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Human Resource Management International Digest: Article Information
Human Resource Management International Digest: Article Information
(2016),"When change is not as good as a rest", Human Resource Management International Digest, Vol. 24 Iss 4 pp. 20-22
http://dx.doi.org/10.1108/HRMID-04-2016-0043
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Simon Linacre
However, anecdotal evidence suggests that inviting employees to bring their pets into the
workplace is on the increase. Certainly in North American places of work, there are
numerous stories popping up of the practice and the attendant benefits. On the face of it,
it seems rather “West coast”, a bit “faddish” without any noticeable science to back the
practice up. Certainly, there seems to be some justification to be put forward to explain why
in an era of home working and flexible hours there is even a need for an employee to take
a pussy, pooch or even piranha to work?
DOI 10.1108/HRMID-04-2016-0042 VOL. 24 NO. 4 2016, pp. 17-19, © Emerald Group Publishing Limited, ISSN 0967-0734 HUMAN RESOURCE MANAGEMENT INTERNATIONAL DIGEST PAGE 17
In addition to the role dogs play in helping the blind, deaf and other disabled people, pets
provide the role of a “constant” member in a family, where they are almost depended on to
provide comfort and even love within a household.
This role has led to significant research into the benefits of the role pets play in people’s
lives outside the working environment. These include the following benefits to people and
wider society:
improves physical and psychological well-being, as pet owners have reduced risk of
heart disease, take fewer days off work and take more exercise;
owning a pet seems to improve social interaction and engenders social support by
reducing mental health risk factors, such as loneliness, stress and depression; and
wider benefits accrue to communities, as pet owners are more likely to venture out into
their local areas and interact with people.
Pets at work
We have seen, then, that pets do benefit people at home, and seem to keep them healthier
and therefore more employable. But is the logical extension then to take pets to work? Well
firstly, there are some basic concerns about pet ownership itself. Pets do cost people, both
in terms of financial cost and emotional stress when pets are poorly. There is also a general
cost to society when it has to pick up the tab for chasing strays or animal welfare provision,
which leads us to assessing pet-friendly workplaces.
In addition to schemes such as “bring a pet to work day”, there are other ways in which
Hum Res Mgt Intl Digest 2016.24:17-19.
employers can be pet-friendly, such as offering free veterinary care, discounts on pet
products and even bereavement leave to employees on the death of their pet. Such
considerations seem to be logical extensions of other schemes where the familial needs
and priorities of employees are taken into account by employers.
Having pets at work might work for some, but might not work
for others at all.
recommended to proceed with extreme care down the pet-friendly path. In short,
recommendations include:
consider different forms of pet-friendly policies, not just bringing pets to work;
survey employees for their preferences;
make sure any legal issues are complied with;
create robust policies and procedures to be followed; and
ensure all employee needs are balanced.
Comment
The article “Who let the dogs in? A look at pet-friendly workplaces” by Wilkin et al. (2016)
Keywords: is a well-researched, balanced piece on what employers should consider when they look
Work-life balance, at allowing pets into the workplace. It is especially worthwhile as it looks at a number of
Pets, pet-friendly policies that could be adopted without having pets at work, and it also offers
Wellness, some key recommendations. However, it would also be interesting to read case studies
Hum Res Mgt Intl Digest 2016.24:17-19.
Workplace health where companies have adopted these policies and what the results were.
Reference
Wilkin, C.L., Fairlie, P. and Ezzedeen, S.R. (2016), “Who let the dogs in? A look at pet-friendly
workplaces”, International Journal of Workplace Health Management, Vol. 9 No. 1, pp. 96-109.
Corresponding author
Simon Linacre can be contacted at: slinacre@emeraldinsight.com
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