The case for work-life balance

1. The case for work-life balance Julie Mellor Chair Equal Opportunities Commission CWU, 14 December 2005

2. The case for change • 24/7 economy • Changing lives and demographic changes • Society wide issue not a personal problem • An opportunity for business, society and the economy to work more effectively • A better quality of life for families

3. Why it matters • All of us will be a parent, carer or someone who needs care • 12 m parents and 6 m carers in the UK • 301,00 people become carers each year • Falling birth rate, increasing life expectancy • Fewer people to provide unpaid care

4. What people are telling us • Almost 4 in 10 mothers and over 1 in 10 fathers have left a job or been unable to take a job because of their parenting responsibilities • One third of parents were stressed about finding enough time to spend with their children • Half of carers were stressed about finding enough time to care

5. What are people not getting? • Flexible work - only parents with children under 6 or disabled child under 18 • Universal affordable accessible childcare • Limited availability of part-time and flexible work that pays well • Affordable care services for the elderly • Access to advice and information services – especially for carers of disabled/elderly

6. Pregnancy discrimination • In Sept 2003 the EOC launched an investigation into discrimination against new and expectant mothers in the workplace • Every year in England and Wales over 1,000 women take legal action against their employer claiming they were sacked because of their pregnancy • Thousands of women contact the EOC every year to talk about their maternity and pregnancy rights at work

7. Problems faced during pregnancy and on return to work • One quarter of women who took legal action were dismissed within hours or days of telling their employer they were pregnant • Less than one in three receive a health and safety risk assessment • One in five women return to a lower grade or level of job • 20% of women face dismissal or financial loss as a result of their pregnancy

8. Flexible working • Flexible working allows parents and carers to balance their careers and home lives but in reality those people who want to work flexibly: • May not get the flexibility they need • End up in poorly paid part-time jobs • Employed at junior levels with no or poor career prospects • Limited eligibility to the right to request • Women working part-time earn 40% less per hour than men

9. Productivity case • The vast majority of employers with flexible working practices have found that it is • Cost effective • Gives them a competitive edge, • Increases staff retention • Reduces costs

10. Benefits to business -opportunities for increasing productivity - • Best employers achieve a 90% return rate after maternity leave • Flexible working practices increases staff retention and reduces costs • A 5% reduction in turnover can result in an increase in profits between 30%-85% • 90% of employers find flexible working cost effective • 39% think their performance outstrips their competitors

11. Lack of support for employers • Better advice needed to help employers manage flexibility and pregnancy related issues • Legislation too complex – needs to be streamlined • Cost of maternity has disproportionate impact on SME’s • Childcare and care services infrastructure

12. What one thing would make a difference? • Parents • Flexible working (44%) • Financial support (30%) • Childcare (18%) • Carers • Services (50%) • Financial support (27%) • Flexible working (13%)

13. National Family Strategy • A ‘Beveridge plan’ for the 21st Century • Joined up services and support from cradle to the grave: • Quality childcare for pre-school & school-age • Comprehensive care infrastructure for disabled person and their carer • Choice, financial support and flexibility in managing work and care roles

14. Cradle to the grave support • When a child is born • Improved parental rights • Reliable and affordable childcare • As a child grows older - • Wrap around care - extended schools • The right to request flexible working open to all • When you need to care for a disabled person • Better care services • Support to balance work and caring • And at retirement • Entitlement to an adequate pension

15. EOC parents and carers coalition • A unique coalition of organisation • 42 members – parents, carers, disability age organisation, unions & employers • Challenging political parties to put carers and parents at the top of their agenda • Can we afford not to care: • Good for Britain • Value for money

16. A win-win agenda • Measures to help parents and carers often help employers – its easier to employ parents & carers if support services are available • Most parents and carers want choices – but they won’t all choose the same things • Helping people to make or keep links with paid work helps to avoid poverty

17. Winner at the ballot box • 87% of parents think the Government should help more with childcare costs • 90% of people think Carer’s Allowance should be increased • 89% of parents and carers support the right for all parents and carers to ask their employer for flexible working

18. How can trade unions help? • Campaigning - USDAW • Raising awareness and giving support to its members • Convincing employers of the business benefits of supporting carers and parents • Negotiating for more help • Work with employers to ensure that support is given to all those who need it – to enable parents and carers to be able to truly balance their lives • Political influencing