Recommendations to create successful workplaces for working women and families

Citation

(2006), "Recommendations to create successful workplaces for working women and families", Women in Management Review, Vol. 21 No. 6. https://doi.org/10.1108/wimr.2006.05321fab.003

Recommendations to create successful workplaces for working women and families

Recommendations to create successful workplaces for working women and families

Business and Professional Women's Foundation releases report for Mother's Day

In time for Mother's Day, Business and Professional Women's (BPW) Foundation released Resources and policy changes needed to create successful workplaces, a report aimed at improving the workplace for women and families.

The report was borne from an “Employer Initiative” started by BPW Foundation – a nonprofit research and educational institution and neutral convener – to bring employers and workingwomen to the table to discuss ways to improve policies that impact work-life effectiveness and create successful workplaces.

“Employers are beginning to realize that creating these policies and changes is not only about supporting women,” said Dr Sheila Barry-Oliver, chair of BPW Foundation, “it's about supporting families and working men as well.”

Highlights of the report include traits of a successful workplace as defined by employers and workingwomen such as mirroring the demographics of customers; expanding the definition of diversity to include age, social status, culture, etc.; and instilling the organization's mission and the value of employees in the corporate culture.

Overall recommendations were offered for resources needed to create successful workplaces such as the creation of a resource clearinghouse with ratings and evaluations; and collaboration with institutions of higher education to develop curriculum related to issues of workingwomen. Recommended policy changes include regulatory support for flexible work schedule options and tax incentives for employers that offer certain policies. Examples of current promising practices of companies were also showcased.

Three types of career transitions were defined by BPW Foundation. In recognition of Mother's Day, the press conference focused on report highlights related to “Life-Cycle Induced Transitions” which result from the changing expectations and responsibilities of adults such as parenthood, care giving for elderly or ill relatives or achieving a personal growth goal.

Barry-Oliver shared an early, but promising insight that resulted from focus groups conducted for the report. “We found that employers are craving the opportunity to share and learn about policies and practices; they are seeking guidance,” says Barry-Oliver. “This is a definite paradigm shift which is necessary for any type of systemic change.”

This sentiment was echoed during a recent audio conference to discuss a pre-release version of the report. There are employers that are eager to find common ground.

An important and telling issue discussed in the report is the growing generational gap in workforces as well as the maturing workforce. Employers are struggling with not only bridging an age gap for employees; they are challenged with retaining institutional knowledge when employees retire. A trend confronting employers is the new definition of retirement that conflicts with employee benefits and laws.

“The face of retirement is changing and many employers are not maintaining the pace,” asserts Deborah Frett, CEO for BPW Foundation and BPW/USA. “Experienced employees who want to remain employed but change their employment status are finding their benefits jeopardized and opt for full retirement,” she explains. Most retirement plans and laws are not structured to allow for “rehirement” and companies may lose employees to another company.

A growing generation gap is spawning an array of new management issues. Communication and work style differences are challenges to workflow. In addition, varying levels of education coupled with age variances widen this gap.

Drafted with the help of employers, this report was created to inform policy makers, legislators and the public about resources and policy changes needed to improve the workplace, including employee productivity and retention.

In December 2005, BPW Foundation hosted Workforces and Workplaces in Transition: A National Employer Summit as part of its employer initiative, aimed at creating successful workplaces for workingwomen and families. Resources have been developed as part of this initiative to partner with and assist employers, including the Rawalt Online Resource Center, an online clearinghouse of information for and about workingwomen, an employer listserv and this final report. For a copy of the report, e-mail to:foundation@bpwusa.org