December 22, 2005
 

The Balancing Act:
Ensure Equal Treatment for Parents and Non-Parents

By Rebecca R. Hastings
Society for Human Resource Management

This article extensively quoted Thomas F. Coleman, Executive director of Unmarried America.

Here are excerpts from the article which refer to Coleman's quotes and comments:

  • “Back in the ’50s and ’60s, the workplace was dominated by working husbands with wives and kids at home,” says Thomas Coleman, executive director of Unmarried America, a nonprofit information service. “Policies that existed then may have been appropriate when that was the common model. But now that family diversity is the norm, some feel it is not fair to give one type of family preferential treatment over others.”
     
  • Coleman shares the example of a single woman whose sister was her only remaining family member: “When that sister needed care during a battle with cancer, the employee was denied [leave] because the sister did not fit the official definition of a family member under the workplace policy,” he says.
     
  • A more obvious disparity exists under many employer health plans. “Employers are paying more in health care premiums for families,” Coleman says. “And since benefits now make up a considerable piece of the total compensation package, those with family coverage are paid proportionately more than those with single coverage.”
     
  • “Employers don’t want to be perceived as playing favorites. But when you scratch below the surface you still find favoritism in benefits, leave practices, flexibility and even company events,” Coleman says. He cites the example of a company picnic in which an unmarried employee’s request to bring her father and brother was denied though other employees were allowed to bring multiple children.
     
  • Coleman encourages workers without children to speak up if they have concerns about their employer’s practices. “Look at what the company’s competitors are doing and suggest options.”
     
  • However, for those companies who are aware and who want to create a more inclusive workplace, Coleman suggests employers:

• Look at the demographics of the workplace to see if benefits match needs.

• Host focus groups of mixed employees to discuss benefits and policies.

• Find other ways to ensure fairness, such as seniority-based systems.

• Make efforts to accommodate reasonable requests.

• Review diversity statements for differences between stated and actual practices.