Work/life programs, not just for mommies

The Worcester Business Journal, has recently profiled Corporate Voices and one of our partner companies, Abbott Bioresearch Center, in an article about flexible work schedules.

“Not Just for Mommies” looks at solutions to the concept of managing work and family and, contrary to popular belief, it is not only women who reap the benefits. The article emphasizes how advantageous it is for companies to have flexible work schedules because it “boosts productivity” and leads to better employee retention.

Another party who profits equally from the work/life programs are the dads. According to the article, 90% of Abbott’s 340 employees have incorporated the flexible working options into their lives. This overwhelming participation in the alternative working schedules illustrates the need for such polices.

However, citing a study by Corporate Voices, the article also notes that it is much more common for higher wage jobs to have flexible schedules.

According to a 2006 study by the policy group Corporate Voices For Working Families, 40 percent of workers making $100,000 a year or more have flexible schedules, compared to 22 percent of those making $25,000 to $50,000 and 10 percent of those who make less than that.

It makes sense that companies who spend a good deal of time and money training their workers would be vested in having their workers stay at the company, essentially getting the return on their investment. However, as our study shows, that still leaves low wage workers with less time to spend with their children. I don’t think many people would disagree that, whether you make $100,000 or $20,000, if you have children they are your number one priority. Therefore, why should higher paid workers be able to spend time with their children, when lower wage workers cannot?

This article, while beautifully highlighting the positive steps that some companies, like Abbott, are taking, made me wonder a few things.

For instance, how should a lower wage worker, or even a higher wage worker that does not have the option of a flexible work schedule, interpret these findings? If having flexible work/life policies indicates that the companies value their workers, are workers who do not have flexible policies not valued?

And, as the article points out, when workers feel valued they perform better. So, if workers will perform at a higher level, and there is a high demand for family-friendly policies, why is every company not on board with this concept, following in Abbott’s footsteps?

By Allison Keyser

Worlds most innovative companies

BusinessWeek has released its 50 Most Innovative Companies list.  Included in the list are some Corporate Voice partner companies.  Congratulations to:

1. IBM
2. Hewlett Packard
3. Goldman Sachs
4. Bank of America

Companies that made the list have cultures that promote innovation and creativity, even in hard economic times.  With the downturn in the economy, many companies are unwilling to take the risks associated with developing new products.  Research and Development budgets are often the first to be cut.  This is not the case for the 50 companies on the list.

Business week has some very interesting interactive case studies.  One such case study features IBM. The case looks at how IBM has worked to “refocus the company’s R&D without alienating scientists.”

By Susan Holbrook