Fathers today are increasingly looking to be involved in the domestic events of the family as active, involved fathers (Lamb 2000). However, current re-search suggests that actual fatherly engagement depends on complex causal relations. Apart from welfare-state framework conditions, work organizations especially influence the lifestyle and engagement of a father. They are consid-ered as constitutive of the production of asynchronicities between new cul-tural representations of fatherliness and observable traditional practices of fatherhood (Oechsle et al. 2012). Modified normative ideas of fatherhood en-countered in work organizations are almost always hegemonic ideas of mas-culinity and the provider role associated with it (Smith 2008; Connell et al. 2005). Institutionalized behaviour and routines permit only a few men and fathers to attempt alternative professional paths and orientations. Empirical studies show that the gender connotation of family-friendliness in companies generally tends to be relatively one-sided, and family-friendly measures have so far hardly been used by men. This applies especially to parental leave by fathers (OECD 2016).At the same time, work organizations are increasingly confronted with the demands of socially responsible actions today. These actions are of central importance for organizations, not only with regards to social legitimacy but also increasingly in view of the optimization of market opportunities.