Is there merit in making a workplace more father-friendly? What can be done?

Any forms of raising the floor on work-life balance, be it father-friendly or mother-friendly arrangements, they must be aligned with business imperatives. It is a myth that such arrangements may compromise work performance. On the contrary, motivated staff’s performance far outweighs any provisions or deemed losses made to the work-life balance. Everything about such workplace friendly practices comes down to people. When we are in business, we cannot escape the human elements at work – human care, human commitment if not properly provided will result in human frustrations and human despairs. Businesses must also serve the needs of its own people so that any improved working conditions can be linked to higher level of economic productivity and employment performance.



Father-friendly needs are not as demanding as mother-friendly needs. Fathering situations are less complicated than mothering situations. It is therefore not about giving more days off for fathering activities but providing flexibility to fathers to bring their children to doctors where such verifiable visits can be counted as compassionate off-day or providing flexible turning- in-and-out timing for work since some fathers need to send and to pick children to and from school.



For so long as providing the father-friendly supports in the workplace does not impact competitiveness but at the same time, it can raise morale and motivation, such movement must be encouraged. The one rock-solid gift we can give our sons and daughters is our unconditional love and support and the company can also give that rock-solid support to father and mother friendly arrangements.