Barriers to Work-Life Balance

1. Flexibility is often feminized

Flexibility may be associated with the “mummy career path.”

Changing jobs after having a child is seen as the domain of women with children, not fathers.

When men choose to be flexible with their care, some face negative reactions in the form of stigma and discrimination, especially in the context of parental leave and returning to work – even when taking short periods of leave.

The Australian Human Rights Commission found that men were twice as likely to be refused leave than women.

Latest data from Australia shows that only 8% of organisations set targets for engaging men in flexible working.

This problem stems from deeply ingrained norms and stereotypes around work and care, which often leaves men out of conversations about flexibility.

2. Men are expected to focus on their careers

Men’s caring responsibilities are largely invisible in the workplace, and fathers are often told to prioritize professional development and financial security rather than actively engaging in the day-to-day care of their children.

As a result, men report a lack of acceptance of flexible working arrangements in the workplace and concerns about possible negative effects on their careers.

While the benefits of fathers being more active in their parenting roles are clear – including positive outcomes for child development, father-child bonding, and men’s well-being – the negative effects on career are often cited as a significant downside to some forms of flexibility.

The basis for the expectation that men will be dedicated to their careers is masculine norms and the schema of work dedication (the moral obligation to dedicate oneself to work).

However, Australian research shows that men want more flexibility, and some are even willing to change jobs to get it.

3. Men don’t know what they are entitled to

Men are sometimes unaware and employers do not provide sufficient information about men’s rights.

Many fathers are not fully aware of the work-family policies available to them or where to find them. They are sometimes reluctant to ask employers directly because of a perceived lack of authority or fear of negative judgment.

As a result, when it comes time to explore the topic of flexibility, men often have to do their own research to find out what they can actually use.

The lack of readily available information for men reinforces the message that flexibility in parenting is not entirely the domain of fathers.

To help overcome this problem, organizations should make sure to talk not only to mothers but also to fathers about adjusting their work schedules when they have children.

4. Professional barriers

Men in different positions within organisations face different challenges when trying to implement flexible care arrangements.

People in high-status positions, such as senior employees or managers, have a lot of control over their working hours but are often reluctant to accept formal, flexible care arrangements, fearing that this may indicate a lack of commitment to work.

In contrast, men working in lower-status roles report that they are unable to request flexibility, with some reporting that their requests are rejected or that they are pressured not to use flexibility options.

5. Lack of male role models

There is a lack of role models from other men and a space where men can learn from each other how to work flexibly.

Men also report hesitation in using flexible working arrangements because they do not see their leaders accepting them themselves or setting an example. This leads to concerns that it could have negative consequences, leading to lost promotions or career opportunities.

If more men in management positions worked flexibly for family reasons it would set an example for other men, but there are barriers due to the expectations some leaders have of being present at work.

What’s next?

For this to change, men’s role in childcare needs to become more visible at work, and organisations need to better support fathers in providing them with flexible care options.

Effective ways to improve the situation include supporting male leaders as role models of flexibility, promoting through organisations that flexibility also applies to fathers, and informing men about their work-life balance rights when they become or soon become fathers.

Alina Ewald is a lecturer in psychological sciences at Western Sydney University.

This article is reprinted from The Conversation under a Creative Commons license. Read original article.