Our mental model of “conflict” often compels us to gravitate towards that tricky stuff that occurs between two individuals. However, just as stressful and mentally tough can be the goal conflict or values conflict we experience when two or more of the big priorities we have in life are at odds (or at war!) with each other. 

There is a growing awareness of the critical impact of father figures in the raising of children. Moreover, more fathers than ever before want to take an active role in parenting and while they may work outside the home full time it has dawned on them that parenting can’t be squeezed into the gaps as a very part-time role either.

We all know the law plays catch-up to the hearts and minds of society. Any legislative or policy change that legitimises and enables better work-life balance for fathers is to be applauded. I believe the shift in focus from the gender-based Equal Opportunity for Women in the Workplace Act to the Workplace Equality Act is welcome and important. But, for any equity of outcomes to really occur, organisations, or specifically the people who run them, must be willing to enable better work-life balance for working men too.

Increasingly, the economic argument of women who earn more than their male partners and/or enjoy vibrant and rewarding careers will also stimulate demand for family friendlies for men.