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Insight into Involved Fathers at Work: Recent Trends in Germany

Explore the main trends and workplace reactions in Germany regarding involved fathers at work, including gender pay gap, parental leave, and family-friendly policies. Learn about good practices and recommendations for creating a supportive work environment for men balancing work and family life.

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Insight into Involved Fathers at Work: Recent Trends in Germany

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  1. Involved fathers @work. Recent trends in Germany" Dr. Marc Gärtner, Berlin

  2. Outline Men@work ( & in families): Main trends Work-place reactions Good practices Outlook/recommendations Seite 2

  3. Men@work: Main trends Seite 3

  4. Men@work: Main trends • Main labourmarketcharacteristics: • High genderpaygap (2014): 21.6 (22.9 Austria,16.2 EU) • West: breadwinnertradition, east: double-earnertradition • Main changes: • Womens‘ partcipation • Men‘schanges • Context: • Fromindustrytoservices newmodelsofsuccess • „Erosion ofstandardwork“ Seite 4

  5. Men@work: Main trends • Part time: • 1991: M - 4.4 % (W – 35 %) • 2014: M – 20.1 % (W – 57.8 %) • Parental leaveofmen: • 2006: 3.5 % • 2014: 32 % (Main-Spessart-Kreis: 53.9 %, Jena: 53.7 %, in general: higher in the South) Seite 5

  6. Men & families: Main trends Do youagreewiththefollowingstatement? (n=1000) „I care tobepresent in mykid‘s (orkids‘) developmentrightfromthebeginning.“ I disagree I agree Partly Seite 6

  7. 2. Workplace reactions • Men in parental leave: From “exotism“ to “thenew normal“? • Culture ofavailability, 2009: • „Youreceive a lotofpressure, andsomebadcomments, like ‚Oh, half pastnineagain, andagainyoubroughtyourkidtotheshelter. Andyou‘llleaveagain at half past 2? Great!‘ Sometimescolleaguesareworsethansuperiors, due tothiscollectivepressure. Theysaythings like: ‚Since he haskids he stoppedperformingwell. He causesconfusion, andwe‘vegottotakeoverhisjob.“ • (HR developementrepresentative, PowerCom) Seite 7

  8. 2. Workplace reactions Patterns ofreactions: Never heardofwork-family-balance Mostlyforwomen, but menmaybeallowedtopartcipate Menareusuallyseenas a targetgroup Seite 8

  9. 3. Good practices • Main reasonsforfatherfriendlyemployers‘ policies: • Family friendly = sealofquality • „Best employers“: recruitment & motivationfactor • Health& qualityofwork • „Goodleadership“: give & take Seite 9

  10. 3. Good practices Promotion after parental leave, 2009: „Myadvantageis, myemployeris in themiddleof a processof a work/familyaudit. So I canrelyitis ok totake parental leave, it‘souragency‘spolicy. I had just been on a onemonth parental leave, and in the interview forthepromotion I mentioned ‚I am on a leave, I wantthatand I will not be back before August.‘ The wantedtofillthevacancyimmediately, but theagency‘schairsaid: „Who says ‚A‘ like audit, hasgottosay ‚B‘, too. Thatisthewayitis.“ (Mr. Hambrecht, Head ofsubjectunit, Federal Agency) Seite 10

  11. 3. Good practices • Fathers‘ networks (Commerzbank, Ergo, Deutsche Bahn, Lufthansa, e-on andothers) • Inclusionofmen & fathers in work-lifepolicies (Umweltbundesamt andothers) • Mentoring programmes (Deutsche Bahn, Deutsche Telekom, BASF andothers) • Flexible workmodels – reductionofworking time, telework, jobsharing, flexi-hours etc.: Trumpf AG andothers Seite 11

  12. 3. Good practices in male-dominated areas „Counting on fathers“ (Municipal utilities, Bielefeld) Seite 12

  13. 4. Recommendations/success factors • Legal framework & incentives (BEEG) • Men‘s attitudes & political initiatives challenge employers • Inclusion of leading managers & direct superiors • Networks of the most important change actors: fathers & men with work/life demands, gender equality/women‘s networks, HR Seite 13

  14. Vielen Dank! Thank you! • Dr. Marc Gärtner, Berlin • marc.gaertner@dissens.de Seite 14

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