According to Spain’s Labour Force Survey (INE), the highest proportion of economically inactive people who are not looking for work because they care for dependants is found in the 35-to-44 age group, and accounts for 30% of that population. To my mind, this figure is crucial for thinking about why a human resources policy grounded in corporate social responsibility matters.
Keywords: satisfaction, work-life balance, commitment.
Introduction
What we understand by work is changing a great deal compared with the traditional picture. Since women entered the labour market, long working hours have been identified as a significant psychosocial risk. The consequences of these tensions are many and can affect wellbeing considerably. Among the most important are dissatisfaction — whether at home or at work — a lower level of commitment to the company, and somatic or affective problems.
Moderating factors
It is worth stressing that, as things stand today, this should not be a problem for anyone in work, given all the means available to us for balancing personal and professional life.
There are plenty of resources and practices that can readily reduce stress and improve employees’ quality of life: the option of working remotely, where the job allows it; flexible hours; and part-time arrangements for those caring for dependants. These are tools the organisation holds. But social and family support matter just as much: how far the family is involved in sharing practical tasks, and above all the attitude each person brings to dealing with stress. Since everyone is different, employees also need to be given strategies and tools for learning to handle these situations.
Conclusion
Encouraging the wellbeing of the people who work for your company will benefit their health and their involvement with the organisation, which in turn can improve their productivity and efficiency, their satisfaction and their commitment — and, as a result, improve the working climate and encourage teamwork. Companies clearly need to adopt work-life balance measures, not only for the wellbeing of the team but for the success of the organisation itself.
There is one problem in particular, concentrated among women, where the discrimination already experienced in relation to work has bred a deep mistrust. In my view, a balance between work and family is achievable, along with full commitment to each role and the dedication each requires. That is how we can improve our employees’ involvement in their organisations while improving their family and personal relationships too.
By Zinthia Casado Rizaldos, graduate of the Master in Human Management and Organizational Development.
