Work practices not so family-friendly: Dads need flexibility too

Three quarters of Malaysian employees say their employers still fall short of expectations when it comes to supporting family-friendly work practices, according to a survey by recruiting experts Hays. 
In the survey of 178 people, 47 per cent said their workplace is not supportive of family-friendly work practices and a further 27 per cent said there is some support but not enough. Only 26 per cent of respondents said their companies have family-friendly practices.
The results suggest that more could be done to enable both the primary caregiver to remain in employment and encourage supporting partners to take a greater role in parenting responsibilities.
“Businesses that support employees as they start or grow their families are more likely to hold onto skilled and dedicated staff,” says Chris Mead, Regional Director of Hays in Malaysia & Singapore.
“But it’s not just working women that need access to family-friendly working arrangements. Companies can support both parents through such measures as paid and unpaid parental leave, personal leave to care for sick or injured children and offering ‘keeping in touch days’ during parental leave.”
According to Hays, the benefits of work and family flexibilities can be achieved in all workplaces, regardless of the size of the business.
“There are many benefits to employers in creating family-friendly work practices for both Mums and Dads, including reducing absenteeism, increasing productivity, retaining skilled staff and reducing training costs, reducing staff turnover, attracting new employees, being recognised as an employer of choice and increasing morale and job satisfaction,“ says Chris.
“A balance between work and family allows staff to use employment arrangements to help them manage both family and lifestyle commitments, as well as the needs of their employer.
“The broader economy would also benefit since with family-friendly work practices more people, predominantly women, can remain in paid employment after having children. This means that participation in the workforce would rise.

“How Malaysian men and women split work and family responsibilities continues to be a challenging issue. However, if more men were to embrace flexible working arrangements such as working part-time, seeking job shares or work-from-home options and increase their care-giving responsibilities, gender inequality in the workforce could be reduced.”


Search for jobs