Family Policies in Britain and Germany Innovative Ways of Coping with Old and New Challenges: Enterprises as Actors of Family Policy? [email protected]

Family Policies in Britain and Germany Family Policies in Britain and Germany Innovative Ways of Coping with Old and Innovative Ways of Coping with Old and

New Challenges: New Challenges:

Enterprises as Actors of Family Policy?Enterprises as Actors of Family Policy?

[email protected]

Martin Seeleib-Kaiser

OverviewOverview

IntroductionIntroduction

Enterprises and Sustainable Family Enterprises and Sustainable Family PoliciesPolicies

An Economy-wide PerspectiveAn Economy-wide Perspective

Firm-level Family Policies at Leading Firm-level Family Policies at Leading CorporationsCorporations

ConclusionConclusion


Family policy has moved centre-stage Family policy has moved centre-stage within social policy debates throughout within social policy debates throughout Europe.Europe.

Expansions of family policies are Expansions of family policies are perceived by many political actors to perceived by many political actors to significantly contribute to the sustainability significantly contribute to the sustainability of the respective political economy.of the respective political economy.


A.A. Family Policy in FocusFamily Policy in Focus(Mary Daly; Queen’s University, Belfast)(Mary Daly; Queen’s University, Belfast)

B.B. Gateway of Family and Education Gateway of Family and Education PolicyPolicy

(Sigrid Leitner, Anneli Rüling; (Sigrid Leitner, Anneli Rüling; Universität Universität Göttingen)Göttingen)

C.C. Enterprises as Actors in Family Enterprises as Actors in Family Policy?Policy?

(Martin Seeleib-Kaiser, Timo (Martin Seeleib-Kaiser, Timo Fleckenstein; University of Oxford)Fleckenstein; University of Oxford)

Enterprises and Sustainable Enterprises and Sustainable Family PoliciesFamily Policies

Employers as supporters of social policiesEmployers as supporters of social policies

Corporate Social ResponsibilityCorporate Social ResponsibilityM. Friedman: “[T]here is one and only one social M. Friedman: “[T]here is one and only one social responsibility of business – to use resources and responsibility of business – to use resources and engage in activities designed to increase its engage in activities designed to increase its profits.”profits.”

Business CaseBusiness Case– Promoted by UK and German GovernmentPromoted by UK and German Government– ResearchResearch

Enterprises and Sustainable Family Enterprises and Sustainable Family PoliciesPolicies

Research Question:Research Question:

Why and under which conditions do (large) Why and under which conditions do (large) corporations provide firm-level family corporations provide firm-level family policies and in how far do these firm-level policies and in how far do these firm-level policies contribute to sustainability?policies contribute to sustainability?


Dimensions of family policyDimensions of family policy• MoneyMoney• Services Services • Time Time

Family-friendly Measures at UK and Family-friendly Measures at UK and German Workplaces have increased in the German Workplaces have increased in the 2000s2000s

Tab. 1 ‘Family-Friendly’ Measures at UK and Tab. 1 ‘Family-Friendly’ Measures at UK and German Workplaces (in %)German Workplaces (in %)

Sources: BMFSFJ 2007, DTI 2003, Hogarth et al. 2000.

UKUK DD

20002000 20032003 20002000 20032003

Flexible working timeFlexible working time 8181 8686 76.876.8 88.988.9

Childcare (direct Childcare (direct provision)provision)

1.71.7 2.92.9 1.91.9 3.53.5

Extra-statutory Maternity Extra-statutory Maternity LeaveLeave

1616 6868 n/an/a n/an/a

Extra-statutory Parental Extra-statutory Parental LeaveLeave

1414 9-119-11 n/an/a n/an/a


Flexible working time is not Flexible working time is not per seper se family- family-friendlyfriendly

Family friendliness depends on the time Family friendliness depends on the time autonomy available to the individual workerautonomy available to the individual worker

Different statutory rules, firm practices and Different statutory rules, firm practices and governance structures in Britain and governance structures in Britain and GermanyGermany

Employees in Germany tend to have more time Employees in Germany tend to have more time autonomy than in Britainautonomy than in Britain


Company size and industry sector are key Company size and industry sector are key variables determining firm-level family variables determining firm-level family policy provisionpolicy provision

Tab. 2: Family-Friendly Measures at German Workplaces by Size, 2004 (in % of establishments)

Number of Number of EmployeesEmployees

ChildcareChildcare Special Special Arrangements Arrangements

for Parents for Parents During Parental During Parental

LeaveLeave

1-501-50 0.90.9 3.53.5

51-10051-100 2.72.7 15.715.7

101-250101-250 2.62.6 24.124.1

251-500251-500 6.56.5 29.329.3

501-1000501-1000 9.89.8 38.038.0

More than 1000More than 1000 22.122.1 48.648.6

TotalTotal 1.01.0 4.24.2

Source: IAB 2004

Tab. 3: Family-Friendly Measures at UK Workplaces by Size, 2003 (in

% of establishments)Number of Number of EmployeesEmployees

Childcare or other Childcare or other Supporting ChildcareSupporting Childcare11

ArrangementsArrangements

Extra-statutory Extra-statutory Maternity PayMaternity Pay

5-95-9 3.43.4 18.718.7

10-2410-24 6.26.2 15.515.5

25-4925-49 5.15.1 16.716.7

50-9950-99 7.47.4 20.520.5

100-249100-249 8.58.5 28.928.9

250-499250-499 18.018.0 38.038.0

More than 500More than 500 26.126.1 52.252.2

TotalTotal 7.77.7 22.322.3

1 This category includes: direct childcare provision, financial support for childcare, help with childcare during holidays, information about local childcare provision etc. Source: DTI 2003.

Tab. 4: Leaders and Laggards in Tab. 4: Leaders and Laggards in GermanyGermany

SectorSector

Special Arrangements for Employees Special Arrangements for Employees during Parental Leave (in % of Workplaces)during Parental Leave (in % of Workplaces)

YesYes NoNo

Financial IntermediationFinancial Intermediation 16.016.0 84.084.0

Mining, Electricity, Gas, Mining, Electricity, Gas, Water SupplyWater Supply

13.713.7 86.386.3

Manufacturing/ConstructionManufacturing/Construction 5.05.0 95.095.0

Wholesale and Retail Wholesale and Retail (Repairs)(Repairs)

3.03.0 97.097.0

Hotels and RestaurantsHotels and Restaurants 2.72.7 97.397.3

Source: IAB 2004

Tab. 5: Leaders and Laggards in Tab. 5: Leaders and Laggards in BritainBritain

SectorSector Childcare or other Childcare or other Supporting Childcare Supporting Childcare Arrangements (in % of Arrangements (in % of

workplaces)workplaces)

Extra-statutory Extra-statutory Maternity Pay (in % of Maternity Pay (in % of

workplaces)workplaces)

YesYes NoNo YesYes NoNo

Financial Financial IntermediationIntermediation

25.025.0 75.075.0 55.655.6 44.444.4

Electricity, Gas, Electricity, Gas, Water SupplyWater Supply

31.631.6 68.468.4 76.576.5 23.523.5

ConstructionConstruction 1.31.3 98.798.7 5.65.6 94.494.4

ManufacturingManufacturing 7.07.0 93.093.0 17.817.8 82.282.2

Wholesale and Wholesale and RetailRetail

2.22.2 97.897.8 17.017.0 83.083.0

Hotels and Hotels and RestaurantsRestaurants

8.78.7 91.391.3 14.514.5 85.585.5

DTI 2003

Firm-level Family Policies at Firm-level Family Policies at Leading CorporationsLeading Corporations

Survey among DAX, M-DAX, S-DAX and FTSE 100Survey among DAX, M-DAX, S-DAX and FTSE 100

VERY TENTATIVE FINDINGS TO BE VERY TENTATIVE FINDINGS TO BE COMPLEMENTED BY QCA AND CASE COMPLEMENTED BY QCA AND CASE

STUDIESSTUDIES


Findings: Findings: Very high level of provision of flexible working Very high level of provision of flexible working time arrangements (all respondents in our survey)time arrangements (all respondents in our survey)

In 75 % of the German cases arrangements are In 75 % of the German cases arrangements are governed through collective agreements at the governed through collective agreements at the industry level or formal agreement at the firm industry level or formal agreement at the firm level.level.

In 55 % of the British cases working time In 55 % of the British cases working time arrangements are governed through unilateral arrangements are governed through unilateral policies by management.policies by management.


Findings (continued)Findings (continued)81 % of companies in both countries did not limit provision81 % of companies in both countries did not limit provision

70 % of German and 60 % of UK corporations offered some 70 % of German and 60 % of UK corporations offered some services during parental leaveservices during parental leave

45 % of German and 27 % of UK corporations offered 45 % of German and 27 % of UK corporations offered childcare arrangementschildcare arrangements

42 % of German and 18 % of UK corporations offered an 42 % of German and 18 % of UK corporations offered an extension of the job guarantee beyond statutory requirementsextension of the job guarantee beyond statutory requirements

6 % of German and 73 % of UK corporations provided 6 % of German and 73 % of UK corporations provided payments in addition to statutory requirements of the payments in addition to statutory requirements of the parental/maternity benefitparental/maternity benefit


Findings (continued)Findings (continued)Reasons for provisionReasons for provision

a)a) Recruitment and retention of employees (87 % of German Recruitment and retention of employees (87 % of German and 100 % of UK companies said that this was either and 100 % of UK companies said that this was either important or very important for them);important or very important for them);

b)b) Improve job satisfaction of employees (82 % [D]; 89 % [UK]);Improve job satisfaction of employees (82 % [D]; 89 % [UK]);

c)c) Improve reintegration after parental leave (77 % [D]; 95 % Improve reintegration after parental leave (77 % [D]; 95 % [UK]);[UK]);

d)d) Corporate social responsibility (77 % [D]; 53 % [UK]);Corporate social responsibility (77 % [D]; 53 % [UK]);

e)e) Reduction of child-related absenteeism (68 % [D + UK]);Reduction of child-related absenteeism (68 % [D + UK]);

f)f) Reduction of personal turnover and absenteeism due to Reduction of personal turnover and absenteeism due to illness (59 % [D]; 84 % [UK]);illness (59 % [D]; 84 % [UK]);


Findings (continued)Findings (continued)In the UK, the policies were overwhelmingly initiated by In the UK, the policies were overwhelmingly initiated by management (95 %), whereas in Germany this was the management (95 %), whereas in Germany this was the case in a plurality of companies (45 %). case in a plurality of companies (45 %).

In a significant number of the German companies, the In a significant number of the German companies, the policies were jointly initiated by management and works policies were jointly initiated by management and works councils; equal opportunities officers also seemed to councils; equal opportunities officers also seemed to play a significant role.play a significant role.

In 65 % of the German companies the works councils In 65 % of the German companies the works councils were involved in developing the specific measures, were involved in developing the specific measures, whereas in only 35 % of the British companies were whereas in only 35 % of the British companies were unions involved in designing firm-level family policies. unions involved in designing firm-level family policies.


Significant expansion of firm-level family policies, Significant expansion of firm-level family policies, especially in large corporations and specific industry especially in large corporations and specific industry sectors.sectors.

Difference in governance of firm-level family policies Difference in governance of firm-level family policies among British and German firms.among British and German firms.

Firm-level family policies contribute to “enclave social Firm-level family policies contribute to “enclave social policy” provisions. policy” provisions.

Such enclave social policy provisions can be especially Such enclave social policy provisions can be especially beneficial to employees working in (service sector) beneficial to employees working in (service sector) companies requiring high general skills (banking) as well companies requiring high general skills (banking) as well as their employers, eventually leading to a win-win as their employers, eventually leading to a win-win situation. situation.


The business case seems to be of less importance in The business case seems to be of less importance in those firms requiring industry-specific or low general those firms requiring industry-specific or low general skills. skills.

As Suzanne Berger et al. (2006: 47) argue in their recent As Suzanne Berger et al. (2006: 47) argue in their recent study study How We CompeteHow We Compete: “Within a given country we find : “Within a given country we find a range of variation of types, of linkages, and of ideas a range of variation of types, of linkages, and of ideas about how things ought to be run.” One may hypothesize about how things ought to be run.” One may hypothesize that this finding also applies to firm-level family policies that this finding also applies to firm-level family policies in post-industrial economies that increasingly rely less on in post-industrial economies that increasingly rely less on (industry) (industry) specific skillsspecific skills and more on and more on highhigh and and low low general skillsgeneral skills..

Documents

Family Policies in Britain and Germany Innovative Ways of Coping with Old and New Challenges: Enterprises as Actors of Family Policy? [email protected]