2. WORK FAMILY

3. Multifaceted Compatibility Working time "flexible, fair, family-friendly"  Flexible working time for parents  Part-time jobs also for men and managers  Jobsharing  Telework Statutory protected period and return management  Planned statutory protected period since early pregnancy  Qualification during the statutory protected period  Cooperation upon projects and stand-in during holiday leave  Mentoring for women returning to work

4. Multifaceted Compatibility Culture and management principles  Integration of “family“ in the corporate model  Consideration for family-friendly management in corporate targets  Sense of family as a constituting element of qualification  Asistance to employees with care obligations upon management tasks Childcare results in effective reduction of the parent's burden  Corporate kindergartens  Daily mothers in a company  Flexible leisure time, adventure programmes and care schemes  Support to care in urgent cases

5. Because Compatibility Pays Good Practice: Count it Compensation of staff and IT with 80 employees  Family and work compatibility constitutes a corporate principle top-down felt and supported  Family and work compatibility pays 100 % return rate within statutory protected period in average 2 sick-leave days/year

6. Create It Together General family-friendly conditions are tailored not for but with the employees. An ideal management tool in this case: beruf und familie audit (work and family audit).

7. Background The basis - historical development  the 80's - family friendly index, USA  1995 development in Germany  1998 adaptation in Austria  2001 application throughout Europe "european work & family audit"

8. The “berufundfamilie“ audit (work and family audit) is a management tool to optimize family-friendly corporate policies in order to balance corporate interests and employees' concerns upon development and implementation of family-friendly measures berufundfamilie audit

9. Principles Individuality  There is no generally applicable concept of the family-work compatibility!  The key factor consists in individual corporate strategies Flexibility  Burden variations may result from professional, as well as from private situations  Both parties are required to be flexible Transparency  Transparency creates confidence, understanding and acceptable solutions even in complicated situations  Any occurring needs are discussed in a team as required, which enables innovative solutions Win-Win-Win Situation  Achievement of set business targets and support to employees with care obligations  Measures and solutions must be balanced and may not be adopted at expense of a single group of employees

10. Topics in the work & family audit  corporate culture  working time  parenthood, protected period and return to work (re- employment)  work organisation  working place  information and communication policy  management culture  staff development  remuneration components/financial benefits  family services Fields of Action

11. Course of the process

12. Effects of berufundfamilie audit Internal effects: specification of employees' needs – feedback on current general conditions and measures increased motivation and satisfaction of employees increased loyalty and stronger relation to the company - reduction of unwanted turnover rate positive effects on the return rate after statutory protective period for mothers and parental statutory protected period career even with a family thanks to clear planning reduction of (family-related) stress burden reduction of absence and sick-leave rates in general: efficiency increase

13. Effects of berufundfamilie audit External effects: positive impact on the corporate image strengthened position of an attractive employer increased competitiveness

14. The sense of family always proves to be the key regional element: The more employers involved in family and work reconciliation, the more attractive competitive advantage of the entire region. The berufundfamilie audit not only helps companies to develop family-friendly HR policies but also makes this issue visible for all due to the quality brand.