Working parents and nonparents share similar opinions about work/life balance, according to the latest Adecco USA Workplace Insights survey, released June 9, 2008. But when asked if they have the same level of access to work/life benefits as their colleagues, only 44 percent of nonparents said they did, compared to 60 percent of mothers and 70 percent of fathers.
Being a member of the of the working “sandwich generation”—those raising children and serving as a caregiver for older relatives—comes with a steep emotional and financial price tag. New findings from MetLife’s 8th Annual MetLife Study of Employee Benefits Trends study quantify some of the pressures and costs while pointing to the workplace as a source for assistance.
Saundarya Rajesh discusses how Indian women are changing today's workforce and the role of workplace flexibility.
Everything changes once women start families, but it doesn’t mean it has to be the end of their careers.
So says Saundarya Rajesh, founder and president of Avtar Career Creators, an India-based talent strategy consulting firm dedicated to helping women balance work and life through flexible work arrangements or “flexi-work.”
When HR professional Terra Wells returned to work eight weeks after giving birth in 2008, baby Kaylee joined her.
It was the business owner’s idea when it appeared that the birth of Wells’ first child would sideline her from the position she’d started just prior to her pregnancy.
“At first I thought it was the most absurd idea,” recalled Wells.
The 2010 SHRM Executive Roundtable on Workplace Flexibility was held Sept. 23, 2010, in Washington, D.C.
This event brought together leading experts on workplace flexibility. This group included current and former HR practitioners, academicians and researchers, thought leaders, representatives from multiple organizations that focus on the subject of workplace flexibility, policy makers, representatives from the EEOC, and senior members of SHRM’s staff.
Employers should have a firm understanding of what is important and valued by each of these generations when establishing their recruiting plan. It may help to determine whether potential candidates will accept or reject positions within the organization. Successful recruiting must take into consideration not only the positions that are available, but the types of people that are needed to fill those positions. Employee retention may be significantly increased if there is an effective hire.
Workers from Generation Y (those born between 1980 and 2000) might be comfortable texting, talking, typing, Skyping, Googling and Facebooking simultaneously—and feel anxious and disconnected when they aren’t—but they are much more than a generation of tech-heads. The youngest generation of workers seeks balance, meaning and purpose so they can live and work.
Google's Shannon Deegan offers insight on what the most successful companies of the future may look like.
Some organizations are looking at their current and future needs as the retirement of the Baby Boomer generation leads to a potential talent shortage. But more can be done to ensure that organizations have the talent they need to succeed, according to a "Strategic Workforce Planning Poll" that the Society for Human Resource Management (SHRM) and AARP released in November 2010.
Age-Related Determinants of Retirement Planning and Turnover
Funded: November 2007 Completed: December 2010
Ruth Kanfer, Ph.D., School of Psychology, Georgia Institute of Technology
Retirement and Post-Retirement Work Intentions during an Economic Downturn
Cutting-edge U.S. employers are developing successful work-fit practices—and reaping positive outcomes that employers attribute to their flexible and effective workplace practices and culture—even while the economy slowly moves from a recessionary entrenchment, according to a new publication on workplace flexibility.
Some might need to add “work less and relax more” to their list of New Year’s resolutions for 2011, a new survey suggests. According to a CareerBuilder survey of 3,067 U.S. workers employed full-time in nongovernment roles, nearly one in four respondents (24 percent) finds it hard to stop thinking about work at the end of the day, while nearly one in five (19 percent) said they dream about work.
The survey, released Dec. 15, 2010, was conducted online by Harris Interactive between Aug. 17 and Sept. 2, 2010.