Integration of Family-friendly Policies into the Corporate Culture of the Organization: Benefits and Effects

Asya S. Vavilova, A. Bagirova
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Abstract

The pandemic situation has exposed the need for employer companies to provide value support to employees. The one of the mechanisms for achieving this may be the integration of a family-friendly policy into the corporate culture of the organization. Embedding such a policy in the social responsibility of business is considered as one of the competitive advantages of the employer’s brand and is especially relevant for key areas of the labor market. However, it should be noted that Russian business is at the beginning of this path. The implementation of such initiatives is not complex and systematic; the tools for creating and implementing such corporate cultures have not been formed. The purpose of the article is to develop proposals for the best employee family-friendly policy in the corporate culture of the organization that contributes to the implementation of value support for employees. To achieve this goal, on the rise of the case of a Siberian company, the task of systematizing the measures of the corporate demographic policy of the organization and analyzing its corporate culture based on a high policy focused on the family of employees is being solved. Based on the data obtained, a model for integrating family-friendly policies into the corporate culture of the organization. The authors develop specific measures that can be implemented at two levels of corporate culture – the level of cultural artifacts and the level of organizational values. It seems that the implementation of the developed model will lead to a more systematic and comprehensive nature of the implementation of the family-friendly policy in a particular Siberian organization, will strengthen its competitive advantages, and will also contribute to the replication of this aspect of social responsibility in Russian business.
家庭友好政策融入组织企业文化:效益与效果
大流行的形势暴露了雇主公司需要为员工提供有价值的支持。实现这一目标的机制之一可能是将有利于家庭的政策纳入组织的企业文化。在企业的社会责任中嵌入这样的政策被认为是雇主品牌的竞争优势之一,对劳动力市场的关键领域尤其重要。然而,应该指出的是,俄罗斯企业正处于这条道路的起点。这些倡议的实施并不复杂和系统;创建和实施这种企业文化的工具尚未形成。本文的目的是为组织的企业文化中最好的员工家庭友好政策制定建议,这有助于为员工实施价值支持。为了实现这一目标,以西伯利亚某公司为例,正在解决将该组织的企业人口政策措施系统化,并以以员工家庭为中心的高度政策为基础分析其企业文化的任务。基于所获得的数据,建立了一个将家庭友好政策融入组织企业文化的模型。作者制定了具体的措施,可以在企业文化的两个层面上实施——文化产物的层面和组织价值的层面。似乎已开发模式的实施将导致在特定西伯利亚组织中更加系统和全面地实施家庭友好政策,将加强其竞争优势,并将有助于在俄罗斯商业中复制这方面的社会责任。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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