ABSTRACT
This chapter explains work-life initiatives that are more likely to promote a culture of inclusion if they are implemented in ways that increase employee perceptions of positive control and social support to reveal diversity in work-life identities without stigmatization. Organizational strategies for increasing work-life inclusion takes two forms which are not necessarily mutually exclusive: initiatives that increase work-life control and those that increase positive social support for a wide diversity of employee backgrounds. The chapter identifies issues that must be addressed to more effectively implement work-life initiatives by incorporating a diversity perspective on work-life identities into positive organizing. It describes indicators of a work-life inclusive organization. It also discusses positive organizational strategies to support and empower employees with diverse work-life identities. Let's put it out in the open that using work-life policies has potential risk because it visibly challenges corporate social structures reifying work as the primary role identity.
