.... Practical implications The authors urge employers to consider the positive and negative outcomes of emerging evidence as they review their flexible working policies. They call for a widespread review of childcare provision in supporting women and men in the labour market. Originality/value The authors...

... al., 2009 ; Ranjan and Prasad, 2013). What “balance” in the context of WLB means is allowing employees some degree of flexibility and control over when, where and how they do their daily work (Kesting and Harris, 2009). The third relates to assumptions that work negatively affects employees...

... 1 assessed need for and usage of flexibility options (flextime, telework and compressed work week), organizational support and work-to-home interference (WHI); Time 2 yielded supervisor-rated performance; and Time 3 assessed commitment. Findings Leader gender interacted with childcare...

... to influential factors related to gender perceptions and career progressions. The areas of examination were derived from the quantitative research and gaps within it. Appendix 1 describes the characteristics of the nurses interviewed. Careers Barriers Flexibility Gender stereotypes Attitudes Children...

...Janet Sayers Much of the existing literature in this area is based on evidence that is quite broad‐based, with conclusions being drawn from available general statistics, or across a wide range of industrial sectors, or within the service sector (where numerical flexibility practices are more...

...Alison Sheridan; Lou Conway The rapid expansion in part‐time employment in Australia over the past two decades has largely been driven by organisations’ desire to achieve numerical and functional flexibility (the business case for flexibility) rather than a desire to assist employees balance work...

...Maureen Woodd This paper challenges the common understanding of the word “career” in relation to the differences in male and female employment and seeks to show that women normally follow a career pattern which has characteristics of flexibility, change, transferable skills, part‐time and temporary...

... talents. Their contribution is, however, obscured by this attitude of“special case” and “special group” which leads people to forget that organizations benefit from equality programmes. If this were not the case companies would not have introduced training programmes and flexible working practices...

... initiatives. These include moves to facilitate the combination of work and family responsibilities, particularly beneficial for women. These initiatives bode well for women′s career development generally, and particularly within the realms of senior management. Careers Flexibility Career development Top...