There are often two main aspects associated with work/life balance the first is lack of time and scheduling conflicts, and the other is feeling overwhelmed, overloaded or stressed by the pressures of multiple roles.
Research for Health Canada indicate that there are four broad categories associated with work life balance:
From: Health Canada, (2008), Reducing Work-Life Conflict: What Works? What Doesn't?
Simply put, work/life balance initiatives are any benefits, policies, or programs that help create a better balance between the demands of the job and the healthy management (and enjoyment) of life outside work.
Work/life initiatives can potentially deal with a wide range of issues including:
The need for balance is essential. Studies on work/life balance programs have reported such benefits as:
Work/life balance initiatives can be part of a complete health and safety and/or a health promotion program in the workplace. The initiatives can be written as part of existing health and safety policy, or particular guidelines can be referenced in the overall company human resources policy or the collective agreement (if applicable).
Meeting both the employees' and overall business needs requires a significant commitment from senior management. Each workplace should tailor its work/life policies to suit their own particular needs and corporate culture. This 'best fit' should be done with frequent consultation with employees. As with other health and safety programs, for work/life initiatives to be successful and sustainable, both employers and employees must take responsibility for making the program work effectively. An evaluation or feedback systems should also be part of that process.
It is very important to remember that for many workers balancing work/life demands is just one of the many challenges they face on a regular basis. While most people would agree that these issues should be addressed, they may not know where they can be resolved. A program dealing with work/life issues could, for example, be part of a complete health and safety program. However, it should not take away resources or distract attention from addressing other health and safety concerns or hazards that may be present in the workplace.
When starting, it is best to appoint an individual or in some cases, form a joint work/life committee. To research needs and to implement the program, suggested steps to take are as follows:
1. Assess the workplaces' current situation and objectives.
2. Get buy-in from all levels. Educate all members of the company about the benefits and challenges of introducing these programs. Be clear on the intentions and goals of the program. Provide any necessary training and/or education to help these address concerns.
Some common concerns or challenges that may need to be addressed include the misconceptions that:
3. Be clear how hours, productivity and deadlines will be monitored. Address fears and apprehension expressed by both employees and managers. Be sure that workload issues are resolved and set realistic targets.
4. Create a policy or guideline:
5. Initiate a trial period and/or pilot studies.
6. Monitor, re-survey, and make any adjustments that are necessary.
Please see the Wellness in the Workplace? OSH Answers for more information about establishing a workplace health or wellness program.
(Adapted from: Workplace Health and Wellness Guide, CCOHS)
Document last updated on September 1, 2008