family friendly(responsive) policies? a kenyan & … forum-family-responsive policies in...

Family Friendly(Responsive) Policies?

A Kenyan & Nigeria PerspectiveRaymond Mutura & Chantal Epie

Project Coordinator, Centre for Research on Work & Family - Strathmore Business School(RM)

President, Voice of the Family in Africa International(RM)

Institute for Work & Family Integration/Lagos Business School (CE)

IESE Business School,

Barcelona, Spain

9-11 July 2007

This presentation draws on survey done in Kenya and Nigeria using IESE’s IFREI tool to measure how family responsive policies are in

corporations in these countries. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by

any means - electronic, mechanical, photocopying, recording, or otherwise - without the permission of Raymond Mutura & Chantal Epie.

Further information on the Institute for Work & Family Integration (Nigeria) & the Centre for Research on Work and Family see

www.sbs.ac/ke or email [email protected]

http://www.sbs.ac/ke





mailto:[email protected]



VOFA Background I

2004 International Seminar in Nairobi, Kenya appointed

Raymond Mutura as a Project Manager to bring together

all initiatives of the family in Africa together to pave way

for Family Policy work.

Key Collaborators (Kenyans): Strathmore University,

Strathmore School, Kianda, Family Network International,

Pied Pipers, Family Enrichment Kenya.

Key Collaborators (others): Family Enrichment (Ug),

Association for the Family (Congo), Project for Human

Development (Nig), Nigerian Association for Family

Development, Family Network (Cote d Vore)

VOFA Background II Family Congress 2005 (Aug 19-21)

Other Participants: Ukweli Video Production (Kenya)

Focus on the Family (S.A)

Cottolengo Hospice for HIV+ orphans (Kenya)

Dutch Reform Church (S.A)

St. Mary‟s School (Kenya)

International Federation for Family Development (Spain)

IESE Business School (through International Centre for Work & Family)(Spain)

Red Familia (Mexico)

Chilean Embassy (Kenya)

Heritage Foundation (USA)

World Youth Alliance-Africa

World Family Policy Centre (a project of the Birgham Young University, Utah, USA)

VOFA Background III

Participants from: Kenya, Nigeria, Uganda, Tanzania,

South Africa, Zambia, Eritrea, Ethiopia, Rwanda, Congo,

Cameroon, Cote d‟ivoire, Spain, Mexico, the USA, Spain,

Australia, Ireland, Belgium, and England.

The main resolve was to put together a secretariat that

would act as a Voice for the Family in Africa, to further

family friendly policies through well-founded research.

All organizations willingly to join the coalition would

require to sign a Declaration of Principles.

VOFA Status

A Regional Secretariat is in place operating on a “part-

time” basis. The focus country has been Kenya for the

past 2 years. We hope to extend this.

President is Raymond Mutura with Caroline Maingi as the

Director of Operations. Others are Evelynne Mutura,

Nicodemus Maingi, Mr. & Mrs. Tom/Hedaya Mundia,

Steve Karanja, Mr & Mrs Tom/Ann Kimani, Mr. & Mrs.

Anthony/Paskweline Maingi and Mr & Mrs.

James/Damaris Mbui.

The deliberations of Family Congress 2005 have been put

together into a strategy document.

The Operations are supported with a meeting every

Saturday.

VOFA Strategy

Vision:

“To Develop & Build Strong Families”

Mission:

“We are a Regional Secretariat that promotes a culture

favorable to the family through always, policy intervention

based on scientific research and education”

Strategic Themes/Focus (2006-2010):

Sound & Scholarly Research

Develop Strong Networks

Build our Brand.

Strategic Initiatives:

(Our Stakeholders & Members)

Increase Utilization of research data for Family Responsible

Survey

Disseminate information to Companies that have participated

in our Surveys

Increase Dissemination of a Newsletter /Email on relevant

updates

Increase systems of accounting, storing and retrieving

documents

Increased Communication and Documentation

Increase Participation in Regional and International Meetings

that have Diplomats /Government Representation


(Our Internal Processes) Develop Network of African Family Scholars

Increased communication with contacts from Family

Congress and other potential members

Increased communication and collaboration with those

already doing similar type of work:

IESE/LBS/WFPC/Doha/IFFD.

Increase communication with Partners/Affliates

Increase Potential Affiliates

Finalize Registration & “legal” development of the “coalition

spirit”

Increase National “shared vision” to Potential

Affliates/Partners

Increase Regional “shared vision” to Potential

Affliates/Patners


(Financial & Capacity Bldg.)

Fundraising and request for support of our

Projects/coalition projects.

Research Grants awareness and application

Increase number of reports on our activities and how

funds are utilized to existing and potential donors.

Increase interest in the Research Grant Process

Increase contacts with Diplomats, ministers and UN

Missions

Increase Awareness and Proactively seek to know “policy-

based” National & Regional Meetings.

VOFA “key” Project

Promotion of a “coalition spirit” and

motivate an increase in “members” or

“affiliates” to join the “Voice of the Family

in Africa. Through the “voice” we can

“further” a campaign for “family friendly

policies” in African Nations, AU Systems,

the UN System and the Corporate or the

“arena” of “the World of Work”.

VOFA Projects Family Friendly Policies at the Work Place through collaboration with

The Centre for Research on Work & Family, a project of Strathmore

Business School. Lagos Business School and Institute for Family &

Work Integration-Nigeria and others to come…Nigeria=Workshop

on “New Perspectives to Corporate Social Responsibilites”. 2006/Oct

2007.

Promotion and development of a Network of African Family Scholars

through an academic partnership between the Centre for Research

and Work & Family & the Doha International Institute for Family

Studies & Development. 2 colloquiums. 2006/Nov 2007. Involve the

Business in the Nov 2007 meeting.

Development of the Coalition in Africa

Family Friendly Policies at the UN & African Governments, through

Representational Status of the President at the Economic

Commission for Africa on behalf of International Federation for

Family Development.

VOFA Motivated Projects I Family Friendly Policies at the Work Place through collaboration with

The Centre for Research on Work & Family, a project of Strathmore

Business School (original Architect is International Centre for

Research on Work & Family-IESE). Lagos Business School and

Institute for Family & Work Integration-Nigeria

Promotion of Family Friendly Schools and schools as avenue for

„gaining learning tools” through collaboration with Bahari

Educational Trust

Promotion of Family Friendly Entertainment through collaboration

with Pied Pipers Family Entertainment

Promotion of Parenting Courses through Family Enrichment

Kenya/Uganda, Nigeria Association for Family Development and

International Federation for Family Development

VOFA Motivated Projects II

Promotion of couples skills on Natural Family Planning through a

project dubbed “Well Couples Clinic” by the Family Enrichment

Kenya and the Mater Hospital.

To promote a project for a more Family Friendly Media by

formulating through Pied Pipers a viewers strategy and embark

towards establishing a radio/TV/newspaper that would respect the

dignity of the person.

Work-family conflict

Work to family conflict

Family to work conflict

Two directions:

• The employee or the employers view?

WFC and work-related outcomes

Turnover intention

Actual turnover

Job dissatisfaction

Lower organizational commitment

Lower performance

Benefits of Family-Responsive

Policies

Lower levels of:

Work-family conflict and stress

Economic losses

Absentism

Higher levels of: Employee retention

Commitment

Organizational citizenship behaviour

Expected antecedents

Large size

Proportion of women employed

Staff-related problems such as

absenteeism and lateness

National culture

Socio-economic environment

Legislation

The Case of Nigeria/Kenya

Importance of belonging to a group

Male-dominated society

Job insecurity

Labour Acts offers limited

protection

Stress of working life in the cities

Global Companies with “good

policies” that are not “culturally

acceptable”

Sector of Activity No. of org.

Advertising/Media

Banking, Finance and Insurance

Central and local government

Chemicals, Oil, Gas, Rubber and Plastics

Construction

Consultancy

Distribution, logistics and transport

Education

Food, beverages and tobacco

Telecommunications

Others

2

23

2

11

3

8

5

7

2

3

13

IFREI Survey in Nigeria

IFREI Survey in Kenya

Sector of activity Number of

organizations

Telecommunications

Distribution & logistics

Hotel and restaurant

Advertising and media

Other business services

Banking, finance, and insurance

Health care

Education

Transformation and production of metal / metal products

Software industry

Food, beverage and tobacco

Other: .................................................

1

1

3

1

1

19

4

2

1

1

1

4

Workforce size In Nigeria only Nigeria & abroad

50-100

101-150

151-200

201-250

251-500

501-1000

1001-5000

5000 +

24

13

4

10

9

9

6

2

9

4

7

8

Organizations according to workforce size

In Kenya: 9 companies were in Kenya & Abroad

Existing family-responsive policies

(1)

non-existing available to some

Time flexibility 63% / 64%

Flextime 78 / 33 7 /44

Compressed week 80 /67 16 /21

Half-day work 84 / 62 10 /36

Reduced working hours 90 /95 6/5


(2)


Leave flexibility 1%/41%

Maternity leave beyond

legal requirement 49/69 24/3

Paternity leave 90/82 2/3

Childcare/elderly care leave 61/23 18/23

Unpaid extra holidays 90/? 8/?

Flexibility in days of leave

or short vacation 4/28 24/5

Family emergency 23/0 25/8


(3)


Space flexibility 60%/72%

Occasionally working

from home 76 /59 18/33

Teleoffice 67 /84 30/8


(4)


Professional Support 22%/29%

Career consultation 34 /23 34/18

Psychological/family

consultation 66 /36 25/23


(5)


Training & Development 11%/41%

Combining work and family 86 /49 11/15

Time management 13/ 15 26/28

Stress management 29 /same 32/same


(6)-Nigeria


Services for the care of 62%/85%

the family

Information on day care

centres and schools 74 /79 20 /15

Day care for employees’

children 91 /90 5/5

Payment for day care during

professional trips or overtime 90 /? 9/?

Other untapped possibilities

Increase productivity by improving

work processes

Share with employees the gains of

increased productivity by respecting

normal working hours

Management sensitivity to

work-family balance

In 61% /62% of surveyed

organizations, directors are not

conscious of the need for adequate

policies

In 65% /33% of them, only a minority

of directors give a certain degree of

good example

Extending the Research?

“New Perspectives to Corporate Social

Responsibility”-Looking “IN” as opposed to

looking “OUT”

What is a good case for Profits v/s Family

Friendly Policies.

Can technology(IT) be a catalyst to a

Work/Family Balance?

Extending the Research

Do family policies contribute to social/human

capital & thus

efficiency/productivity/bottomline?

Family Policies & Turnover-is there a

correlation?

Economic Security & Unemployment?-A

special case for Africa.

The Way Forward

Make audits of work-family

integration and employee needs

HR Policies Consultancy: FRE

model?(A/B/C/D)

Study most appropriate ways of

responding to identified needs

Experiment and evaluate results

Family Responsive Company Award

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