Author:
A lot of space, time and energy has been devoted to policies—both public and corporate—around women in the workplace. That makes sense given how much both public and company policy can either support or undermine the advancement of women and the health of families.
But I don’t think nearly enough attention gets paid to practice—that is, our collective and individual support for the policies that already exist to support workplace flexibility. We all know of companies that have great policies to support working families—generous leave, flextime options, part-time schedules —but nevertheless employ parents who leave in droves because the policies are never actually implemented, or because the people who do take advantage of them get sidelined. It’s easy to be cynical when this happens and conclude that the company never intended the policy to be used. That the executives are just looking to get credit for the policy without having to suffer any negative consequences, the thinking goes.
The article's full-text is available here.
