors also need concrete instructions for arranging these practices and informing employees of them. The general level of awareness regarding family-friendly practices has not improved in Finnish workplaces in the last year. According to the 2015 survey, supervisors and the management in workplaces with young people were best at informing their employees of these practices. Supervisors evaluated information dissemination at their workplaces more positively than respondents who themselves were employees. Employees were best informed at female-dominated workplaces. 7
  20. 20. 4.7.2017| 20www.tyojaperhe.fi Poorly or not at all 41% (2014), 38% (2015) Training of supervisors best in female- dominated workplaces. Dissemination of information regarding flexibility and/or family leave options at workplaces (stipulated by the law) Well organized 24% (2014 and 2015) Well 33% workplaces in which majority of employees are young (aged under 30) Poorly or not at all 41.5% workplaces in which majority of employees are aged over 50. Needs of employees to balance work/life at different life phases are taken into account in training of supervisors at workplace. 7 Training and dissemination of information Well organized 28% of female dominated workplaces Poorly organized 57% of male-dominated workplaces Training of supervisors best at workplaces in which majority of employees are young. Respondents in supervisory positions evaluate training of supervisors more positively than other respondents (employees).
  21. 21. 4.7.2017| 21www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi Family-friendly workplace culture 8
  22. 22. 4.7.2017| 22www.tyojaperhe.fi A family-friendly culture affects everyday life Most workplaces saw families as a positive resource for work, but in the 2015 survey this view was slightly less frequent than it had been the year before. Almost half of the workplaces expected employees to put their work first at least sometimes. Although the attitudes of management and supervisors to employees’ family lives was mainly positive, negative attitudes were more common in male-dominated workplaces. According to the survey, management in small workplaces had more positive attitudes towards family issues than management in larger workplaces. Employees experienced time pressure that interferes with family life relatively often. Pressure to work overtime in order to get their work done or in order to advance their careers was experienced by the respondents of almost half of the workplaces, at least from time to time. The survey showed this pressure was mostly experienced at large workplaces. Raising the subject of absences due to family reasons is usually easy at Finnish workplaces; more so according to the respondents who were supervisors than those who were employees. The survey showed that raising these issues was easier in female-dominated workplaces than in those that are male dominated. At every fifth workplace, employees believed that family leaves or other flexible working time arrangements affected career development. Those working as supervisors and representatives of female-dominated workplaces assessed this influence as being weaker than representatives of male-dominated workplaces. Majority of workplaces regard men and women’s family leaves equally Workplaces generally used different types of family leave. Their use had slightly increased in the last two years, and practical arrangements had become easier. As regards gender, the data clearly showed that in female-dominated workplaces, the family leaves most commonly taken were those available to women, whereas in male-dominated workplaces, paternity leave was most common. In less than half of the workplaces, unpaid leave was generally taken in order to care for a family member or for special care of a close relative. Respondents of every third workplace reported that their employer kept in touch with employees during their family leaves. About 80% of the survey respondents claimed that attitudes to men and women’s absences due to family leaves were equal. The best situation was at workplaces in which there were roughly as many male as female employees. 8
  23. 23. 4.7.2017| 23www.tyojaperhe.fi Attitudes at workplace towards parenthood and family-related absences of men and women were equal. 62% of representatives of large workplaces felt that time pressure often interfered with employees’ family- and personal lives of employees felt pressure to work overtime in order to get their work done or to advance their careers . At large workplaces, 22% 44% of workplaces expected employees to put their work before their family lives at least sometimes. 66% feel that the attitudes of management and supervisors to the demands of balancing work and family lives are positive. Family-friendly workplace culture8 79% Ease of addressing issues 2015 Supervisors Employees Easy 71% 81% 62% Affect of family leave on career development Male-dominated workplaces Female-dominated workplaces Supervisors Employees Considerable 7% 3% Negligible or minor 89% 70% of employees at least sometimes experienced time pressure that interfered with their family- and personal lives 27% 14% The smaller the organization, the more positive the attitudes: Small 70%, medium-sized 67% and large 55% Male-dominated workplaces Female- dominated workplaces 58% 71%
  24. 24. 4.7.2017| 24www.tyojaperhe.fi At the workplace, is it easy for the employee to bring up the fact that they intend to take family leave or time off to care for a family member or close relative? % Ease of addressing issues8 All respondents, 2014 All respondents, 2015 Supervisor Employee Male-dominated workplace Female-dominated workplace Roughly equal gender distribution Easy 69 71 81 62 63 76 74 Neither easy nor difficult 23 21 15 27 26 18 20 Difficult 7 8 4 11 11 6 6
  25. 25. 4.7.2017| 25www.tyojaperhe.fi All respondents Supervisors Employees Male-dominated workplaces Female-dominated workplaces Roughly equal gender distribution Hardly at all, or very little 79 89 70 76 82 79 To some extent 16 9 23 17 15 17 A great deal 4 2 7 7 3 4 Affect of family leave on career development8 Does taking family leave, carer’s leave or using other flexible working time arrangements affect employees’ career development at the workplace? %
  26. 26. 4.7.2017| 26www.tyojaperhe.fi Family as a resource?8 How is family/personal life seen at workplaces? % All respondents, 2014 All respondents, 2015 Male-dominated workplaces Female-dominated workplaces Roughly equal gender distribution As a positive resource for the employee 59 57 49 63 57 It does not affect/is not connected to work life 32 33 38 28 35 As a burden/obstacle to work 9 10 13 9 8
  27. 27. 4.7.2017| 27www.tyojaperhe.fi All respondents Small workplaces Medium-sized workplaces Large workplaces Male-dominaed workplaces Female-dominated workplaces Roughly equal gender distribution Positive 66 70 67 55 58 71 67 Neither positive or negative 28 26 27 36 34 25 27 Negative 6 5 6 9 8 5 6 Attitudes towards the demands of balancing work and family life 8 How positive or negative are the attitudes of management and supervisors towards the demands of balancing work and family life? %
  28. 28. 4.7.2017| 28www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi ”What’s important is that everybody is aware of the workplace rules. Having afternoon coffee together could help – we could sit down together and go through the ground rules.” Contact: Salla Toppinen-Tanner, Leading Specialist, PhD Finnish Institute of Occupational Health PO Box 40, FI-00251 Helsinki salla.toppinen-tanner@ttl.fi Phone +358 46 851 2517 Work and family life: Salla Toppinen-Tanner, Anna Vanhala, Marja Känsälä, Minna Toivanen, Tiina Kaksonen Funding: Sosiaali- ja terveysministeriö Graphics: Nitro ID

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