Across corporate America, workplace wellness efforts are increasingly recognized as smart business investments.  And for some companies, health and wellness includes helping employees nurture healthy family relationships at home.

Is your company among them?  Corporate Voices is leading a research project on the role businesses can play in promoting healthy relationships and the potential benefits associated with these efforts in the workplace.  We would love to know more about your company’s practices.  Please assist us by answering a few brief questions by clicking the link below.

Your responses are strictly confidential, and will help advance new research in this field. Thank you for your valuable input.


Add employee wellness to the list of benefits that employers can gain from supporting flexible work options: enhanced recruitment, retention, engagement, cost control, productivity and financial performance.

That’s the view of Ellen Galinsky, President of the Families and Work Institute and a member of the Corporate Voices Board of Trustees. Here’s from a post — “Healthier Employees and Cost Savings: Expanding our Definition of Wellness at Work” — on the Sloan Work and Family Research Network blog.

In her own recent blog, Donna Klein of Corporate Voices notes that “progressive personnel policies and a work culture supportive of occasional flexibility” offers companies “enhanced recruitment, retention, engagement, cost control, productivity and financial performance.”

Here’s another reason to support an effective and flexible work culture for all employees: It could actually help your employees stay healthy.

And Ellen’s post continues:

If we really want to make a difference in working families’ lives, our definition of wellness needs to expand. Employers are less aware that creating what we at Families and Work Institute call an “effective” workplace,” (based on six measurable criteria that include a climate of respect and trust, economic security, autonomy, job challenge, a supervisor who supports your work, and work-life fit) should be considered an integral part of promoting wellness.

Families and Work Institute (FWI) just released  The State of Health in the American Workforce study revealing that American employees are getting less healthy each year. Beyond their potentially terrible impact of employees, we know that health problems are very costly for employers and society at large. Our study finds that 38% of employees in workplaces ranked in the “high overall effectiveness” category report “excellent overall health.” By contrast, only 19% of employees in workplaces in the “low overall effectiveness” category report “excellent overall health.”

Change can be tough and sometimes, providing a gym membership can seem easier than improving the way people treat each other at work. But employer actions to improve the effectiveness and flexibility of their workplaces not only can improve employees physical and mental health, stress levels, sleep quality but employees’ engagement, turnover intent and job satisfaction as well. Examples include giving employees some say about how to do their jobs and providing flexible scheduling options, and helping supervisors support employees to succeed in their jobs. Providing economic security is more challenging, especially during period of business downturn. But ensuring that there is open and regular communication about the financial state of the organization can help employees weather economic storms. In bad economic times, organizations should think creatively about ways to ensure access to benefits and career development opportunities.

Research studies, toolkits and other information about workplace flexibility are available on the Corporate Voices Web site.