The blogosphere has seen a recent surge in discussion about how to make a city family friendly. But in all the discussion about coffee houses and night life, the issue of the employment culture in a city hasn’t come up. This is what I’ll raise after summarizing the discussion thus far.
Joel Kotkin’s article, “The Rise of Family-Friendly Cities,” began the debate. He argues that (a) families with young children are the backbone of a strong metropolitan economy (rather than singles or empty nesters, for example) and (b) that families with young children want suburban life and not dense, revitalized-downtown urban living. He suggests that metropolitan areas are wrong to focus on attracting the young and single by expanding arts and culture opportunities including the restaurant, night club and coffee bar scene.
An author at CEOs for Cities counters some of his arguments. In particular, (s)he suggests that people don’t generally pack up and move to another city once they get married. Therefore, attracting young people with skills and education is key, as they are likely to stay once they have a family. My favorite line from this critique is: “Does anyone really believe that one loses one’s taste for latte when one starts pushing a stroller?” And this isn’t a throw away line. The same things that attract families with children attract many other demographic groups as well, as Richard Florida argues.
One issue missing is how family friendly the business or employment culture is in a city. That is, when a man says he wants to leave at 3pm on Tuesdays and Thursdays to coach his daughter’s soccer team (and make up the hours in the evening or on the weekend), how likely is he to have “career trouble” as a result? Will he be told no? Will he get less challenging or interesting assignments at work? Will his co-workers resent him? Or, will his employer support the initiative and maybe even sponsor the soccer team?
What about when a woman announces that she is pregnant, what is the reaction on the part of co-workers and “the boss?” Is it, “this is terrible, we’re never hiring a woman again in that role!” Is she given less challenging or lucrative work? Is she all-but-fired on the spot (yes, it’s illegal in most developed countries, but there are ways to push someone out)? Or does the company start thinking long term about how to handle the workload during her absence and how to make things easier for her to come back?
In comparing reactions to pregnancy announcements with internet acquaintances in many US cities, and in reading stories on blogs, I was surprised at how negative the reactions were for other people. My own experiences with both pregnancies were positive — people I worked with and for were happy for me, immediately began making long term plans to handle my absence, and started coming up with flexible solutions to help me return to work and be a productive worker and good parent. While I’m sure my departure created some chaos and challenges, no one expressed it openly as a frustration against me personally.
If a city’s economic and business community wants to attract young, educated, creative types then surely they want to keep both the men and the women contributing to the economy. Having a business culture (or government employment culture) that is anti-family in the sense of not being flexible to family needs could drive some young families away — especially if two incomes are necessary (or 1.5 incomes) to afford the mortgage.
My challenge to people with the resources to study such things, is to create a measurement of family-friendliness within a city’s major employers as a proxy for the whole city. To do this, one could look at official policy of the top 10 or 20 employers; survey employees to see if they indeed have access to these measures. Senior management and CEOs should also be queried. As Penelope Trunk has said, look at the CEO if you want to know if the job will offer flexibility and reasonable hours:
It’ll be a great day when CEOs are dismissed for neglecting their kids. Meanwhile, employees, beware: CEOs like Stringer and Immelt have a negative effect on your own ability to keep your personal life intact, because work-life policy starts at the top and trickles down.
When you are looking for a company to work for, look at the CEO… if he works insane hours, you can bet that you will be expected to do the same, on some level. And my gosh, if he refers to you as his family, run!
Family friendliness becomes contagious. If you look at the big 4 accounting firms, they are all starting to bend over backwards to retain talented employees and family-friendly policies are at the centre. At a city level, therefore, I would assert that the more companies that support families in their daily policies (such as allowing flexible hours, 3/4 time work, occasional telecommuting, sick days — when the kids are sick), the more rivals that will do the same creating an overall family-friendly city. And, wouldn’t you know it, there is a growing body of evidence that family friendly policies yield greater returns for corporations that use them. So, family-friendly policies should therefore benefit a city’s overall economic development.