Employees

Few male managers will admit to the presence of a `glass ceiling' in their organisation. Because they don't consciously discriminate against women, they think it does not exist. But in reality, when specific action is taken to remove barriers, as Opportunity 2000 members have done through flexible working, help with childcare, mentoring and so forth, the gender balance starts to even up.

As with many other social responsibility issues, a key question here is how far enlightened self interest can take an individual company. The need to recruit and retain talent is a good incentive, justifying allocation of resources and investment of effort. Individuals too, especially the higher paid, can contribute to the cost of their children's care. Some public resources can be justified, particularly to help the lower paid and to incentivise companies and individuals, best through tax credits.

However, with public expenditure limited, companies will find their most productive way forward is not waiting for government to act, but having a say in how existing resources are best allocated. Local childcare partnerships with councils, voluntary organisations and the growing for-profit childcare industry are a good idea. Once again, community relations managers can make the introductions for the mainstream, business colleagues..

Corporate Citizenship Briefing, issue no: 40 - June, 1998