Who benefits from work‐life programs? Lessons in gender and race from OPM's Federal Work‐Life Survey

Engaging the US Office of Personnel Management's inaugural Federal Work‐life Survey (2017), this study deconstructs the gender and race differences in employee satisfaction with federal work‐life programs. We examine whether women of color employees in particular stand to benefit differently fr...

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Bibliographic Details
Published inPublic administration review Vol. 84; no. 6; pp. 1163 - 1183
Main Authors Viswanath, Shilpa, Yun, Jung Ah (Claire), Mullins, Lauren Bock
Format Journal Article
LanguageEnglish
Published Hoboken, USA Wiley Subscription Services, Inc 01.11.2024
American Society for Public Administration
Subjects
Ethnic groups
Gender
Gender differences
Personnel management
Polls & surveys
Race
Racial differences
Satisfaction
Women
Work
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Summary:Engaging the US Office of Personnel Management's inaugural Federal Work‐life Survey (2017), this study deconstructs the gender and race differences in employee satisfaction with federal work‐life programs. We examine whether women of color employees in particular stand to benefit differently from the federal work‐life programs in comparison to their male and white colleagues. Notably, this study operationalizes the federal employee's work‐life interference and dependent care responsibilities to determine gender and race‐related differences in employee satisfaction with federal work‐life programs. Study results indicate that federal employees belonging to historically marginalized racial and ethnic groups are satisfied to a lesser extent with partaking in federal work‐life programs than their white counterparts.
ISSN:0033-3352
1540-6210
DOI:10.1111/puar.13772