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In this paper, we apply a ‘gendered lens’ to research that has sought to understand how private firm practices and public policies shape employment conditions. We report on a study of the realities facing a highly female-dominated job, that of waiter in low-end chain restaurants. Through interviews with managers at 16 sites of two international restaurant chains located in Seattle, Washington and Chicago, Illinois, we examined how the gender and family caregiver compositions of waiter workforces intersect with private employers’ practices related to waiter wages, fringe benefits, and staffing and scheduling and preferred job qualifications, on the one hand; and with mandated minimum wage regulations, on the other. Male waiters were most heavily concentrated in the chain with more generous benefits and input into scheduling, while the largest proportions of women were found in the chain offering few or no benefits and little scheduling control. Sites with the most waiter–caregivers came from both chains but were mostly in Seattle, aligning with a US state policy context assuring a higher minimum wage. Paralleling those findings, we observed that managers in especially male-heavy settings stressed intellectual and experience qualifications for waiter positions, while within more female and dependent caregiver employing sites they prioritized factors such as personality and ‘good hygiene.’ [ABSTRACT FROM AUTHOR]

This paper describes a series of intervention projects in the conditions and design of work geared to increasing gender equity in organizations and the ability of employees to integrate their working lives with their personal lives. It shows that approaching work with a work-family lens tends to lead to changes in the temporal conditions of work, in what has come to be known as flexibility in the workplace. With a gender lens, more nuanced aspects of the institutions governing the workplace come into sight allowing the possibility of greater actual change in the way that work is designed and accomplished, thus leading to a better fit between the current workforce and the workplace. Although such intervention projects are being done in multiple countries, the discussion is most relevant to the USA, with its limited - almost non-existent - national support for the reconciliation of work and family needs. [ABSTRACT FROM AUTHOR]

Why are organizational work-life initiatives endorsed in some countries such as the US or the UK, while they generate little interest in France and other non-Anglo-Saxon environments? In a qualitative theory-building approach, this paper assesses the gap in workplace practices adoption among the US, the UK, and France and analyzes in-depth interviews with 44 human resources (HR) officers, employee representatives, unions, and work-life service providers in France. Five main factors explain the adoption of organizational work-life initiatives in France and potentially other countries: (1) employer versus State legitimacy in the nonwork sphere of life, (2) industrial relations and unions' stance toward work-life practices, (3) the complexity of the legal framework, (4) the awareness of work-life issues within HR departments, and (5) the framing of work-life as a business or a social issue. With reference to prior research, a model is built to account for the influence of the national context on employees' expectations and employers' leeway at the macrolevel, and for strategic choices made by employers at the mesolevel. [ABSTRACT FROM AUTHOR]