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Main Objective

The IFREI 2.0 started in 2010 and measures Corporate Family Responsibility and its impact on health, loyalty, intention to leave the company, and employee satisfaction within a particular company. This investigation contrasts the information provided by collaborators with the perceptions of their managers, to discover the different CFR environments in the same company.


The objective of the study is to analyze how policies, the supervisor management style and the organizational culture, together with the characteristics of the employee, have an impact on both organizational and individual outcomes.

1. Policies

They are the formalized practices within a company that support the integration of work, family and personal life of employees.

  • Providing flexibility in both time and space.
  • Including professional support and family benefits and services that go beyond financial reward.


2. Supervisor 

The manager who promotes Corporate Family Responsibility:

  • Takes care of the family demands of its employees.
  • Respects personal freedom.
  • Supports and facilitates the integration of work, personal and family life.
  • Promotes the use of Corporate Family Responsibility practices.
  • Is open and sensitive to flexibility.


3. Culture

The Corporate Family Responsibility culture is the set of assumptions and beliefs shared by members of the organization related to the degree in which the company supports and values the integration of family, work and values of its employees.

A culture RFC:

  • Values people who use flexibility policies by their contribution to the company, and do not penalize them for its use.
  • Respects people’s workloads and avoids creating the expectation that they must constantly put their work before their family.


4. Individual characteristics

Alongside policies, supervisor support and company culture, there are other factors that can facilitate or hinder Corporate Family Responsibility.

Individual characteristics are the preferences that each person has when dealing with the integration of their work, family and personal life.


5. CFR Policies Impact

The Corporate Family Responsibility (RFC) policies have a positive impact on:

  • People: having flexible work facilitates the balance in their professional, family, social and personal life. These policies also tend to reduce the unproductive time spent in commuting, and improve performance and productivity.
  • Company: facilitating the extension of opening hours, reducing costs related to absenteeism and promoting a stronger involvement of people in their work.
  • Society: facilitating the reduction of environmental pollution due to the reduction of worker commutes. It also reduces costs in health care, since the CFR policies help in reducing stress and related diseases. They also have a positive impact on the children’s educational level. 
  • Iberdrola
  • FABRE Foundation
  • GAES
  • Marie Curie Actions