In this week's article, we read about how work-life policies can create an inclusive workplace but only if they are used to break down any barriers that will result in workplace inclusiveness (Ryan and Kossek, 2008, p. 296). How work-life policies are implemented can determine if they become a barrier or a support to workplace inclusion. Ryan and Kossek state that "while policy adoption may be intended to promote inclusiveness, it is policy implementation that determines if inclusiveness occurs" (Ryan & Kossek, 2008, p. 297). Just because a policy acknowledges individuals needs to achieve an appropriate balance between work and all other aspects of their lives doesn't mean much if the nature of the policy changes are unfocused and outstrips their ability to integrate the changes appropriately and effectively. Or worse, counterproductive to the organization's stated values and goals. The role of leadership is critical in initiating and sustaining workplace cultural change around work life policies. Ryan and Kossek state multiple reasons why work-life policy implementation is particularly critical for fostering or deterring from inclusion (Ryan and Kossek, 2008, p. 298). A simple and unfocused implementation of a work-life policy (such work time flexibility) will not necessarily lead to better work life balance for employees without appropriate organizational support. An effective work culture for work-life balance is demonstrated from a tops down approach and encourages managers to lead by example (Ryan and Kossek, 2008, p. 298). Managers and leaders should acknowledge that practices to promote work life balance will benefit the organization and its employees and should be the primary advocates of workplace social norm changes (Ryan and Kossek, 2008, p. 299). .
I find it intriguing how political work-life balance policies can be. Many organizations have successfully implemented workplace flexibility policies through carefully designed and well-thought-out programs.
