Work/life balance: senior management champions or laggards?

Abstract

Purpose

This paper seeks to examine the experience of, and attitudes towards, work/life balance (WLB) by female and male senior managers in a major Irish organisation for which WLB is now a strategic corporate objective.

Design/methodology/approach

Both quantitative and qualitative data were collected using an electronic questionnaire survey designed to obtain the views of female and male managers on strategies that would contribute to a better gender balance, promote diversity and raise leadership capacity in the organisation. Work/life balance emerged as a major issue in impeding the career progression of female managers. All female managers and a sample of male managers were surveyed. This paper concentrates on the responses of the two senior management grades below Executive Director on the issue and strategies to promote work/life balance. Additional qualitative data were drawn from interviews (with eight women and five men) and three focus group sessions with all male, all female and mixed gender groups.

Findings

The greatest obstacle to achieving WLB is seen as the “long hours” culture in which availing oneself of flexible options (e.g. working from home/reduced hours/flexitime) is incompatible with holding a senior management post. Many of the senior men have followed the “breadwinner” model by being able to delegate family and caring activities to their wives. This option has not been possible for the majority of women in senior posts. Hence, men seek WLB to resolve commuting/working time issues. Women want to avail themselves of more flexible arrangements for family/quality of life reasons. Both men and women in senior management recognise that their own careers would be seriously jeopardised by taking up WLB arrangements.

Originality/value

In the absence of role models willing to display any contrary behaviour there is a pragmatic need to align corporate policy and practice with prevailing and future family structures and demonstrate, by senior management example, how WLB can work and provide assistance for managers/staff who seek to avail themselves of it. WLB policies are not enough in themselves to ensure take‐up and acceptance. It will require trust, courage and a range of interventions to champion WLB, not just at management level.

Citation

Drew, E. and Murtagh, E.M. (2005), "Work/life balance: senior management champions or laggards?", Women in Management Review, Vol. 20 No. 4, pp. 262-278. https://doi.org/10.1108/09649420510599089