Family as a success factor

  • May 15, 2012
  • Sustainability
  • Press releases

press release

As part of the competition “Erfolgsfaktor Familie” (Family as a success factor), Federal Chancellor Dr. Angela Merkel and Federal Family Minister Dr. Kristina Schröder presented Bosch with an award for its exemplary work in promoting a work-life balance in the “large enterprises” category for companies with a workforce of more than 1,000. More than 530 companies had entered for the competition, which was held by the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth (BMFSFJ) for the third time. The “Erfolgsfaktor Familie 2012” competition seeks to train the spotlight on success stories, highlight possible solutions, and show that associates and companies can benefit equally from family-friendly policies.

Bosch started expanding its options and programs even in the mid-1990s. Flexible working hours in particular play an important role in achieving a better work-life balance. The company now offers several hundred part-time working models. And it does so on all levels of the hierarchy. Every fourth female executive works part-time. In order to make executives more aware of the work-life balance issue, the “MORE” project was set up in 2011. Some 150 executives are testing different work models. They are working from home or part-time, initially for a limited period. The aim of the project is to highlight even more clearly what the benefits are, and in particular to win over executives – especially those who have up to now tended to view this issue skeptically – as role models for flexible and family-friendly work arrangements. “With part-time work, childcare facilities, and the possibility of telecommuting, mothers and fathers are given the flexibility they need to balance the demands of professional and private life,” says Bosch board of management member Christoph Kübel. “It’s a win-win situation all around – for our associates, for their families, and for us as a company.”

Associates also have access to a number of internal networks such as “papas@bosch” and “women@bosch”. These deal with issues relating to parental leave and questions on how to harmonize the demands of career and family and give parents the opportunity to share their experiences. The associates of Robert Bosch GmbH also receive support to help them strike a successful balance between work and caring for family members. For example, the company has established partnerships with service providers who advise associates on all care-related issues. If associates need to care for someone at home, for instance, they have the opportunity to take a leave of absence for up to three years or arrange their working hours flexibly through part-time work or telecommuting.

NACH-051 - May 15, 2012

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