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

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.