They are also Parents They Are Also Parents - A Study on Migrant Workers | Page 52

CCR CSR | A Study on Migrant Workers with Left-behind Children in China | August 2013
• Visiting the homes of “excellent staff”: visits of this kind involve business
CCR CSR | A Study on Migrant Workers with Left-behind Children in China | August 2013
Despite the efforts listed above, awareness of available services among
representatives going to the employee’s hometown, as a gesture of workers remains low, and some do not believe that any relevant services exist
encouragement. at all. However, companies can do much more to promote efficient support for
working parents, including the necessary awareness building of the existing
• Psychological and emotional counseling: such services generally include a
measures and fostering a sense of belonging in the workplace.
24-hour “care hotline.” Some businesses cooperate with NGOs and open
an independent 24-hour hotline helping to deal with emotional crises, The key points of actions for companies to take, suggested by this study are
family relationship problems, issues related to children’s education, and as follows:
any other areas in which staff might need personal support. Meanwhile,
some companies establish specialized in-house counseling services, allowing
employees to seek psychological counseling services.
• Improved CSR strategy and cooperation with the company suppliers
in developing family-supportive policy: At present there was little
coordination between brand companies and their suppliers in responding to
• Assisting employees in accessing local public services: such services include
the needs of migrant families. Their situation is rarely taken into account
the provision of information and often assistance in applying for schools and during the design of sustainability and human resource policies and no
local household registration (hukou). relevant data is collected to support such efforts.
• Provision of accommodation for couples: when certain conditions are met –
• Improved access to information: additional support can be provided to
generally that both husband and wife are working in the same company – facilitate workers’ access to and understanding of policies and information
accommodation is made available to couples at below-market prices. regarding local hukou registration, education, social insurance and available
community services.
• Community hosting services: two companies participating in the survey
have provided employees’ children with an after-school activity center,
• Flexible work-hours and family-related leave: improved work-time
giving the parents peace of mind about their children’s whereabouts in the arrangements allowing workers to respond to their children’s educational
late afternoon hours. The project is run by a specialized social-work agency and other basic needs have a proven, positive impact on workers’
and co-funded by the local-government and company’s CSR budget. motivation, efficiency and stability. A possibility of family-related leave
during low production cycles should also be taken into consideration.
• Onsite nurseries: three of the companies opened kindergartens at their
supplier factories to resolve staffing and childcare issues in the workplace.
• Enhanced cooperation with NGOs and social work organizations:
specialized NGO assistance can provide effective support towards workers’
• Engaging in community child welfare projects: businesses with CSR
community integration, parenting education and free childcare. However,
programs aimed at migrant worker children largely concentrate on public less than 10% of workers interviewed for this research said they have
projects, such as provision of educational courses, personal finance received NGO-related assistance.
management and computer literacy lessons.
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