In the context of FFWAs in Germany, a utilitarian analysis would consider the outcomes of these arrangements whether maximize the overall happiness of all stakeholders. From a utilitarian perspective, the consequences of implementing FFWAs in Germany would likely be evaluated as positive as it benefits not only female employees (Wanger, 2024). As FFWAs assist employees in enhancing their work-life balance, their satisfaction with and loyalty to the company will be heightened. Although such work arrangements might cause a short-term drop in efficiency, in the long run, they can attract and retain talents, thereby converting into greater productivity. Not only do employees stand to gain from FFWAs, but enterprises themselves can also acquire a reputational enhancement as they have created a harmonious work environment.

From the perspective of the ethics of care, one can be more empathetic and understanding of the difficulties faced by women who return to work after giving birth. As women typically shoulder most of the parenting responsibilities after becoming mothers, they are the group most likely to benefit from FFWAs. This can help narrow the 40% career promotion gap caused by gender differences in working hours and realize fairness and equality in the workplace (Deschacht, 2017). However, the implementation results of FFWAs may not align with the concept of the ethics of care. As Wanger (2024) found out, men gain slightly more benefits from FFWAs than women do, thus might contribute to widening the gender gap in organizations.

Although SDG 5 has well-defined targets, it is still challenging to transform them into practice, particularly when the pursuit of profit over social equity. Therefore, SDG 5 can have potential conflicts with SDG 8, which concentrates on economic growth. One possible solution is to create regulations and policies to ensure that businesses operate in an equitable manner. Tax breaks or reduced tax rates could be offered to businesses that meet specific criteria related to gender equality, diversity, and social responsibility. This would provide an economic incentive for companies to invest in creating an equitable work environment and promoting social justice.

This article analyzes the effect of family-friendly flexible working arrangements (FFWAs) in Germany on increasing promotion opportunities for women and reducing the gender leadership gap. This ethical problem is examined in the light of utilitarianism and the “ethics of care” theory and is related to UN Sustainable Development Goal 5: Gender Equality.

Women in Germany have encountered obstacles in the workplace due to their conservative welfare state system. This system assumes “gendered divisions of labor, with men responsible for families’ economic support and women responsible for caregiving” (Orloff, 1996, p. 53). Additionally, in most cases, women shoulder greater responsibility for child-rearing after giving birth. Consequently, it is more difficult for them to re-enter the job market and get the opportunities to promotion. Fortunately, FFWAs are organizational policies developed to ease the reconciliation of employment with caring duties and personal life. These arrangements provide employees with flexible working hours and work locations considering their family responsibilities. FFWAs facilitate women's role transition between family and career. They not only enhance women's competitiveness in the job market but also narrow the gender pay gap in management positions (Wanger, 2024). This aligns with the goals of SDG 5, as such arrangements can be part of the solution to achieve gender equality and empower women in the workplace. Moreover, FFWAs can help create a more understanding and flexible work culture. This, in turn, can boost employees' job satisfaction and is beneficial for enhancing their loyalty to the company (Artz, 2010).

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