Leading By Example: EY’s CEO Mark Weinberger on Work and Family
At the recent White House Summit on Working Families, Ernst & Young’s CEO Mark Weinberger told an anecdote that, to me, represents our best hope that corporate leadership is finally recognizing the importance of work-family balance and will begin to sincerely address this issue.
About 700 Work/Life Researchers and Practitioners from 42 countries presented their research at the Work & Family Research Network Conference in June. Here's a taste of what I learned & a reading list!
“There is still a strong cultural perspective that when men become fathers, little will change for them on the work front.” Perhaps office mates should start organizing baby showers for new dads, as an act of revolution.
It is good advice for any negotiator – male or female — to ask for what they want in terms that their counterparts will perceive as legitimate and mutually beneficial. But for women, it is especially helpful because it unburdens them from the social costs of self-advocating. By sharing this research, I hope to shed light on this bias. Most people don’t want to discriminate. With more self-awareness as negotiators and evaluators, we can work to close this gender gap.
"...This is the first study to offer evidence based on a randomized trial that workplace interventions, such as increased schedule control and supervisor support, can reduce employee work-life conflict. The randomized, experimental method allowed researchers to eliminate competing explanations for their findings — explanations, for example, like lower initial stress or the possibility that some workers quit to take less stressful jobs elsewhere. The study is also the first experiment to change the way people and supervisors work to benefit employees’ work-family balance.
Having a diverse workforce at all levels is essential for companies that want to innovate and grow. At the 2014 Best Companies for Multicultural Women, efforts to ensure that women of color are among the decision-makers start even before they're hired, and results are apparent all the way up the corporate ladder.
Our latest national research finds that while almost all full-time employees reported they had some type of flexibility in 2013, more than 4 in 10 full-time employees were uncertain about their employer's commitment to that flexibiilty. The findings are based on a national probability sample of 556 full-time employed adults.