Capella University Collaborative Government Discussion Reply

Please reply to this discussion post below 

(Chapter 9&10) Nigro, L., Nigro, F., and Kellough, J. (2014). The new public personnel administration. 7th. Independence, Kentucky. Cengage. 

(Chapter 4&5) Sifunda-Evelia, M. (2017). Human resource management practices: A biblical perspective. Singapore: Partridge.

Melanie Rouse 

WednesdayApr 13 at 11:34pm

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Family Friendly Benefits

Creating a collaborative government requires creating a culture that is inclusive and focused on understanding the needs of the community. Nigro et al., (2013) states that to better the world around you, you must first take care of your own house. This requires agencies to review their policies, programs, and practices to ensure equal opportunities for gainful employment for their teams. Although there have been many changes and amendments made to public policy since the Civil Rights Act of 1964 to address equity gaps related to race, ethnicity, gender and socioeconomic status, there is still gaps in equity that exist. These public policies have targeted employment gaps across multiple areas including gender, race, and many other underserved groups; however, they have fallen short despite decades of efforts (Cepiku & Mastrodascio, 2021). The changing workforce has called for action in addressing working mothers and their families. Women that stay at home and raise their children while their spouse works makes up a very small representation of the general population in the United States (Nigro et al., 2013). This shift has called for agencies to make considerable adjustments to support and uplift families that are among the nation’s workforces.

These policies must include a focus on family friendly benefits to address equity gaps among female employees. Yu (2019) declares that federal programs to promote work-life balance do not address key issues for women including family leave and support and family planning. Many women in today’s workforce are highly skilled, qualified and a great benefit to the workforce. This requires employers to address practices that discriminate against a woman’s ability to have both a family and a career while ensuring that others in the workforce are equally supported as well. “May the nations be glad and sing for joy, for you rule the peoples with equity and guide the nations of the earth” (Holy Bible, New International Version, 2011, Psalm, 67). There is a call for balance, social equality and breaking down barriers in employment opportunities for all. Some of the programs that have been developed to address these issues include family-friendly benefits, family leave policies, flexible work programs, schedules, and workplaces and child and elderly care services. These benefits have proven to have clear benefits to communities; however, they have also been criticized for not supporting employees that do not have families.

Impact on Employees without Children

The largest criticism of these programs is that they do not equally support employees that do not have children and that these employees are not treated as generously. Although employees without children may not need to utilize all the services that may be provided, they continue to benefit from programs that can also help provide work-life balance. These programs are implemented in a way that provides flexibility and allow employees without children access to these benefits as well. Employees without children must also be allowed opportunities for flexible work schedules, time off for caring for another family member or parent, benefits for themselves and significant others. In addition to the direct benefits to these employees they also benefit from indirect benefits of these programs. Things like a flexible schedule and location have proven to decrease absences which lowers the strain on employees that do not have children (Nigro et al., 2013). “Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others” (Holy Bible, New International Version, 2011, Philippians, 2). Overall, these programs support community wellness which benefits everyone.

Community Benefit 

Any programs that improve work life balance benefit the entire community by improved employee morale, they boost retention and promote healthy working relationships. Flexible work schedules and telework options have proven to improve work life, performance as well as productivity (Nigro et al., 2013). Programs that promote overall employee wellbeing help overcome the critics that feel employees without children are underserved by family friendly benefits. Coverage must be allotted for those that are not part of a traditional family, do not have children but may need to assist in care taking responsibilities for others (Paina et al., 2017). Additionally, a key factor in building the work environment is to promote teamwork and equality for all (Sifuna-Evelia, 2017). As we aim to address worklife balance and employee wellness through these programs we must do so in a way that is good for the entire community not just a single group. “Let us hold unswervingly to the hope we profess, for he who promised is faithful. And let us consider how we may spur one another on toward love and good deeds, not giving up meeting together, as some are in the habit of doing, but encouraging one another—and all the more as you see the Day approaching” (Holy Bible, New International Version, 2011, Hebrews, 10)