Flexible work arrangement
A flexible work arrangement (FWA) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. On the contrary, some refrain from using their FWA as they fear the lack of visibility can negatively affect their career. Overall, this type of arrangement has a positive effect on incompatible work/family responsibilities, which can be seen as work affecting family responsibilities or family affecting work responsibilities . FWA is also helpful to those who have a medical condition or an intensive care-giving responsibility, where without FWA, part-time work would be the only option. History. The idea came from German management consultant, Christel Kammerer in West Germany (1960). It was first implemented by German Aerospace firm, Messarschmilt-Boklow-Blohm in 1967. It was not until the 1970's that FWA practices began in Canada, the United Kingdom, and the United States. Beneficiaries. Employer: Employee: Gender role theory and access to FWA. Gender role theory. According to gender role theory, society places different roles on women and  men simply based on their biological sex (gender-stereotyping). Given the competing forces working-women face between their jobs and home, FWA are made very appealing. FWA also has the ability to encourage men to play a care-giving role as they have equal access to the program. Over the past few years, more women than men using FWA (58% compared with 42%). Access considerations. FWA tend to favour those in full-time, salaried positions and male-dominated workplaces or industries. While in the male-dominated workplace, there seems to be equitable access, in female-dominated workplaces, both the women  and men are less likely to have schedule control. It is argued this is due to female-dominated workplaces having low-paying roles and unfavourable working conditions. Policy implications. -Based on the access considerations, it is argued that the group whom most needs FWA, may not be able to get access to it. -FWA is important as it is attributed as a variable to help close the Gender pay gap and can assist in maintaining a women's labour market position after giving birth. -Further research is being conducted by the European Commission (2017), which seeks to identify why an  employer may reject a request for a FWA. -Flexibility can be seen as a substitute as compensation.