Anecdotal evidence suggests that many traditional blue-collar workers, who tend to be paid on an overtime basis, routinely work these sorts of hours. Many traditional white-collar workers, who tend to be paid on a salary and therefore who are not paid extra for working overtime, are routinely working more than 50 hours a week.

It might be possible to say about some of these health conditions that we have simply become more aware of them, and certainly more aware of how to treat them. And it is also possible to say that the increased incidence of some of these conditions might be related to factors other than work. But the significant increase in these conditions must also be seen in the context of significant changes in the way that a lot of work is done. Specifically, more information is processed electronically, more manufacturing operational tasks have been automated and are controlled by sitting at a console, and the advent of operations such as call centres has introduced a type of work that did not exist before.

This is not what we were led to believe would happen 25 or more years ago. Then, we were told that the impending technology revolution would not only free us up, but would also generate sufficient wealth for us to enjoy our extra leisure time. It was predicted, then, that schools would have to train young people in how to use leisure time.

In my view, many of the measures being taken — and rewarded — are wholly inadequate to deal with the real problem. Indeed, they don’t deal with the problem at all. They merely seek to soften the symptoms. They are simply palliative.

— Free cappuccinos at work.
— Mountain bikes available “24 hours a day”.
— Family visits to work and work functions for families.
— Massages at work.
— Blood pressure readings at work funded by the employer.
— Vending machines (presumably, for food).
— Incentives for new mothers to return to work early.
— Teleworking and remote access to local area networks.
— Allowing one day a year to work for a charity.

In fairness, there were some measures listed in some of the employer profiles which deserve positive recognition. Two such measures were special leave for new fathers and unlimited sick and domestic leave for personal or family sickness.

Having a family visiting space at work seems the ultimate perversity. I am sure if you asked most families who avail themselves of such measures, you would find that they would prefer to have the working family member at home or down at the park or on the beach rather than the family having to see them at work.

If we are serious about ensuring a work/life balance, then it is work that needs to be organised in such a way that it is humanly possible for people to do it, it is economically viable to do it and it can be done without compromising personal and family responsibilities.

Let’s focus on fitting the work around people, rather than jamming people into bad work patterns.

Fitting work around this basic need is critical. The obvious business benefit is a more refreshed workforce, capable of taking on tasks on a sustainable or enduring basis. It probably means better decisions and judgement. It must also mean a workforce that has a greater degree of goodwill and a greater commitment to the business.

But the benefits of good work organisation don’t just accrue to business. The community as a whole benefits. Working people who are able not only to fulfil their work obligations but also to fulfil social needs such as being with their family and friends, and engaging in social activities such as sport and church, strengthen our communities.

It will be interesting to see over the next couple of years how many employers who profess to have an interest in work/life balance measures will look at current leave entitlements and increase them to allow for additional rest and recuperation.

Leave is not the only issue. For some operations and jobs in which employees work extended periods (for example, 12 hour shifts) there need to be adequate breaks at work. For continuous processes, this means having adequate staff available to ensure that everyone gets to have a break. For sedentary roles, it means structuring, and providing facilities for, breaks from work.

Employers may find that more than just economic factors will drive what happens in this area of employee relations and business practice. The new government has, through its coalition arrangements, promised a Commission for the Family. This is in response to at least two political parties calling for either a Commission for the Family or an inquiry into the family.

I welcome the fact that these issues will now get some attention from the public policy process. The term “family” needs to be broadly understood; it is not just Mum and/or Dad and a couple of kids. It is the full range of household arrangements in which people live and that make up our diverse society. If the role of the Commission is to provide a framework within which we can look at institutions and practices in our communities, including private sector conduct, and their impact on families and households, then the prospect of the Commission is to be welcomed.

If it looks at how work is affecting the extent to which people are able to contribute to our social infrastructure, then it will be a worthwhile enterprise.

If we are serious about addressing the issue, then we need to be prepared to be radical. The challenge lies not only with politicians to be bold enough to promote the necessary kinds of changes. The challenge ultimately lies with employers; it is employers who will make the decisions. Employers will decide what kind of leadership they collectively are prepared to show in ensuring a healthy future for business and our communities.

The union movement looks forward to the debate. You can be sure that we will be taking a vocal part.

Source — excerpts from “A Worker’s Perspective Of Work/Life Balance Policies” by Andrew Little, Engineering Printing and Manufacturing Union speaking to the Work/Life Balance Conference, Waipuna International Hotel, 22 August 2002. Full speech available from www.nzepmu.org.nz/SITE_Default/news/latest/Work_Life_Speech.asp