The widespread implementation of teleworking due to the coronavirus pandemic has shown that conciliation continues to be a pending task for a large part of the companies in our country .
At the beginning of the confinement last, with 55% of employees working from home desktop, the , and up to 67% acknowledged Spain Phone Number List respond and attend calls I work after hours. One year after the adoption of this work model, and according to the InfoJobs Report on Conciliation, a third of the Spanish workforce assures that it is difficult for them to reconcile work and family life . In fact, only 33% of the interviewees affirm that they have facilities to combine work with family.
Recently, the Ministry of Equality has announced the approval of the Co-Responsible Plan , which aims to alleviate this problem Usa B2B List by creating jobs and helping to reconcile workers with minor children, creating a network of caregivers at home. In fact, according to data from the InfoJobs report , one in three employed persons in Spain today has to take care of children under 15 years of age. In addition, the latest data from the INE indicate that, in order to do so, 1 in 5 uses professional services.
Shift changes, access to nursery or breastfeeding areas, and childcare leave are the three measures that women request in a higher percentage than men:
Although women are somewhat more demanding than men on work-life balance issues – they demand a higher percentage than men to change shifts (29%), the availability of nursery or breastfeeding areas (20%) and leave of absence to care for children. children (19%) -, both genders state that they have the same level of difficulty when it comes to reconciling work and work life . Thus, 31% of men find it difficult to find balance, compared to 29% of women.
Mónica Pérez , Director of Communication at InfoJobs, points out: “Although it is true that, traditionally, it is women who encounter the most difficulties when it comes to reconciling work and family life, reconciliation directly affects men and women and must be approached as a common need (and obligation) . In this sense, both the companies and the Public Administration must agree on and apply solutions that, as far as possible, are adapted to the different circumstances of the professionals ”.
Time flexibility, intensive work hours and teleworking are the three reconciliation measures most demanded by the workforce:
Time flexibility (58%), intensive working hours (42%) and the adoption of teleworking (37%) are the three tools preferred by the Spanish workforce in order to guarantee work-life balance. These are followed by digital disconnection (28%), the possibility of changing shifts between colleagues (25%) and paid annual hours of private affairs (23%). In last place would be the leave of absence for the care of the children (16%) and the availability of nursery or nursing areas within the organization itself (15%).
By age group, young people between 16 and 24 years old give greater importance to the possibility of changing shifts / days between colleagues (50%); while in more intermediate ages (35-44 years), telework takes more weight (44%).
Regarding the results by autonomous communities, and focusing on the five largest (Madrid, Catalonia, Andalusia, Valencian Community and the Basque Country), Madrid is the one that gives the most importance to time flexibility (62%), ahead from Catalonia and the Basque Country (59%); while the Catalan community is the one that best welcomes intensive work days (51%), followed by Madrid (48%) and the Valencian Community (43%). Regarding the third of the measures most requested by the active population -the adoption of telework-, Madrid is once again the community that is most committed to it (49%), ahead of Catalonia (38%) and the rest of the communities (36 %).
Work-life balance, key in women’s access to managerial and leadership positions:
The data from the Report published by InfoJobs show that there is a clear relationship between the percentage of women in managerial positions and work-life balance. Thus, in those companies in which there are more than 50% of women who hold positions of responsibility, 41% of them affirm that it is easy to find a balance between their job and family life. On the contrary, in companies it is those that less than 5% of managerial positions are held by women, 34% of them indicate that they have difficulty achieving this conciliation.
As the percentage of women in positions of responsibility and leadership grows, so do the facilities they find to reconcile their professional and family life.
6 out of 10 medium and large companies already offer teleworking as a reconciliation measure:
Among the measures most implemented by companies with more than 50 employees to facilitate work-life balance , the appearance of teleworking stands out (60%), although the most used tool is labor flexibility (71%). Also noteworthy are the leave of absence for childcare (50% and intensive work hours (45%).
For their part, companies with less than 50 employees show that they have more difficulties in offering measures that facilitate the reconciliation of family and work life . Thus, time flexibility (60%) is the only tool implemented by more than half of these types of organizations. Teleworking (43%), intensive days (33%), the possibility of changing shifts (32%) or leave of absence (18%) fall below this ratio.
