Finding the balance with Alicia Anderson
The Employer’s Guide to Work-Life Balance for Women
Before I talk about the ‘how’, let me address the ‘why’. Why should companies care about work-life balance, especially now?
An article (Work/Family's Failing Grade: Why Today's Initiatives Aren't Enough) in Workforce Week Management, written by by Charlene Marmer Solomon stated:
"In this country, we're off the charts in everything you don't want. We have the highest divorce rate, alcoholism, drug abuse, domestic violence," says Representative Schroeder. "A lot of it is because of the stress we put on families. It costs a lot in the workplace—in days off and health-care costs. People can't be efficient workers if all this is going on around them." Just look at these numbers. Whitehouse Station, New Jersey-based Merck & Company Inc. estimates that losing one exempt employee costs approximately 1.5 times the individual's salary; nonexempt about .75 times. The average adjustment period for a new employee is approximately 12.5 months. In addition, Corning, New York-based Corning Inc. estimates that it saves $2 million a year through increased employee retention attributable to career and family initiatives.
Creating a culture that promotes work-life balance is not just important to women. A recent article, The Future: Don’t let workers lose their balance, published on February 5, 2009 in the Employee Benefits Journal reminds employers of the need to position themselves to be able to attract and retain staff post-recession. Employers must assess the relevancy of their benefits package and make adjustments to include items employees value.
Additionally, women have unique issues, especially those who have partners and children. Here are some simple solutions employers can offer to their entire staff, to address work-life balance challenges.
CHALLENGE – HOMELIFE
A recent study revealed that when a woman gets married she gains 7 more hours per week of housework, whereas a man loses 1 hour per week.
SOLUTION – PRACTICAL HELP
One way to help female staff is to provide practical help through external vendor partnerships. Offer discounts on housecleaning, grocery shopping, and dry-cleaning services. Career and personal coaching as well as workshops on financial management, anger management, stress management and maintaining healthy relationships can be very helpful.
CHALLENGE - ADAPTABILITY
Women are called upon as the first responders when an unexpected need arises – from an injured child or sick relative, to a flooded basement. These same women are also leading entire organizations and in critical corporate roles.
SOLUTION - FLEXIBILE WORK WEEKS
Telecommuting, early Fridays, flexible work-weeks, and results orientation are all ways to create an environment that supports a woman’s need to adapt.
CHALLENGE – PROFESSIONAL DEVELOPMENT
Women long to contribute in meaningful ways to their organizations. Women have the aptitude as well as emotional intelligence to be outstanding leaders in any industry. However, many women are unwilling to sacrifice their personal and family time.
SOLUTION –CUSTOMIZED CAREER OPPORTUNITIES
Organizations that thrive in a recession find creative ways to use their resources. Women are experts at this! Offer your staff the chance to apply their creativity and spontaneity to the challenges they face in the workplace. Allow THEM to create their own roles, teams, and rules.
Radical change will be required to create the type of environment where individuals can thrive personally and professionally, especially during a recession. Radical change, however, will produce radical results.
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