Conclusions

The Canadian workers whose comments are the foundation of this report speak passionately about the need to address the issue of work-life balance. The following general conclusions can be drawn from these comments:

• Work-life balance is a complex phenomenon.

• Many factors contribute to high work-life conflict.

• Work and life are not separate domains.

• Many Canadians are having difficulties balancing work and family because organizations are not taking the issue seriously and are not treating it as a business issue.

• Some Canadians are having problems balancing work and family because of conditions at home.

• It would appear that for every Canadian whose personal or family circumstances are interfering with performance at work, there are five Canadians whose work and work circumstances are interfering with their family and their life.

• Work-life conflict is impairing the health of many Canadians and creating problems within the family.

• The culture of the organization, which is set by the behaviour at the top, can sabotage the best attempts by organizations to help employees balance work and family.

• It is what managers do that counts - not what they say or what policies they implement.

• There are a number of problems with many organizations' work-life policies. Problems noted in this report include the following: no policies at all; policies that are not clear; inequity with respect to the ability to use the policies, and lack of accountability with respect to the use of the policies. The data also indicate that policies cannot help if the immediate manager does not apply them.

• Employees do not leave an organization - they leave bad management.

• Many Canadians feel that they are in a no-win situation with respect to balance - advance in their career or have a meaningful life outside of work.

• Temporary and part-time work has made balance more problematic for many.

• People who are not financially self-sufficient have more problems balancing work and family.

These conclusions further suggest that:

• Employers who wish to reduce the costs associated with high work-life conflict should seriously examine the comments, suggestions and recommendations given by the Canadians.

• Employees who wish to improve their own balance need to look at the strategies suggested by Canadians who have achieved some sort of balance.

• Governments at all levels need to place the work-life balance of Canadians at the top of their agenda if they wish to remain globally competitive.