Answer: Limited access, Lack of support, Gendered expectations, Structural issues, & Limited effectiveness
Step-by-step explanation:
Limited access: Many family-friendly work arrangements are only available to a select group of employees, such as those who work full-time, are salaried, or have been with the company for a certain period of time. This means that employees who are part-time, temporary, or low-wage may not have access to these arrangements, which can exacerbate existing inequalities in the workplace.
Lack of support: Even when family-friendly work arrangements are available, they may not be well-supported by employers or colleagues. For example, employees who take advantage of flexible work arrangements such as telecommuting may face stigma or negative attitudes from co-workers or managers who view them as less committed or productive.
Limited effectiveness: Some family-friendly work arrangements, such as on-site child care or flexible schedules, may not be effective at addressing the underlying causes of work-family conflict. For example, on-site child care may not be affordable or accessible for all employees, and flexible schedules may not be enough to help employees manage the demands of work and family responsibilities.
Gendered expectations: Family-friendly work arrangements may reinforce traditional gender roles and expectations, such as the assumption that women are primarily responsible for child care and domestic work. This can make it harder for men to take advantage of these arrangements or to challenge traditional gender norms in the workplace.
Structural issues: Many family-friendly work arrangements are designed to address individual-level challenges, such as child care or elder care, rather than the larger structural issues that contribute to work-family conflict, such as inadequate paid leave policies or inflexible work schedules. Addressing these larger issues may require more systemic changes to the workplace and to public policy.