Setting a Global Standard for Family-Friendly Working

Organisations increasingly want to make sure their efforts are making a positive difference in the world. Global Work + Family Standards have been developed in line with a social impact framework to support organisations to measure and communicate the social value of their provisions and encourage commitment to continuous improvement. They are designed to:

  • Educate employers on the importance of embracing family-friendly policies and practices.

  • Certify employers that meet minimum standards and recognise those that go above and beyond.

  • Provide a framework and guidelines to employers to foster an inclusive workplace culture.

  • Share evidence-based best practice from around the world.

  • Support policymakers to formulate improved policies and practices.

Used as a framework, organisations can build and evolve a family-friendly working environment by adopting or enhancing policies and practices across the six areas: flexible work, parental leave, leadership culture, family care, family wellbeing, and measurement.

Organisations who want to become certified as a Family Inclusive Workplace™ must meet the minimum requirements for each area. The criteria has been developed to enable areas of strength and potential improvement to be identified and progress to be assessed.

Global Work + Family Standards

Flexible Work

Parental Leave

Family Care

Family Wellbeing

Leadership Culture

Measurement

Flexible Work Standards

  • A Flexible Work Policy/Strategy/Framework is available in the organisation

  • Flexible Work is promoted and practiced, and there are examples of diverse flexible work types at every level in the organisation.

  • Technology and tools are provided to enable different types of flexible work.

  • Leaders are provided with the educational resources to support a flexible workplace and workforce.

  • Leaders role model flexible work.

Parental Leave Standards

  • A paid Parental Leave Policy/Strategy/Framework is available in the organisation.

  • Parental leave and support are communicated and promoted at every level of the organisation.

  • Parental leave provisions are in place for pregnancy loss, perinatal and post-natal anxiety, and depression.

  • Processes exist to support employees prior to, during and returning from parental leave.

  • Leaders are enabled to support parental leave requests and facilitate the return to work.

  • Policy supports are in place for fertility and pre-natal care.

Family Care Standards

  • A Carers Policy/Strategy/Framework is available in the organisation.

  • Caring provisions are promoted and supported, there are examples of caring support at every level of the organisation.

  • Employees are supported in caring situations (inc. foreseen/unforeseen).

  • Provisions for child feeding are in place and broadly communicated and promoted.

  • Leaders are enabled to support employees with caring responsibilities.

Family Wellbeing Standards

  • Support is promoted and practiced to assist in instances of Family and Domestic Abuse and Violence.

  • A Sexual Harassment, Bullying, and Violence at work Policy/Framework is produced in the organisation.

  • Support is promoted and practiced to assist in instances of workplace Sexual Harassment, Bullying, and Violence.

  • Leaders are enabled to support and embed policies and practices that support family wellbeing.

  • A Mental Health and Wellbeing Policy/Framework exists in the organisation.

  • Employees and their families have access to wellbeing support from the organisation.

  • Mental health, physical and financial wellbeing support is promoted and practiced, there are examples of wellbeing support at every level of the organisation.

  • A Family and Domestic Abuse and Violence Policy/Framework is produced in the organisation.

Leadership Culture Standards

  • Leaders are enabled to implement family-friendly workplace policies and practices.

  • Leaders proactively foster a family-friendly workplace culture.

  • Leaders enact practices that role model a family-friendly workplace culture.

Measurement Standards

  • The organisation has a mechanism to listen to employees and their ability to combine work and family life commitments.

  • The organisation has processes in place to measure the outcomes of Family Friendly Workplace policies and practices.

  • The organisation has processes in place to produce policy and practice changes based on the outcomes of their evaluations.

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