Reviews the impact of Child Tax Credit and Working Tax Credit on working mothers. The report investigates the effect of the tax credits on mothers’ participation in the labour market and explores reasons for credits not being taken up. The authors assess whether the credits act as an incentive for mothers to reduce their working hours and review the policy implications of their findings.
Reviews the impact of Child Tax Credit and Working Tax Credit on working mothers. The report investigates the effect of the tax credits on mothers’ participation in the labour market and explores reasons for credits not being taken up. The authors assess whether the credits act as an incentive for mothers to reduce their working hours and review the policy implications of their findings.
Subject terms:
labour market, mothers, service uptake, single parent families, tax credits, flexible working;
Government policy promotes employee participation as a means of improving company performance, particularly by changing employees' attitudes and improving the work environment. While there is some evidence from the literature that participation can have a positive effect on companies' financial performance and the working environment, a significant body of work also questions these links. The effects of participation schemes vary with the environment into which they are introduced. An insecure workplace environment may induce employees' compliance with participation measures, but may not achieve the commitment needed for attitude changes. Links between participation and attitude change appear to depend on the degree of influence granted to employees under participation measures. Low degrees of perceived influence are unlikely to produce positive results. However, middle management appears to resist participation initiatives which are perceived as reducing their influence or authority, thus posing an obstacle to the success of participation programmes. In terms of the work-life balance and family-friendly working, employees' voices remain muted. They tend to have a weak collective voice in larger organisations, whereas in some smaller firms individuals can sometimes negotiate flexible working arrangements. The researchers conclude that a combination of participation and welfare measures (such as equal opportunities and family-friendly policies) appears to enhance organisational performance and the quality of working life. Policy support should focus on union recognition and activity within a human rights framework, since this can positively influence employees' behaviour towards organisational goals.
Government policy promotes employee participation as a means of improving company performance, particularly by changing employees' attitudes and improving the work environment. While there is some evidence from the literature that participation can have a positive effect on companies' financial performance and the working environment, a significant body of work also questions these links. The effects of participation schemes vary with the environment into which they are introduced. An insecure workplace environment may induce employees' compliance with participation measures, but may not achieve the commitment needed for attitude changes. Links between participation and attitude change appear to depend on the degree of influence granted to employees under participation measures. Low degrees of perceived influence are unlikely to produce positive results. However, middle management appears to resist participation initiatives which are perceived as reducing their influence or authority, thus posing an obstacle to the success of participation programmes. In terms of the work-life balance and family-friendly working, employees' voices remain muted. They tend to have a weak collective voice in larger organisations, whereas in some smaller firms individuals can sometimes negotiate flexible working arrangements. The researchers conclude that a combination of participation and welfare measures (such as equal opportunities and family-friendly policies) appears to enhance organisational performance and the quality of working life. Policy support should focus on union recognition and activity within a human rights framework, since this can positively influence employees' behaviour towards organisational goals.
Allowing employees to have greater flexibility in their jobs is part of the government's work-life balance campaign. However, the most widely available form of flexible working - working part-time - has shown consistently low uptake amongst men and has been linked with a substantial pay gap between male and female workers. This research compares men and women's attitudes and intentions about flexible working and family life. A survey was carried out with full-time employees who were members of the Amalgamated Electrical and Engineering Union (AEEU) and with shop stewards.
Allowing employees to have greater flexibility in their jobs is part of the government's work-life balance campaign. However, the most widely available form of flexible working - working part-time - has shown consistently low uptake amongst men and has been linked with a substantial pay gap between male and female workers. This research compares men and women's attitudes and intentions about flexible working and family life. A survey was carried out with full-time employees who were members of the Amalgamated Electrical and Engineering Union (AEEU) and with shop stewards.
Subject terms:
income, part time work, surveys, trade unions, families, employment, equal opportunities, flexible working, gender;
Policies to encourage entry into self-employment are increasingly linked to measures to combat social exclusion. This study is about family-friendly working for self-employed parents, a group that has been largely ignored to date. Members of thirty households were interviewed in an economically deprived area in order to explore the costs and benefits of self-employment as a possible route out of economic disadvantage.
Policies to encourage entry into self-employment are increasingly linked to measures to combat social exclusion. This study is about family-friendly working for self-employed parents, a group that has been largely ignored to date. Members of thirty households were interviewed in an economically deprived area in order to explore the costs and benefits of self-employment as a possible route out of economic disadvantage.
People are living longer but on average leaving the workforce younger, not always at a time of their own choosing. This has important implications for retirement incomes and for economic and social participation in later life. Since 2000, the JosephRowntreeFoundation has supported a research programme on how people are making transitions in work and towards retirement after age 50
People are living longer but on average leaving the workforce younger, not always at a time of their own choosing. This has important implications for retirement incomes and for economic and social participation in later life. Since 2000, the JosephRowntreeFoundation has supported a research programme on how people are making transitions in work and towards retirement after age 50. This research sheds new light on people’s experiences in the workforce, the manner in which they leave it and what is happening to over-fifties outside paid work. Findings reveal in particular the complexity of modern pathways out of work and factors that influence them: simple financial sticks and carrots are unlikely on their own to change retirement behaviour greatly.
People leaving work before state pension age risk being poorer in retirement than if they had continued working. This qualitative study of 56 retired people in their fifties and early sixties profiled their experiences, decisions and attitudes before and after they stopped working. People's experience of leaving work differed. Some had left willingly, others had had little choice. Some had left gradually, others abruptly. Some had planned the move, others had had it forced on them with little control over timing. These differences could have profound effects on people's experiences, including whether financial circumstances measured up to their expectations. Those with least choice and control tended to experience greatest difficulties.
People leaving work before state pension age risk being poorer in retirement than if they had continued working. This qualitative study of 56 retired people in their fifties and early sixties profiled their experiences, decisions and attitudes before and after they stopped working. People's experience of leaving work differed. Some had left willingly, others had had little choice. Some had left gradually, others abruptly. Some had planned the move, others had had it forced on them with little control over timing. These differences could have profound effects on people's experiences, including whether financial circumstances measured up to their expectations. Those with least choice and control tended to experience greatest difficulties.
More women with young children are remaining in employment. Many employers are introducing flexible policies designed to improve work-life balance, but do they enable women and men to build careers in parallel? Or does work intensification undermine family-friendly policy changes? This study interviewed men and women in the banking, supermarket retail and local government sectors in East Kent/Canterbury and Sheffield. Work-life policies were being visibly improved in the organisations studied, and employees appreciated these new opportunities. However, despite opportunities for part-time and flexible working, upward career development and family responsibilities were seen as incompatible by many employees, particularly women, because they considered that promotion to managerial posts meant having to work full-time, often entailing long hours. Nonetheless, an employment history that includes career breaks and/or flexible working did not prohibit career development in retail and was becoming less prohibitive in banking and local government. In banking and local government, employees with specific skills (particularly professionals) or who worked on specific projects (rather than service delivery) were more able to take advantage of work-life policies.
More women with young children are remaining in employment. Many employers are introducing flexible policies designed to improve work-life balance, but do they enable women and men to build careers in parallel? Or does work intensification undermine family-friendly policy changes? This study interviewed men and women in the banking, supermarket retail and local government sectors in East Kent/Canterbury and Sheffield. Work-life policies were being visibly improved in the organisations studied, and employees appreciated these new opportunities. However, despite opportunities for part-time and flexible working, upward career development and family responsibilities were seen as incompatible by many employees, particularly women, because they considered that promotion to managerial posts meant having to work full-time, often entailing long hours. Nonetheless, an employment history that includes career breaks and/or flexible working did not prohibit career development in retail and was becoming less prohibitive in banking and local government. In banking and local government, employees with specific skills (particularly professionals) or who worked on specific projects (rather than service delivery) were more able to take advantage of work-life policies.
Subject terms:
life style, parental leave, parent-child relations, part time work, policy, quality of life, short break care, socioeconomic groups, bereavement, carers, families, employment, flexible working;
The Government has initiated policies to address growing concerns regarding the spill-over effects of work on family life. However, little has been done to examine the effects on family life of people from minority ethnic groups working in family businesses or being self-employed. In the context of a higher incidence of self-employment among these groups, this research carried out an in-depth survey of 60 entrepreneurs from five different minority ethnic communities. The aim was to understand the changing pattern of family involvement in business and its effect on family life. Family businesses were underpinned by trust between family members, who were prepared to offer start-up finance, help out in the business without remuneration and allow family members to work flexibly. Flexible working arrangements were generally available informally to trusted family members, but not to other employees. In particular, flexible arrangements enabled entrepreneurs' wives to combine working in the business with domestic responsibilities. Many entrepreneurs' wives carried a triple or quadruple burden of responsibility - caring for children, managing the home, helping in the business and undertaking paid employment to provide family income, especially at business start-up.
The Government has initiated policies to address growing concerns regarding the spill-over effects of work on family life. However, little has been done to examine the effects on family life of people from minority ethnic groups working in family businesses or being self-employed. In the context of a higher incidence of self-employment among these groups, this research carried out an in-depth survey of 60 entrepreneurs from five different minority ethnic communities. The aim was to understand the changing pattern of family involvement in business and its effect on family life. Family businesses were underpinned by trust between family members, who were prepared to offer start-up finance, help out in the business without remuneration and allow family members to work flexibly. Flexible working arrangements were generally available informally to trusted family members, but not to other employees. In particular, flexible arrangements enabled entrepreneurs' wives to combine working in the business with domestic responsibilities. Many entrepreneurs' wives carried a triple or quadruple burden of responsibility - caring for children, managing the home, helping in the business and undertaking paid employment to provide family income, especially at business start-up.
Subject terms:
income, self-employment, stress, black and minority ethnic people, economics, families, employment, family support, ethnicity, flexible working;
This research describes how young people's lives have changed over the past twenty years, by comparing two large samples of young people, one of which reached age 25 in 1983 with the other reaching this age in 1995. It illustrates and interprets the quite dramatic changes in working and living arrangements that have occurred over this period and draws some conclusions about who has benefited and who has not.
This research describes how young people's lives have changed over the past twenty years, by comparing two large samples of young people, one of which reached age 25 in 1983 with the other reaching this age in 1995. It illustrates and interprets the quite dramatic changes in working and living arrangements that have occurred over this period and draws some conclusions about who has benefited and who has not.
Subject terms:
independence, marriage, poverty, quality of life, surveys, young adults, young people, education, families, employment, flexible working;
The Government is encouraging employers to adopt family-friendly employment policies. Its approach focuses on promoting the development of voluntary family-friendly arrangements through agreement between employers and employees. From January 2000 to February 2001, a research team from three Scottish universities examined family-friendly policies in 17 companies in the rapidly expanding financial services sector in Scotland and then compared policy with practice in four case-study companies drawn from the original sample. Where unions were recognised there was a wider spread of family-friendly policy initiatives than in other companies and these policies were codified, for example, in staff handbooks. In all 17 companies, interest in family-friendly working arrangements was prompted largely by concerns for labour retention. Other factors included meeting minimum statutory requirements and keeping up with competitors. Many managers saw flexibility over working hours as the essence of family-friendly working. However, managers themselves and many employees worked long hours
The Government is encouraging employers to adopt family-friendly employment policies. Its approach focuses on promoting the development of voluntary family-friendly arrangements through agreement between employers and employees. From January 2000 to February 2001, a research team from three Scottish universities examined family-friendly policies in 17 companies in the rapidly expanding financial services sector in Scotland and then compared policy with practice in four case-study companies drawn from the original sample. Where unions were recognised there was a wider spread of family-friendly policy initiatives than in other companies and these policies were codified, for example, in staff handbooks. In all 17 companies, interest in family-friendly working arrangements was prompted largely by concerns for labour retention. Other factors included meeting minimum statutory requirements and keeping up with competitors. Many managers saw flexibility over working hours as the essence of family-friendly working. However, managers themselves and many employees worked long hours