What worked?

 In one organisation the recruitment of a dedicated Work Life Balance Co-ordinator ensured that things happened. In smaller organisations recognising the development of work life balance as a part of one or a number of employees' job descriptions had a similar effect.

Childcare is commonly listed as a major challenge to the achievement of work life balance. Attempts to alleviate this problem, in an organisation where many employees were required to work outside normal office hours included:

• Nominating one person was nominated to hold current information on approved childcare services in the region;
• Making links to childcare services available on the organisation's website.
  
  Undertaking staff surveys proved helpful. Staff were surveyed on their knowledge and awareness of existing work life balance initiatives, on their needs in the area and on the main causes of stress. This allowed the organisation and employees to introduce relevant solutions.

Awareness raising and training was recognised as important, especially to ensure equality of access to work life balance options by making sure that all staff are aware of all options available. One organisation found that awareness should be promoted on an on going basis at organisation level and through line managers; this was essential because a number of employees were unaware of existing schemes.

It is also important to train line managers in the promotion and implementation of work life balance initiatives to ensure a consistent approach throughout the organisation.