Diversity in the work–life interface: introduction to the special issue

Abstract

PurposeThis article serves as an introduction to six articles featured in a special issue on diversity in the work–life interface. This collection of papers contains research that contemplates the work–life interface in different geographic and cultural contexts, that explores the work–life experiences of minority, marginalized and/or underresearched groups of workers and that takes into account diverse arrangements made to fulfill both work and nonwork responsibilities.Design/methodology/approachThis introductory article first summarizes some of the emerging research in this area, introduces the papers in this special issue and links them to these themes and ends with highlighting the importance of using an intersectional lens in future investigations of the work–life interface.FindingsThese six articles provide empirically based insights, as well as new theoretical considerations for studying the interface between paid work and personal life roles. Compelling new research directions are identified.Originality/valueIntroducing the new articles in this special issue and reviewing recent research in this area brings together the work–life interface scholarship and diversity management studies and points to the necessity for future investigations to take an intersectional and contextualized approach to their subject matter.

Untangling the role of CEOs' political ideology in the provision and inclusiveness of work–family policies: a multi-level conceptual model

“…“[w]e are not discounting the difficulties that mothers experience in balancing paid and non-paid work and would argue that it is paramount to continue research in this area. However, the sole focus on white heterosexual Western mothers of young children is problematic” (2020, p. 2). Responding to such calls, this conceptual model proposes an array of factors that explain why some organizations have a very narrow definition of work–family policies while in other organizations the beneficiaries of such organizational policies are more diverse.…”

“…The challenging balancing act between work and family-related life domains has been at the center of attention of both scholars and practitioners for several decades (Eby et al, 2005) and at the epicenter of these discussions is the value of work-family policies for the beneficiaries and their employers (Zhang et al, 2018). Much of this attention, however, has been dedicated to the experiences of primarily cis-gendered working women with minor children (Beauregard et al, 2020;Kelliher et al, 2019; and, arguably, the offered work-family policies have been designed to meet the needs of this specific subgroup of the workforce. This focus on female employees with underage children, of course, is not ungrounded.…”

“…, 2018). Much of this attention, however, has been dedicated to the experiences of primarily cis-gendered working women with minor children (Beauregard et al. , 2020; Kelliher et al.…”

“…First, the model unpacks the factors that influence the organizational decisions about the nature of the organizational work–family policies and offers a holistic, multi-level approach by considering executives' characteristics, institutional factors and the role of line managers/supervisors. Second, this conceptual paper responds to calls for further exploration of the inclusivity of work–family policies (Beauregard et al. , 2020).…”

“…The issue of work-family conflict has captivated the attention of both researchers and practitioners (Beauregard et al, 2020;Shockley et al, 2017). The focus on work-family issues is partly due to the escalation of the proportion of the workforce that experiences conflicting work and family demands (Clark, 2001).…”