Integrating daycare in work environments

Document Type:Thesis

Subject Area:Business

Document 1

These themes include the significance of childcare for working mothers, the practicability of establishing care centers in the workplaces, and the effect the process has on gender ideologies. Significance of Childcare for Working Mothers Traditionally, women have acted as the main caregivers for their families. This is a practice that has been replicated throughout the different generations and cultures of the world. Due to this role, women in every community were forced to choose between their careers and their role as mothers. In most cases, the choice was made for them as their work status was canceled once it was established that they were pregnant. This perception of the gender roles in a community was an integral part of society. As a result, trade unions, labor unions, and employers were not concerned about infringement or women rights. Whenever mothers would wish to return to work soon after having a baby, the responsibility of paying for childcare fell to the family (Stoltzfus, 2016). The expense of childcare, however, was not within the reach of low-income families. Households with both parents would take turns working and caring for the baby. Households that lacked that option would find means such as leaving the baby with family or friends. In each of these options, the children would suffer due to the lack of specialized care. The growth of feminism has taken the issue of working mothers under advocacy and has made significant changes with respect to working mothers. In the current society, working mothers have better options with regard to providing care to their children.

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One such method is the use of daycare centers at workplaces. Various organizations have set-up daycare centers for their employees to go to work with their babies. These centers have improved the conditions of working mothers within organizations that have established daycare centers. The cost of securing childcare services has been reduced as workplaces cater for a significant amount of the cost of running daycares. In addition, working mothers are able to balance between work and family especially in situations where the center is on-site. Mothers have the ability to check on their children during breaks from work. As a result, the employees end up improving their productivity and output to secure their position within the organization (Rathee et al, 2016). Companies are able to cater for the cost of offering daycare centers through the monetary productivity of their employees.

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The improved productivity coupled with low employee turnover and lack of absenteeism is critical elements of an organization's success. Practicability of Daycare Centers at the Workplace The advocacy to implement daycare centers or baby-care programs at the workplace faces challenges in various situations. As the feminist movement fights to provide safe environments for working mothers, progress is limited to formal institutions that have the financial capacity to manage a daycare center. These facilities can be run by the organization or outsourced to other caregiving organizations. This solution provides benefits to parents and the organization. However, these benefits are not as significant as those provided by on-site care centers. Most working mothers from low-income groups have expressed the desire to have daycare centers at the organizations they work (Van der Linden, 2016). However, this desire remains elusive in informal workplaces including those that lack the financial capital to provide such services.

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The provision of care by their respective organizations has offered the opportunity to continue with their career without risking the lives and happiness of their children. Working mothers have also been able to achieve a balance between their career and personal life. They are able to apply themselves to both fields and provide the required demands. Generally, the inequalities related to traditional gender ideologies have been broken. Modern gender ideologies are being created through solutions that seek to make the opportunities of men and women equal. Estevez, M. L. THE ROLE OF GENDER AND MOTHERHOOD IDEOLOGIES IN PERPETUATING WORKPLACE INEQUALITY. Journal of Research in Gender Studies, 7(2). Liebman, A. P. Ritu, M. Corporate daycare: Motivation, performance, satisfaction, and retention of employees. International Journal of Research in IT and Management, 6(11), 35-49. Stumbitz, B.

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Do in-work benefits work for low-skilled workers?. IZA World of Labor. Vuri, D. Do childcare policies increase maternal employment?. IZA World of Labor.

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