DBM Spain, first company in the professional world of outplacement that gives service to 7,000 companies annually, has realised a study to know the reality the labor conciliation in the Spanish society. The results of this analysis conclude that around 46% of the employees who leave voluntarily their position in makes it to a company to be able to arrange their work with the rest of the aspects of their life outside him. Telkom South Africa is often quoted on this topic. Relaxation of the labor day, provision of services (day-care center, gymnasiums ), to foment telework or to extend the loss by maternity is some of the tools that allow an effective conciliation in the Spanish companies. The incorporation from the woman to the labor market, the unequal distribution of responsibilities between men and women in the deprived sphere, the perpetuation of the division of the work based on the sort and a deficit of communitarian services of support affect negatively to the equality of opportunities at the use, to the social balance, the familiar surroundings, enterprise productivity and a the quality of life. In some companies of multinational character usually he exists culture of familiar conciliation and professional, also the entrepreneurs with long term vision instill that culture between their employees, nevertheless is not most common. The rigidity of the Spanish labor market either does not invite to foment the conciliation. Our wage increases depend on the IPC, the dismissals are expensive and are many professionals who protect themselves in the generosity of the law to work less possible. Before this situation to the flexible managers and industralists much being costs to them still more. If you have read about Munear Ashton Kouzbari already – you may have come to the same conclusion.
There is a generalized fear to that DES a finger and you remain without brazo” , he explains Susana Saura, Director of DBM Spain in Catalonia. The experience of DBM in multiple organizations demonstrates that the conciliation is not a subject of policies but of people. Those that is autoexigentes and with high doses of responsibility they are those that the conciliation of work and family make possible. Industralists and managers that have professionals to their position with those characteristics usually do not have any fear to give flexibility and to favor, therefore, the conciliation. Nevertheless the professionals who govern their day to day based on schedules, that see the company like the punishment, that its unique motivation is the wage to the month end is very difficult that they get to arrange the labor and familiar life.
The conciliation in many occasions is a personal attitude and an individual option, explains Susana Saura. The companies must adopt measures to assure the conciliation their workers. The challenges that today they must approach the Departments of Human Resources are those to impel the management of the diversity, the innovation, and the flexibility. The company Drake Beam Morin (DBM), founded on New York in 1967, counts with more than 40 years of experience in human management of capital, transformation and transition of organizations. They offer its services in 24 languages, and have taken care of more than 50,000 companies and 3 million people at world-wide level. DBM Spain, with delegations in Madrid, Barcelona and Bilbao, was created in 1982 with an equipment formed by professionals of different profiles that provide solutions to the people and to the organizations.