One of these benefits is the provision of day-care assistance programs as well as child care referral services to the employees. As a result of the provision of this benefit, the policy ensures that parents continue working and increases its productivity. An example of such benefits that are not related to gender is offering child care leave to both spouses to ensure that both men and women employees participate in child care in their respective homes.
The other benefit without regard to gender is the provision of job sharing programs that permits two employees especially couples to share a job on a part-time basis. As part of the policy, the job-sharing program enables dual-career couples to proceed with their careers while taking care of their children.
Analysis:
A commitment to hiring dual-career couples enables the organization to reduce chances of losing competent employees especially when one spouse is transferred or get a new job in a different city or town. By hiring the dual-career couples, the organization will avoid experiencing a spouse's unpredictable employment issues. One of the major ways that many institutions have dealt with the issue of dual-career couples is discouraging the hiring of such individuals (Kantor, 1999). However, this strategy is an apparent discrimination against married couples and violation of the country's laws and regulations. Hiring such employees is critical for the organization since women are no longer house wives like in the past and are becoming professionals in various fields.
Secondly,...
A second approach smaller companies can take is to create a flextime policy where workers can make up days over the weekend if they choose to in order to complete work; also included in this program will be the ability to define work hours as well on a daily basis. A third strategy for assisting dual career couples is to promote a policy of hiring spouses in different departments.
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