Live Blogging from FWI Work Life Legacy Awards

(Note: Please forgive typos, etc. –I’m typing real-time and fast!)

Immersion Learning Experience — Conversation with Ellen Galinsky, President of FWI and Kaye Foster-Cheek, VP of HR of Johnson & Johnson

Discussion:  How Work Life Realities Changing for Men

How have organizations changed the marketing of flexibility so that men feel comfortable using it?

Example:  Sara Lee marketed flexibility through their younger employees/  Ernst & Young conducted a survey and found everyone wanted flexibility and emphasized the use of day-to-day flexibility for everyone

Now, dealing with jeopardy and risk of using flexibility in this economic environment:  Merck–distinguished from day-to-day and formal flexible work, a global survey found that men were more likely to take advantage of occasional flex now dealing with how to get more men involved and to make it more global.  So they are reaching out across organization and leveraging success stories of men using flexibility.  Target leaders and what are you seeing and what are your barriers. …JP Morgan Chase with regard to people be afraid of using flexibility, in two areas in finance the senior leadership initiated “Change One Thing” urging people to make a small change in how they are working.  It started in December and now they are following up to encourage more use

Back to National Study:  Fathers are experiencing more work-lif e conflict than mothers.

Moving on now to Aging Workforce and Challenges

Kaye Foster-Cheek:  There are difference in the generations, but there are  a lot of similarities.  J&J brings generations together to listen to each other.  Understand what we have in common versus what is different.  The economy is going to impact on progression in the labor market.  So it’s important to focus on what is similar.   For example, defined benefit pension plan is overwhelming appealing to the Gen-X and Gen-Y which was surprising.  The reason was the volatility in the market, but also the commitment the company is making to the employees.

Another interesting finding;  Gen-X, Gen-Y wanted flexibility beyond care giving, but also to find time to fit in volunteer activities

Kathy Lynch from Center for Aging  and Work at Boston College points out the need to look not only at generations but life-stage.

Question: Wondering if this has to do with differences if people are executives or not?  Executives just assume that this is the “way work is done.”  Look at National Study Data to determine if there is difference in the way manage people…Data finds there is no difference by level or generation in wanting flexibility to manage work and life.

One of the key variables is socio-economic and is key to opening flexibility up to all levels in the organization.  As we open up flexibility to everyone, this will mean more flexibility for lower-wage, non-executive workforce.   This will be one of the factors when thinking of flexibility as a business issue and not just something that nice companies do.

IBM–Executives are role-models, so glad that the data shows no difference between levels because executives in our company are setting the tone for the use of flexibility.  With regard to Millennials, they are just more vocal about asking…but we all want the same things across generations.  From an IBM perspective, we’ve used flexibility to facilitate flexibility.  In her team globally, 50% work from home, and don’t care where they are located.

Trend #4:  Elder care is growing

Trend #5:  Number of hours worked have grown.

Trend #6: Health rating improving for people under 30 / Minor problems with health increasing, and sleep problems are pervasive / one in five receive treatment for high blood pressure

J&J–really focusing on employee health.  Has a global tobacco free workplace and supports to help employees give up smoking and offer fitness centers and on-site clinics to help employees.  Comprehensive approach to health and wellness.  Measures that they track–tobacco, cholesterol–all improved.  Inactivity unfortunately is still a problem.

What companies are NOT doing well–Question raised: employers have been allowed to insert ourselves into employees life with technology. So is that one of the reasons that people are not as healthy?

Kellogg has summer work hours from approximately May to November where Friday afternoon off if completed their work to a supervisor’s satisfaction.  Has changed companies culture.

(NOTE:  Ellen used Work-Life Fit, to describe outcome on a slide–Yeah! So glad they are not using balance)

The Immersion Learning Experience is wrapping up…moving to cocktail hour before the dinner presentation where Legacy Awards will be announced.  (Click here for live post from dinner)