In today's workplaces, many organisations promote policies designed to help employees balance their careers with family responsibilities. These initiatives, often referred to as family-friendly measures, are essential for supporting wellbeing and promoting workplace equality. Yet in reality, not all employees benefit equally. A key factor behind this is a phenomenon known as gatekeeping-a largely invisible barrier that disproportionately affects women.

Gatekeeping happens when workplace policies that are officially available, such as those outlined in collective agreements, are effectively controlled by a manager. While employees may have a formal right to use these measures, in practice, access often depends on the attitudes, discretion, and biases of the person in charge.

Family-friendly measures can make a meaningful difference in daily life. They include reduced working hours, part-time schedules, remote working, flexible hours, and career breaks. Such arrangements are intended to help parents meet their responsibilities, particularly when caring for young children or responding to unforeseen family needs.

However, the way these policies are applied varies widely across organisations. Many employees cannot take advantage of these measures without explicit managerial approval. If a manager holds traditional views or lacks trust in staff, requests for flexible arrangements may be refused-even when there is a clear need.

For instance, some managers insist that work must be performed exclusively on-site, refusing remote work. Others may assume that a mother working from home will be less productive because she is also looking after her children. These biases can prevent women from accessing the same opportunities as colleagues who face fewer family responsibilities.

On the other hand, some managers recognise the realities of modern life and adopt a more supportive approach. They allow remote work, offer flexible schedules, and trust employees to manage their responsibilities responsibly. In these environments, staff often report higher job satisfaction, engagement, and productivity.

Problems arise when access to family-friendly measures is inconsistent. When parents-most often mothers-cannot use these options, they face difficult choices. Some reduce their working hours to manage family commitments, others leave their jobs, or even shift to less demanding careers.

These decisions have both immediate and long-term consequences. Reducing work hours lowers income, affecting financial independence. Career progression may also be slowed, with fewer promotion and development opportunities. Over time, these choices impact pensions, as lower contributions during working life result in smaller retirement benefits.

The effects extend beyond the individual, impacting entire families. When a woman earns less, financial responsibility often falls more heavily on her partner, adding pressure and stress that can affect the wellbeing of the household.

Even when employees are granted access to family-friendly measures, challenges remain. Remote or flexible work can reduce visibility in the workplace, limiting opportunities for networking, informal discussions, or involvement in important decisions. Over time, this can hinder career advancement and access to leadership roles.

The issue, therefore, is not whether family-friendly measures are valuable-they clearly are-but how they are implemented and who benefits. Because women are more likely to take up these measures, they often bear the disproportionate financial and professional costs.

To make these policies truly effective, workplace culture must evolve. Managers need to trust employees and avoid letting personal biases determine access. At the same time, family responsibilities should be shared more equitably between men and women, so that caregiving does not consistently fall on one side.

Ultimately, family-friendly measures should support families rather than reinforce inequality. To build a fairer and more balanced society, these policies must be accessible to all employees, without discrimination or invisible barriers. Only then can workplaces genuinely support both professional success and family wellbeing.

 Vania Agius Tabone is a Labour Party candidate