Discourses of Work–Life Balance: Negotiating ‘Genderblind’ Terms in Organizations

This article examines current debates about gender equality, work‐life balance and flexible working. We contrast policymakers’ and organizational discourses of flexible working and work–life balance with managers’ and employees’ talk about these issues within their organizations. We show how, despite the increasingly gender‐neutral language of the official discourses, in the data studied participants consistently reformulate the debates around gendered explanations and assumptions. For example, a ‘generic female parent’ is constructed in relation to work–life balance and flexible working yet participants routinely maintain that gender makes no difference within their organization. We consider the effects of these accounts; specifically the effect on those who take up flexible working, and the perceived backlash against policies viewed as favouring women or parents. We argue that the location of work–life balance and flexibility debates within a gender‐neutral context can in practice result in maintaining or encouraging gendered practices within organizations. Implications of this for organizations, for policymakers and for feminist researchers are discussed.     

‘Live to Work’ or ‘Work to Live’? A Qualitative Study of Gender and Work–life Balance among Men and Women in Mid‐life

Many contemporary studies of ‘work–life balance’ either ignore gender or take it for granted. We conducted semi‐structured interviews with men and women in mid‐life (aged 50 to 52 years) in order to compare their experiences of work–life balance. Our data suggest that gender remains embedded in the ways that respondents negotiate home and work life. The women discussed their current problems juggling a variety of roles (despite having no young children at home), while men confined their discussion of such conflicts to the past, when their children were young. However, diversity among men (some of whom ‘worked to live’ while others ‘lived to work’) and women (some of whom constructed themselves in relation to their families, while others positioned themselves as ‘independent women’) was apparent, as were some commonalities between men and women (both men and women constructed themselves as ‘pragmatic workers’). We suggest ways in which gender‐neutral theories of work–life balance may be extended.     

Childlessness and Women Managers: ‘Choice’, Context and Discourses

Childlessness is increasing and might reflect acceptance of diversity, scope for individual choice and a creative ‘social imaginary’ about being feminine without being a mother. Childlessness also appears to have a contextual manifestation arising from the recognition that the long‐hours work culture in many organizations does not support appropriate parenting. A qualitative study of Australian managers reveals the contradictory discourses of childlessness around enlightened equality, maternalism, an elusive, ideal ‘work–life balance’ and individualism. The article explores a contextually nuanced, dynamic, generative theory of agency which does not hinge on the mother–child dyad, in explaining women managers’ choices to remain childless.     

Dual‐earner parent couples’ work and care during COVID‐19

COVID‐19 and the associated lockdowns meant many working parents were faced with doing paid work and family care at home simultaneously. To investigate how they managed, this article draws a subsample of parents in dual‐earner couples (n = 1536) from a national survey of 2722 Australian men and women conducted during lockdown in May 2020. It asked how much time respondents spent in paid and unpaid labour, including both active and supervisory care, and about their satisfaction with work–family balance and how their partner shared the load. Overall, paid work time was slightly lower and unpaid work time was very much higher during lockdown than before it. These time changes were most for mothers, but gender gaps somewhat narrowed because the relative increase in childcare was higher for fathers. More mothers than fathers were dissatisfied with their work–family balance and partner’s share before COVID‐19. For some the pandemic improved satisfaction levels, but for most they became worse. Again, some gender differences narrowed, mainly because more fathers also felt negatively during lockdown than they had before.     

Having It All? Women in High Commitment Careers and Work–Life Balance in Norway

The question if, or how, women can 'have it all' — high commitment career, partner and children — is regularly debated in popular media internationally. Drawing on qualitative research, this article examines work–life balance (WLB) for women in high commitment careers as politicians and non‐executive directors on corporate boards in Norway. Norway is lauded as one of the most gender equal countries in the world and in theory at least it is therefore a highly enabling environment for women to combine career and family. The article considers the WLB challenges women politicians and directors encounter and what types of WLB support — national, workplace and household level — are important for them in order to mitigate the potential strain caused by work–family conflict. This article's contribution is in highlighting the competing and sometimes contradictory policies, practices and discourses at multiple levels that surround WLB and the gendered social expectations of women in Norway who apparently 'have it all'.     

‘Zealotry or Nostalgic Regret’?1 Women Leaders in Technical and Further Education in Australia: Agents of Change,Entrepreneurial Educators or Corporate Citizens?

Education has been restructured in many Western post‐industrial nation states during the 1990s. The Australian Technical and Further Education sector (TAFE) has been particularly susceptible to discourses of responsiveness to the market and the new entrepreneuralism. This article explores how women have been repositioned in contradictory and ambiguous ways as the new entrepreneurial middle managers by existing and emergent discourses that circulated in and through TAFE organizations. In turn, it points to how discourses of change management and client responsiveness took on particular readings within specific institutional and professional cultures of the eight Technical and Further Education institutions (TAFEs). At the same time, the restructuring that arose from the corporatization of TAFE, in a highly gendered process, through the twin strategies of marketization and the new managerialism produced new possibilities for individual women educators who moved up into middle management. Yet these individual women were positioned within highly masculinist ‘neo‐corporate bureaucratic cultures’ that co‐opted their passion for the capacity of education to make a difference and incorporated these new entrepeneurial work identities.     

Gender and Sexuality in Discourses of Managerial Control: The Case of Women Miners

Mining scholarship has focused chiefly on capital developments, labour relations, changing technology, and global markets, ignoring the equally critical aspects of gendered organizations and their role in shaping the subjectivities of workers and managers. This article probes how gender and sexuality organize a mine site through organizational design and productivity management. It looks behind the rhetoric of equal opportunity, glamour mining and human resource techniques to explore the sexual politics of employing women as miners. In particular it scrutinizes the discourses of masculinity that produce ‘the woman miner’ in a context where the barriers between work and personal life are particularly mobile and highly contested. Equally crucially, it recounts some of the ways in which women have mobilized against systemic male dominance and privilege. The workplace in question is the world’s largest gem mine of its kind, a state–of–the–art computerized operation set in the remote Australian outback.     

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

We use organizational justice theory to examine how perceptions of fairness affect the decision‐making process of line managers. In‐depth interviews were conducted with 35 Irish managers to explore how managers make organizational allocation decisions in cases where it is impractical to offer work–life balance accommodations to all employees. The findings suggest that firstly, managers construct the ‘life’ aspect of work–life balance within a heteronormative framework, where the emphasis is on caregiving and most usually parenting. Secondly, managers actively use their decision‐making powers around both formal and informal work–life balance supports to minimize injustice within their departments. By bringing together ideas about organizational justice and managerial decision‐making, we indicate how managers determine fairness through a decision‐making process narrowed by embedded gender role beliefs. Implications for future research and practice are discussed.     

Life Balance and Work Addiction Among African Americans

A dearth of counseling literature examines the experiences of people of color, including African American women and men, in relation to work–life balance. The authors, therefore, investigated the association between life‐balance domains and work addiction for African Americans. A multiple regression analysis of 115 African American participants (47 men, 68 women) indicated a significant relationship between life‐balance domains and work addiction. In particular, community support was an important indicator of decreased work addiction. Career counselors and mental health counselors need to develop an understanding of how extended familial and social networks assist African American clients in effectively managing work–life balance.     

White Australian Adoptive Mothers' Understandings of Birth Cultures and Families

This paper reports an analysis of interviews conducted with 10 White Australian women who had undertaken intercountry adoption. The paper begins with an overview of how issues of culture play out within discourses of intercountry adoption in general and how this occurs specifically in Australian policy in regard to intercountry adoption. The analysis highlights how the interviewees were in many ways inculcated in broader Australian discourses of intercountry adoption, as much as in some instances there was an attempt to resist this. The paper concludes by discussing how it might be possible for White adoptive mothers in Australia to do other than remain complicit with marginalizing accounts of adoptive children's birth cultures and parents.     

Mothers and work–life balance: exploring the contradictions and complexities involved in work–family negotiation

This article presents data from a project exploring women's experiences of work and care. It focuses primarily on work–life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals manage their lives across the two spheres of work and family and achieve a work–life balance. Governments across the European Union have introduced various measures to address how families effectively combine care with paid work. Research within this area has tended to focus on work–life balance as an objective concept, which implies a static and fixed state fulfilled by particular criteria and measured quantitatively. Qualitative research on women's experiences reveals work–life balance as a fluctuating and intangible process. This article highlights the subjective and variable nature of work–life balance and questions taken-for-granted assumptions, exploring problems of definition and the differential coping strategies which women employ when negotiating the boundaries between work and family.     

Sexy and sovereign? Aboriginal models hit the ‘multicultural mainstream’

Long argued by post-colonial scholarship, Indigenous sexualities have been variously cast as pathological and abject, or fetishized and exotiziced. In the Australian context, Aboriginal sexualities have never been granted a normalized, agentic visibility in the white Australian imaginary. Since the 1990s, however, there has been an increase of ‘sexy’ Aboriginal ‘stars’ in the Australian media. This newfound visibility invites fresh questions about race, beauty, appropriation and resistance, most particularly in ways that centres Aboriginal narratives: What does it mean to be visible and ‘mainstreamed’ in a media that ‘values diversity’, whilst denying sovereignty for Indigenous people? This question is significant in the Australian context, but also has relevance for rethinking race, sexuality and media representations in colonial contexts internationally. The paper explores this newfound exposure through the voices of two Australian Aboriginal women, Samantha Harris and Magnolia Maymaru. These women have come to national and international fame as celebrated models in a fashion industry priding itself on becoming more inclusive and multicultural. It focuses on their responses to journalists over the course of their careers, as well as how the stories construct beauty and Aboriginality. I draw on Indigenous feminist scholars, particularly the work of Irene Watson, who foreground the subject of sovereignty and remind us that discourses of multiculturalism have a charged meaning for Indigenous people. I also draw on the insights of Elizabeth Povinelli who considers how sexuality intersects with discourses of empire, and how Indigenous people employ ‘creative engagements’ with liberal multiculturalism. Positioning sovereignty and multiculturalism side by side, I reflect on how Samantha and Magnolia enact a sovereign sexuality, and what this might look like. Rather than fix colonial alterity or reproduce multicultural ‘inclusions’, their narratives skirt, sidestep and ‘dance’ with the discourses constructing their lives, attending to race while transcending its colonial limits.     

The Third Sex: Women Leaders in Australian Agriculture

This article uses data from interviews with 20 women involved in decision‐making positions in Australian farm organizations to explore the ways in which women actively create a subject position which locates them as both ‘agricultural leader’ and ‘woman’. This is a subject position one participant describes as ‘a third sex’. In negotiating their outsider status, the participants describe being engaged in a constant process of self‐monitoring and movement between and across different discourses of managerial masculinity and normative femininity. They describe no such difficult identity work being undertaken by the male leaders with whom they work. Based on a range of gender comparisons, the article concludes that women's entry to positions of agricultural leadership does not necessarily suggest that a more inclusive or equitable Australian farming sector is emerging.     

Time and Work–Life Balance: The Roles of ‘Temporal Customization’ and ‘Life Temporality’

This article poses a challenge to the orthodox binary, conceptualization of work–life balance only made possible by relying on the widespread ‘clock time’ worldview, which understands employment practices in terms of the basic time = money equation. In particular, it is the balance metaphor which relies on a quantification of both work and life in order to make sense and can therefore be seen to be based on an understanding of time as a measurable and value‐able unit. This article seeks to begin the exercise of examining the concept of work–life balance through a broader concept of the temporal dimension than simply limited quantitative notions. Two temporal themes are reported from a study which identified employees who had customized their working pattern to suit the various and multi‐dimensional facets of their lifestyles and thereby successfully improved their work–life balance. Participants in this study demonstrated that an improved work–life balance is more about a mind‐set that refuses to be dominated by a work temporality and is determined to create ‘me time’ rather than e.g. simply choosing a four day week or a part‐time job. It is argued that the notion of work–life balance is more usefully conceptualized within a broader notion of ‘livingscapes’ which contain both elements of work and life and that as researchers, our challenge must be to reflect the complexity of this weave within our analyses of individuals’ work–life balance.     

‘The Right to Choose or Choosing What's Right? Women's Conceptualizations of Work and Life Choices in Contemporary Russia’

The resulting social and economic transformations of marketization and democratization have had a significant impact on the employment terrain of post‐socialist Russia. This has had particular effects on the forms and structures of work available for women. Our article argues that as a result of these social and economic transformations, the metaphor of ‘choice’ inherent in current theoretical approaches to the study of women at work in western contexts can also be adapted to the post‐socialist context. Building on existing research on women and work in the UK and in Russia, we seek to provide new insights into Russian women's own understandings of work and non‐work choices grounded in an analysis of women's use of rights discourses. Drawing on in‐depth interview data with 49 women living in the provincial Russian city of Ul'ianovsk, we explore constructions of work in relation to narratives of discrimination; as a means of ‘samorealizatsiia’, and as ‘choice’ reflecting the continuing inseparability of public and private roles for women. Situating our work in wider global debates affecting the gendered nature of employment, the examination of the use of rights discourses not only highlights the multiple ways in which women perceive their choices about work but also offers an alternative conceptual framework.     

Work and Family: How Does the (Gender) Balance Change as Children Grow?

This article investigates how work–family balance and the gender division of labour differ according to whether children are in early childhood, middle childhood or the early teen years. It uses measures of both behaviour and attitudes, drawing on two nationally representative Australian data sets, the Bureau of Statistics Time Use Survey and the Household Income and Labour Dynamics in Australia. Women have more responsibility for care than men, but with older children there is greater gender equity in the division of labour, a less pressing domestic burden and less maternal time stress. This occurs because women recalibrate their commitments to work and home, not because domestic labour is redistributed between mothers and fathers. Further, it does not hold if women replace unpaid with paid labour; mothers who work full time have high total workloads and high stress levels regardless of the age of children. Fathers are more satisfied with their work–family balance the more they participate in childcare and the more they feel supported by their workplace to access family‐friendly work policies.     

Work–life balance/imbalance: the dominance of the middle class and the neglect of the working class

The paper was stimulated by the relative absence of the working class from work–life debates. The common conclusion from work–life studies is that work–life imbalance is largely a middle‐class problem. It is argued here that this classed assertion is a direct outcome of a particular and narrow interpretation of work–life imbalance in which time is seen to be the major cause of difficulty. Labour market time, and too much of it, dominates the conceptualization of work–life and its measurement too. This heavy focus on too much labour market time has rendered largely invisible from dominant work–life discourses the types of imbalance that are more likely to impact the working class. The paper's analysis of large UK data‐sets demonstrates a reduction in hours worked by working‐class men, more part‐time employment in working‐class occupations, and a substantial growth in levels of reported financial insecurity amongst the working classes after the 2008–9 recession. It shows too that economic‐based work–life imbalance is associated with lower levels of life satisfaction than is temporal imbalance. The paper concludes that the dominant conceptualization of work–life disregards the major work–life challenge experienced by the working class: economic precarity. The work–life balance debate needs to more fully incorporate economic‐based work–life imbalance if it is to better represent class inequalities.     

An ‘unholy alliance’ of existential proportions: Negotiating discourses with men's experiences of cancer and aging

Little is understood about how experiencing cancer and aging together can disrupt people's socio-personal worlds and lead to existential questions about identity, life ambiguity, and death. Toward this end, we interpreted the metaphors that three aging men with cancer used in a focus group to describe their existential concerns. We also considered how two dominant cultural discourses around cancer and aging, generally referred to as discourses of “progress” and “decline”, figured into the participants' meanings. Finally, we compared the men's attitudes toward cancer and aging to dominant ideas about how men respond to these life events. Through interpretative phenomenological analysis, informed by critical phenomenology, we came to three conclusions. First, the men's interpretations of cancer and aging shared similar existential themes of tragedy and transcendence. Second, these existential concerns were informed by dominant discourses of cancer and aging, in that they followed the culturally constructed trajectories of decline and progress, respectively. The men's metaphors point to a negotiation of these two discourses. A third and related point is that the men predominantly contradicted gendered assumptions about dealing with life adversity but in some ways repeated them. This research indicates that people interpret cancer and aging in somewhat shared ways, via dominant cultural discourses, but also in individual ways depending on personal life histories. As discourses and life histories seem to influence how people make sense of aging life with cancer, it may be useful to be aware of these contexts when providing psycho-social care to aging cancer patients.     

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

COVID‐19 is dramatically reconfiguring paid work and care. Emerging evidence in the global media suggests that academic women with caring responsibilities are being disproportionately impacted. This article fills a key knowledge gap by examining how Australian universities are supporting academics to manage remote work and caring during the COVID‐19 pandemic. We conducted a desktop analysis of public information about remote working and care from 41 Australian universities and compared them to the world’s top ten ranked universities. Findings suggest that during the pandemic, the Australian higher education sector positions decisions about caring leave and participation in the paid labour force as ‘private’ matters in which employees (mainly women) design their own ‘solutions’ when compared with international institutional counterparts. We argue that COVID‐19 provides another context in which universities have evaded their responsibility to ensure women’s full participation in the labour force.     

Preferences,constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high‐commitment careers1

Despite decades of focus on gender equality and work–family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in‐depth interviews with Norwegian mothers who are relinquishing high‐commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well‐developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high‐commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of ‘not‐so‐dedicated’ women discovering their ‘genuine’ preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family‐friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work–family balance by simply reducing practical constraints may have limited – or even counterproductive – impact within high‐commitment occupations where the ‘irreplaceability’ of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work–family policies will continue to facilitate mothers' career withdrawals, expressed as modified individual preferences.