Employees’ perceptions of a family-responsive workplace and their productivity
Summary
This research study in the Philippines illustrates how family-responsive workplace policies impact employee productivity, retention, advancement, and performance
The study results indicate a general satisfaction and feelings of welfare among the respondents. Family factors play an important role in influencing employees’ productivity. The personal role of employees in their families and their perception of the most relevant policies and programs related to family-responsive workplace determine their perceived productivity in the workplace. In addition, ensuring women’s safety and security as well as addressing sexual harassment are also ranked high in relevance.
It study offers recommendations to companies on policy and program development, to employees for practical application, and to family and gender experts and advocates for further studies. In particular, family-responsive programs should include men and women and married and single employees, considering their respective role in their families, good compensation, competitive salary and wage.
The study was conducted by People Management Association of the Philippines (PMAP) and Investing in Women. It was originally published on the PMAP website.
Highlights
- The personal/familial sphere of Filipinos tend to merge vis-a-vis with their work life. While positive experiences at work positively impacts family life, negative experiences at home might not.
- Gender bias often indirectly occur during the implementation process, reception of promotion, nature of work responsibilities that management may have assigned based on their perception.
- Inclusive policies should consider both men and women, married and single employees, with specific programs devoted to women’s childbearing and caregiving roles.
- A family-responsive workplace is defined as not discriminating nor placing any distinction among employees by gender and civil status in its policies, programs and practices.
