We developed and tested a conceptual model to examine the impact of family friendly work practices (FFWPs) at the organizational level. In our model, top management support for equal opportunities is considered an antecedent of FFWPs and positive organizational climate, and firm performance and employee turnover are considered outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of HR managers in multinational corporations (MNCs) in Hong Kong. The results showed that top management support for equal opportunities was positively related to a firm's level of FFWPs and organizational climate. In addition, FFWPs were positively related to organizational climate. We further found that organizational climate acted as a mediator between FFWPs and firm‐level outcomes.