Kesejahteraan Sosial

01 FAMILY SUPPORT EMPOWERMENT AND WORKPLACE WELL-BEING 9 4.2.1.4 Lack of On-Site Childcare Facilities The lack of binding policies and regulations for structured financial incentives for on-site childcare provision continues to discourage employers from investing in such services. At the procedural level, the lack of clear operational guidelines and implementation frameworks further hinders the adoption of workplace childcare solutions. From a people perspective, key decision makers often underestimate the long-term organisational benefits of such facilities, including improved employee retention, reduced absenteeism and greater workforce stability. From an environmental perspective, employers face real or perceived barriers in terms of cost, space and infrastructure, particularly in smaller organisations or densely built-up environments. In the absence of accessible childcare in the workplace, many working mothers are reliant on external arrangements, which adds logistical and emotional pressure. These combined responsibilities diminish their coping capacities, increase role strain and ultimately affect their psychological well-being. 4.2.1.5 Cultural and Social Expectations Deeply ingrained gender norms in the Malaysian socio-cultural environment continue to assign the primary responsibility for caregiving to women. These prevailing expectations determine how people perceive and implement family-friendly policies in the workplace. Even when such policies are available, societal attitudes, particularly in relation to masculinity and caregiving, often discourage men from utilising them. Consequently, the burden of balancing work and family typically falls disproportionately on women, who can only manage these dual demands with limited support. This imbalance contributes to chronic stress and emotional exhaustion resulting from role overload and a lack of effective copingmechanisms, such as spousal involvement or collegial understanding. Over time, this dynamic reinforces a persistent cycle of work-family conflict, particularly for women in dual-income households, further undermining their well-being and long-term participation in the labour force.