]
Working Parents
valued and had a solid work history, and
child-care subsidies for families who have
quality of life. He told us, “…I guess our
they believed in the business case for
children with disabilities.
theory is if …you go on an airline, they say
flexible work arrangements. HR staff also expressed their need to know how to talk with employees about these sensitive and emotionally charged issues, and their lack of training about disability care issues.
Negotiation Strategies that Work The success of a negotiated flexible work arrangement is based, not just on policy, but on a relationship. The negotiation, typically between parent and supervisor or parent and coworker, concludes with an agreement that is mutually beneficial to both parties.
Employers also need to raise awareness among their HR staff and supervisors about employees facing exceptional care responsibilities. Employers can make flexible work arrangements accessible and provide meaningful benefits packages. Organizations and corporations, such as KPMG, McGraw-Hill, Ernst & Young and Massachusetts General Hospital, are leading the way by offering disability awareness training to their employees, fostering support programs for families of
when the oxygen mask comes down, the first thing you do is you put your own on, and then your kids’… So we’re under the belief that if we are going to be the best, if we’re really interested in our son’s wellbeing, our best bet is to make sure that we’re mentally OK and physically OK as best we can, so that we can take care of our son. I tell you, it sounds good on paper, but, damn, it is hard.”
References Council of Economic Advisors. (2010).
children with disabilities and becoming
Work-life balance and the economics of
employers of choice by providing flexible
workplace flexibility. Washington, DC:
“giving back 150 percent” in exchange
work arrangements.
Executive Office of the President. Available
for flexibility. And as noted by a family-
Last March, the Council of Economic
at: http://tiny.cc/gypdq.
friendly supervisor, “When you work with
Advisors (2010) released a comprehensive
Emlen, A.C. (2010). Solving the childcare
employees, they work back; you develop a
report establishing the cost-effectiveness
and flexibility puzzle: How working parents
Parents of children with disabilities who make use of this strategy often talk about
bond. I’m able to say, ‘I really need you to do of workplace flexibility for American
make the best feasible choices and what that
this today.’ I find they cooperate more with
corporations and the benefit of flexibility
means for public policy. Boca Raton, Fla.:
meeting my emergency when I work with
for families with employed parents.
Universal Press.
them when they are having theirs.”
Although the report did not mention the
Lieberman, L. (2005). A “stranger”
situation of parents raising children with
among us: Hiring in-home support for a
disabilities, increased access to flexibility in
child with autism spectrum disorders or
workplaces can be of special assistance to
other neurological differences. Shawnee
those parents with exceptional caregiving
Mission, Kan.: Autism Asperger Publishing
responsibilities who are striving to improve
Company.
Advocating for Improved Flexibility and Increased Quality of Life Inclusive child care is an essential family support that makes economic sense since it often provides the consistent care
the quality of life for their families.
Rosenzweig, J.M., & Brennan, E.M. (2008).
arrangements necessary for parents to
A father raising a young son with ASD
Work, life, and the mental health system of
remain employed. It is time to join with
told us that he and his wife had worked
care: A guide for professionals supporting
those who are advocating for improvements out a satisfactory flexible arrangement of
families of children with emotional or
in training and support for child-care
workplace involvement and family care that behavioral disorders. Baltimore: Paul H.
providers, and increased access to
helped their family attain a satisfactory
Brookes Publishing.
About the Authors Eileen Brennan, Ph.D., Julie Rosenzweig, Ph.D., and Lisa Lieberman, MSW, LCSW Eileen Brennan, Ph.D., and Julie Rosenzweig, Ph.D., LCSW, are professors of social work at Portland State University and researchers at the Pathways to Positive Futures Research and Training Center funded through NIDRR grant H133B990025. For more information, see http://tiny.cc/xexzv. Lisa Ackerson Lieberman, MSW, LCSW, is a national speaker who specializes in “living with disability in the family,” and the mother of Jordan, a young adult with autism. For more information, visit www.disabilityinthefamily.com/. 26 Autism Advocate
• SECOND EDITION 2010