Abstract

Family-work reconciliation develops within personal and professional biographies that change over time, especially in relation to the different stages of life. Reconciliation strategies and practices are only as effective as they are capable of adapting to the transitions in the family life cycle and the evolutionary processes of work organisation, especially in technological terms. Smart-working is an innovative tool, guaranteeing a system of flexibility in terms of time and space – facilitated by recent legislation – and focusing on the worker’s freedom to self-organise within agreed objectives. However, some dimensions of inequality and difficulty in accessing these tools highlight the need for a review and extension of their meaning and application modes. The issue of differentiation and flexibility of operational tools starting from the resources and specificities of workers is reflected in the diversity management approach. The analysis of family-work reconciliation and smart-working, with respect to the diversity management approach, becomes a possible new practice to show how workplaces that pay more attention to the issue of welfare aimed at the needs and differences between people can guarantee more effective reconciliation policies