Working with Dual Career Couples

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The dual career couples that are the same stages of their career can make it difficult for accepting a relocation job offer. I feel as an organization expanding is always a good option and with this circumstance, a great option. Not only will creating new departments help work with the dual career couple that are at the same stage of their careers but it will help us find new great candidates for our organization. The spouse can also help us advance in these new and unfamiliar departments that are being created.

Benefits are vital to our employees and especially the dual career couples. Offering new benefits in our package is an empathetic presentation to our current and prospective employees. The common issue with dual career couples are that they have children who need to be cared for while they are both at work. As part of our expanding department plan, we can create a day care program. The employee can pay through taking a cut out of their paychecks. This can become a paid benefit for our tenure employees, which can build loyalty to between our employees and the organization.

Along side with vacation and sick time benefits, offering more flexible personal time off will be an exceptional add-on. Again, the paid benefits can be proportioned with the ranking of the employee. Anxiety and frustration can affect job performance, so it is important that our employees can take “personal” time to resolve their issues. With dual career couples, having both spouses working can be difficult to find time and opportunities to do this, so a more flexible personal time-off benefit will work with their busy and conflicting schedules.

I believe my proposition will not only service our dual-career couple employees but will expand the loyalty our employees have in our organization. There are employees who may not fall into the demographics as a “dual-career couple” employee but will be there one day in the foreseeable future. Utilizing these new programs will help avoid issues pertaining to biased accusations, relocation conflicts, and child welfare. Our staff as a whole, will build assurance in our organization as they see us support all types of employee demographics.

Works Cited

Ivancevich, J. M., & Konopaske, R. (2013). Human Resource Management (12th ed.). New York, NY: McGraw-Hill/Irwin.

Sher, M. (2006). Dual Career Couples- Problem or Opportunity? CSWP Gazette, 25, 2.