Work & Family

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Building a family-friendly workplace culture

Key elements in creating a family-friendly workplace culture are a supportive workplace, with good communication and a commitment to teamwork.

A supportive workplace is one in which employees feel able to discuss their family responsibilities and needs, and where both management and workers recognize that family responsibilities can sometimes be stressful to manage or can impact on an employee's productivity at work. It is one where equal recognition is given to the needs of those responsible for frail, ageing parents as well as those with young children. It is marked by an internal culture of fair and equal treatment for all and mutual respect, and has an atmosphere of trust and communication. Often such a culture is developed by managers who themselves have had to struggle to gain a satisfactory work/family balance.

Good communication is important so managers understand employees' family circumstances (or other non-work responsibilities) and employees in their turn appreciate the operating requirements of a 24/7 residential aged-care facility. Open communication can be encouraged by development of formal or informal agreements clearly stating flexible arrangements available to employees. Involving the staff in quality improvement processes can be a very useful strategy to improve internal communication and gain staff input.

Teamwork can be critical in helping to manage the emotional stresses inherent in work in the aged-care sector. Where an atmosphere of cooperation and support is built between staff members it generally extends to family emergencies. A supportive workplace with good teamwork works on the basis of 'give and take'. Where employees are helped to manage their work and family responsibilities, they generally reciprocate with increased loyalty and commitment to the organisation, and will work together to make sure that the work is covered.

In general, family-friendly work arrangements can be minimal, such as allowing employees reasonable access to work phones to contact older children or aged parents who may be at home alone, or can involve major re-organisation of employment arrangements and conditions, such as making a local agreement with the relevant industrial organisations to enable staff to 'purchase' additional annual leave entitlements. Many arrangements which will help employees balance work and life responsibilities are available under existing legislative and award arrangements.