Steps towards equal parenting and a family-friendly working life – CARE4CAREER
Objectives
Family responsibilities cause career interruptions, especially for women. This particularly impacts on salary, career development and pension accrual. Additionally, some pregnant women and those on family leave face discrimination based on pregnancy and family leave use at the workplace.
Studies show that perceived conflicts related to work–life balance are associated with sickness absences and decreased well-being at work. Improved work–life balance has been found to benefit workload management, particularly for women.
Family-friendly practices are still lacking at some workplaces, and there is insufficient support for men’s childcare responsibilities. Work–life balance practices should be developed, especially in predominantly male sectors and at workplaces where fathers rarely take longer family leaves.
A workplace culture that promotes work–life balance and family-friendly practices is positively associated with employer image, job satisfaction and motivation, reduced intentions to change jobs, and greater organisational commitment. A family-friendly workplace also considers diverse family types and various family situations.
The aim of the project is to
- promote the reconciliation of work and family life and the adoption of family-friendly practices at workplaces as part of gender equality plans
- collect and share information on the impact of Finland’s family leave reform and experiences regarding its implementation at workplaces
- increase employers’ and employees’ awareness of their rights and obligations and the impact of discrimination based on pregnancy and family leave
- support individuals who have experienced discrimination during pregnancy or family leave
- promote a more equitable distribution of family leave within families by dismantling gender stereotypes and roles associated with family responsibilities.
The project takes gender and diversity perspectives into account in its activities.
Results and impact
The project produces
- a tool for implementing work–life balance measures as part of the workplace’s statutory gender equality plan
- a research report on the experiences of the 2022 parental leave reform at workplaces
- a summary of family-friendly practices at workplaces
- a literature review, guidelines, and a communications campaign targeted at workplace management and HR to identify discrimination due to pregnancy and family leave, and to increase family friendliness at workplaces
- support measures for those who have experienced discrimination related to pregnancy and family leave in work life.
Three open webinars will address the prevention of discrimination due to pregnancy and family leave, family leave practices and family friendliness in the workplace. Mutual learning workshops will be organised for workplaces interested in developing family friendliness (6–12 organisations in total). An international programme section will be held at the Gender Equality Days 2026.
Target groups of the project include workplace leadership, managers, supervisors and HR, as well as labour market organisations and trade unions. It also encompasses current and future parents who are making childcare and career choices, and/or are at risk of discrimination, or those who have experienced discrimination during pregnancy and/or family leave.
The results of the project will also be disseminated to experts in equality and diversity, the general public -particularly families with children- and political and other decision-makers.
Ask about the project
Partners
Project partners: Finnish Institute for Health and Welfare (THL) and Mothers in Business (MiB).
The project’s operations are supported by a steering group and a diversity panel consisting of experts in gender equality and diversity.
Funded by
The project is funded by the EU’s Citizens, Equality, Rights and Values Programme (CERV).
