Summary of “Your Flex Work Culture Doesn’t Help Employees If It Hurts Their Careers”

The prevailing assumption is that working mothers are the ones who want and need flexibility at work.
To be sure, many working mothers still shoulder the daunting double shift of full-time work and primary child care responsibilities, and many likely want jobs that give them more flexibility to juggle these important responsibilities.
In two studies, recently published in Sociological Perspectives and Community, Work, & Family, we examined how workplace flexibility bias – employees’ belief that people at their workplace are unlikely to get ahead if they take leave or work flexibly – affects people’s engagement at work, their intentions to stay or leave their jobs, their ability to balance their work and personal lives, and even their health.
Our data comes from a nationally representative sample of about 2,700 U.S. employees collected by the Families & Work Institute.
In the survey, employees were asked about the extent to which others at their workplace were likely to get ahead at work if they took time off or rearranged their schedules for family or personal reasons.
We also find that perceiving bias against people who work flexibly not only impacts work attitudes but also follows employees home.
Why is workplace flexibility bias so harmful to all types of employees? We think employees generally do not like working for organizations that penalize people for having lives outside of work.
If employees at your organization are scared to take leave or work flexibly, there are things you can do.

The orginal article.