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The past few decades has seen the proliferation of “family-friendly” policies incorporated into the workplace to promote the recruitment and retention of women for whom time to take care of families and elders has been primary. Despite the increase of women in high-level professions, many organizations have cultures that still do not support work-life integration. We propose a paradigmatic shift from family-friendly policy development and solutions focused on compliance transactions – to what we call “strategic organizational development and transformational change.” We take the argument one step further and suggest three powerful organization intervention strategies to build the culture's capacity to accomplish the business strategy, while weaving work-life integration into the DNA of the 24/7 culture.

The welfare state is certainly paradoxical. On the one hand, it is extraordinary mundane, concerned with the minutiae of the pension and benefit rights of millions of citizens. On the other, the sheer scale of its growth is one of the most remarkable features of the post-war capitalist world and it remains on of the dominant, if sometimes unnoticed, institutions of the modern world. (Pierson, 1998, p. 208)