Mom Corps' expertise and innovative philosophy has bee

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Balanced WorkloadThe Benefits of Being a
Flexible Employer
Nadia McKay, VP Sales October 1, 2008
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Mom Corps Niche Expertise

• Mom Corps is an innovative staffing solution
• We provide corporations access to top-tier,
  experienced talent unavailable through tradition
  employment channels, while providing resources
  and training to professionals seeking
  non-traditional work arrangements
• With over 30,000 candidates nationwide, and a
  client base of hundreds, including many Fortune
  500 companies, Mom Corps is the expert and market
  leader in the field of non-traditional employment
• Mom Corps expertise and innovative philosophy
  has been sought and featured by a number of
  nationally recognized media outlets

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Agenda

• Evolution of Todays Workplace
• Benefits of Integrating Flexible Work
  Arrangements
• Social and Environmental
• Productivity and Effectiveness
• Profits and Bottom Line
• Developing Flexible Work Arrangements
• Case Studies

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Workplace Evolution

• The concept of 9 to 5 has changed dramatically
  over the past decade. Workplace
  flexibility is more than an inevitable trend it
  is becoming a business imperative to stay
  competitive.
• Increasing corporate social responsibility
• Top talent demands it
• Technology allows it

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Profile of Todays Work Environment

• Increased labor force
• participation rates
• for working families
• An additional 25 of
• workers also have
• eldercare responsibilities
• Longer work hours
• 24/7 work 21 of high-end workers have
  extreme jobs which entail 60 hours a week and
  intense time demands outside of work
• Longer commutes
• Americans spend well over 100 hours per year
  commuting to work

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Profile of Todays Workforce

• Intergenerational Current workforce is the
  first-ever to face the demands of four unique
  generations their attitudes, management styles,
  and expectations
• Shifting Demographics In the United States,
  between 8-10,000 Boomers turn 60 everyday they
  are being replaced by a younger workforce
  creating profound changes in the employment pool
• Younger Mentality Gen Y will
• constitute 45 of the workforce in
• a few years

The Gen Y Worker - Entrepreneurial -
Tech-savvy - Value communication -
Emergent Workers Less job loyalty lt More balance
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Dramatic Changes

• In the workforce
• More ethnically diverse and aging
• Women are in the workforce in almost equal
  numbers as men
• Women have achieved higher educational levels
  than men
• Younger employees are more family-centric
• Men are more involved in the care of their
  children than in the past
• Significant numbers of both men and women provide
  elder care

• In the workplace
• The economy is global and 24/7
• Work hours have increased
• Jobs have become more demanding and hectic
• Technology, voicemail, cellphones, BlackBerries,
  etc. are blurring the lines between when people
  are at work and when they are not
• The job for life has been replaced with growing
  job mobility and job insecurity

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Where We Are Today

• Today in the U.S. among all employees
• 39 of employees are not fully engaged in their
  jobs
• 54 are less than fully satisfied with their
  jobs
• 39 are somewhat or very likely to make a
  concerted effort to find a new job with another
  employer in the coming year
• We are transitioning
• From a manufacturing-based economy to a
  knowledge-based and service economy with a
  greater gap between more skilled and less skilled
  jobs

Boston College Center for Work and Family
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Shrinking Talent Pool

• The U.S. Bureau of Labor
• Statistics estimates a
• shortfall of
• 10 Million Workers
• within the next six years
• due to retiring baby
• boomers.

Percent workers 45 and older leaving
occupation between 1998-2008 Accountants 46.4 L
awyers 27.7 Operations Analysts 74.2 Technical
Writers 59.0 Public Relations 56.8
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Flexibility is Inevitable

• As the workplace becomes a virtual, 24/7
  environment
• As demographics in the workplace shift and
  increase demand for more life/work balance
• And as the professional talent shortage becomes a
  reality for hiring managers and corporations

Flexibility is the new way for businesses to
maintain a competitive advantage.
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Defining Flexible Work Arrangements

• Flexible Work Arrangements
• Interim Employees and Executives
• Contingency workers provide labor flexibility to
  meet demand fluctuations, to attract specialized
  talent and to achieve higher productivity
• Virtual Employees
• The Work Design Collaborative estimates that five
  years from now, some 40 million workers will
  telecommute at least part-time, up from between
  20 to 24 million now
• Non-Traditional Scheduled
• From millennials graduating from college and
  retirees pursing personal interests to women who
  are returning to work after starting families
  life/work balance is achieved through part-time,
  job-sharing, phased-retirement, compressed work
  week, and full-time flex schedules

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Growth of the Contingent Workforce
The Human Capital Institute estimates that the
contingent work force is expected to grow at
three- to -four times the rate of the
traditional work force and will make up
approximately 25 of the global work force by
2012.
25 Contingent
75 Traditional
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The Business Case for Flexibility
Talent Management
Diversity/ Inclusion
Work-Life Perspective
Corporate Citizenship
Health/ Wellness
Total Rewards
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Benefits of Being a Flexible Employer

• The benefits of being a flexible employer abound
  from social and environmental, to productivity
  and the bottom line.
• Social and Environmental Impact
• Corporate wellness, employee morale,
  differentiation from competition, going green
• Productivity and Efficiency
• Recruiting, retention, productivity
• Profits and Expenses
• Turnover costs, healthcare, vacation and overhead

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Business Goals Through Flexibility

• According to the 2008 CFO Perspectives on Work
  Life Flexibility, CFOs rate impact of work life
  flexibility as high or moderate in the
  following areas    

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Social and Environmental Benefits

• Good for employee wellness, morale, and the
  environment
• Better Health
• Parents with more access to flexible work
  schedules report fewer physical and mental health
  problems
• Employees with access to flexible work schedules
  report high life satisfaction and low levels of
  negative spillover from work to home
• Increased Morale
• According to a recent SHRM survey, half of
  employees cited flexibility to balance life and
  work issues as very important to their overall
  job satisfaction

The Alfred P. Sloan Foundation Work-Family
Information for State Legislators
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Social and Environmental Benefits

• Environmental Benefits
• 23 of companies are now offering some form of
  flexible work arrangements in order to combat
  rising gas prices
• Compressed work week 4 day work week
• Telecommuting Ease traffic and air congestion
  during prime commuting times and counteract
  effects of gas prices on paychecks
• 20 of companies provide employees a subsidy for
  public transportation costs - another 8 plan to
  offer it in the next 6 months
• Making the most of creative alternatives is good
  management practices, supports attraction and
  retention concerns, and cost-effective

www.WorldAtWork.org
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Increases in Productivity and Effectiveness

• Increase in Productivity
• Employees with more access to flexible work
  arrangements are more willing to work harder than
  required to help their companies succeed
• Utilizing non-traditional or contract employees
  during peak times, frees up managers and
  full-time employees to focus on core,
  revenue-generating responsibilities
• Employees feel valued and rewarded for their time
  and unique contribution to the workplace or a
  specific project
• According to the Center for Work Family, 70 of
  managers and 87 of employees reported that
  working a flexible work arrangement had a
  positive or very positive impact on productivity

The Alfred P. Sloan Foundation Work-Family
Information for State Legislators
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Benefits to the Bottom Line
Increase in Bottom Line

• Great Place to Work Institute and FORTUNE
  Magazines 100 Best Companies consistently
  outperform the S P 500 99 of these companies
  have flexible work polices, and 84 allow
  employees to telecommute.

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Benefits to the Bottom Line

• Decreases in Recruiting and Retention Costs
• Flexibility is becoming a more effective hiring
  and retention tool than above-market salaries,
  stock options, or training
• In Mom Corps 2008 Database Survey, 72 of top
  candidates consider flexibility Extremely
  Important when considering employment more so
  than compensation (44)
• Turnover is expensive especially when
  accounting for lost productivity, lost sales and
  lost human capital. Studies have shown that the
  cost to replace an exempt employee can be up to
  200 of annual compensation
• Flexibility increases commitment. Over 80 of
  employees using flexible work arrangements report
  that such arrangements have a very positive
  impact on their decision to stay with their
  employer

The Alfred P. Sloan Foundation Work-Family
Information for State Legislators
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Benefits to the Bottom Line

• Productivity
• Profits
• Effectiveness
• Employee Morale
• Retention
• Corporate wellness

• Health care Costs
• Real estate Costs
• Retention Costs
• Recruiting Costs
• Unscheduled absences

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Steps to Implement Flexibility

• Conduct needed research
• Gain commitment and make a business case for
  flexibility
• Design the program and revise performance
  measures
• Implement the flexible work arrangements program

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Developing Flexible Initiatives

• Conduct needed research
• Conduct research to understand employees needs
  and what flexible work arrangements can best meet
  those needs
• Analyze the organizational culture and the level
  of supportiveness for the desired flexible work
  arrangement program
• Identify obstacles that may occur and determine
  how to overcome them
• Identify potential downsides to the flexible work
  arrangements being considered and think about
  ways to mitigate them

Boston College Center for Work and Family
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Developing Flexible Initiatives

• Gain commitment for the program the most
  critical
• Culture needs to be well understood - crucial to
  the programs success
• Make a clear and compelling business case for the
  program
• Find out the business needs, what leaders are
  striving toward, what is driving the need for the
  program
• Position the arrangement as a solution to a
  business problem
• Connect the dots from the business need to the
  program
• Try to calculate the cost of not implementing
  flexibility (e.g., turnover costs)
• Be creative. Use terminology that will work for
  the audience (e.g., how effective people will be
  as opposed to work-life balance)

Boston College Center for Work and Family
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Developing Flexible Initiatives

• Design the program
• Adopt fairly flexible policies and guidelines
  that would meet a variety of situational needs
• The flexible work arrangement itself must be
  flexible
• Make the new way of working the expected way of
  working by integrating new work arrangements into
  the existing systems and encouraging use
• Revise performance management systems so that
  objective goals are rewarded instead of face time

Boston College Center for Work and Family
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Developing Flexible Initiatives

• Implement the program
• Establish the needed infrastructure to put the
  program in place and begin to manage it
• Pilot the effort before implementing it more
  widely and rolling it
• Use teams or work units within the organization
  to facilitate implementation
• Get support from IT and other departments,
  develop management models, provide training for
  managers and employees, and develop comprehensive
  and well-organized communication strategies to
  increase effectiveness of programs
• Measure results and improve!

Boston College Center for Work and Family
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Case Study Best Buy
Boston College Center for Work and Family
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Case Study Eli Lilly
Boston College Center for Work and Family
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A Growing Trend

• At IBM, 40 of the workforce has no official
  office
• At ATT, a third of managers are untethered
• At Sun Microsystems Inc., an estimated 400
  million over six years in real estate costs has
  been saved through allowing employees to work
  where they choose.
• A recent Boston Consulting Group study found that
  85 of executives expect a rise in the number of
  unleashed workers over the next 5 years
• The most innovative new product on the market may
  be the structure of the workplace itself.

Boston College Center for Work and Family
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Q A
Non-traditional work affects a number of areas
within business from financials, to human
capital, to corporate responsibility. Mom Corps
hopes to give corporations and managers the
insights and strategies to better understand this
imminent workforce trend.