 Recommendations to Create Successful Workplaces for Workingwomen and FamiliesRecommendations to Create Successful Workplaces for Workingwomen 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, email to foundation@bpwusa.org Join us for the following BPW Foundation Events:
In 1956, Business and Professional Women’s (BPW) Foundation became the first foundation dedicated to
conducting research and providing information solely about workingwomen. The mission of BPW Foundation is to
empower workingwomen to achieve their full potential and to partner with employers to build successful
workplaces. BPW Foundation is a nonprofit research, and educational institution governed by a volunteer
Board of Trustees. For more information, visit www.bpwfoundation.org ### |