Conciliation: knowing to solve

We were in animated chat several mothers from different parts of Spain. As it can not be otherwise, there was the problem of work-life balance, that almost miraculous balance between what we have to do and what we also have to do, which usually ends with "women on the verge of a nervous breakdown" why we arrived more badly than well at everything we have proposed. When I heard their versions I realized that we have no idea what the solution is.

The only thing we really know is that a solution is needed and the thing is relatively urgent. Of that we have realized. The feeling of not arriving is too widespread, the working and school days do not seem compatible, the need for this not to be seen as a 'women's problem' is also imperative. But before throwing ourselves into the ring with 'balms of Fierabrás', it is convenient that we understand the problem well to approach it with full knowledge of the cause.


I have heard this argument with excellence to Rafael Fuertes, general director of the MásFamilia Foundation, which manages the certification 'efr' (family-responsible company) to those companies that help with conciliation. By the way, conciliation that not only benefits those who have family, because everyone, with or without family, we have the right to work does not occupy our entire lives.

Strong explains that in matters of conciliation neither there nor can there be unique solutions. Let's think, for example, of the continuous days - that Spanish dream of having an English schedule and being released for tea at five o'clock. Not all jobs lend themselves to these conditions: there are jobs in factories, in health centers, that of journalists who broadcast football matches, that of soft drink sellers in those matches, restoration, a gas station, hospitals. .. that can not be adapted to this rhythm. They can implement other solutions such as shifts or encourage part-time positions, but there at five they can not leave.


Something similar happens with the criticism of the long hours of food in the Spanish company. In large cities, this format is little appreciated. It means too much wasted time, but there are not enough minutes to return to eat at home. However, in other places with shorter distances and less traffic, it is very appreciated to eat with family every day of the year and even, why not, take a nap.

In the schedules involved elements as determinant as the weather. It is not the same to be in the street at five on a summer day in Santander than in Seville.

That is why it is news that must be congratulated that from 'efr' have launched the second macro survey to know what we would need the Spanish to reconcile. I leave the link for you if you want to do your bit. Survey II EFR BAROMETER OF THE CONCILIATION


It has been precisely research of this kind that has allowed us to advance on key issues that are already on the table: from making the entry and exit schedules more flexible and promoting teleworking when possible, to help parents in the complicated 'days without cole' or facilitate the hiring of external support in certain circumstances.

The more we know, the better we do it. And proof of this is the success that the companies that are already familiarly responsible are reaping. An employee who is happy, who feels valued not only in his work but also outside of him, will always be a better employee.

Video: Conciliation: solving workplace problems | Acas


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