Workplace Flexibility Means One Thing in the Private Sector, Another in Academia WorldatWork e-Book Probes the Differences, with Helpful Resources and Best Practices
Workplace flexibility is simple to grasp in principle, but not always as easy to define so that it’s clearly understood by managers in all sectors. In the fall of 2007, the Alfred P. Sloan Foundation funded a working retreat on workplace flexibility that was proposed and organized by Alliance for Work-Life Progress at WorldatWork. For the first time, 30 leading practitioners from both higher education and private industry met with the sole purpose of defining workplace flexibility and sharing best practices, triumphs and challenges.
While there were many similarities between the private sector and academia, there was one striking difference. Workplace flexibility in private industry still focuses primarily on scheduling flexibility (e.g., flex time, compressed workweeks, job sharing, part-time work or teleworking). By contrast, higher education institutions are working hard to provide career flexibility and the need to offer:
--Opportunities to stop the “tenure clock”
--Longer-term leaves of absence
--Temporary reductions in workload with no loss of professional status when child birth or family responsibilities arise
--Transitional part-time work after major life events
--Part-time assignments that allow for continued affiliation throughout child-bearing and child-rearing years.
“Workplace flexibility is a large, complex notion,” said Kathie Lingle, executive director of Alliance for Work-Life Progress. “It is the one work-life initiative that doesn’t require a specific investment in dollars, yet may require an organization to completely reinvent its culture. It is a remarkably inexpensive power tool for creating higher levels of attraction, retention, engagement, productivity … and even wellness.”
Accenture
Alliance for Work-Life Progress
American Council on Education
Bristol-Myers Squibb
Cornell University
Corporate Voices for Working Families
Duke University
Ernst & Young LLP
Families & Work Institute
Marriott International, Inc.
Penn State University
Prudential Financial, Inc.
Roundtree Consulting
RSM McGladrey Inc.
University of California - Davis
University of Florida
University of Illinois at Chicago
University of Kentucky
Workplace Flexibility: Innovation in Action. WorldatWork Press. 2008.
Softcover. ISBN: 9781579631918
e-book: Complimentary to the public
About Alliance for Work-Life Progress® Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.
About WorldatWork®:
The Total Rewards Association
WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of nearly 30,000 members in more than 100 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona and Washington, D.C.
The WorldatWork group of registered marks includes: WorldatWork®, WorldatWork Society of Certified Professionals®, Alliance for Work-Life Progress® or AWLP®, Certified Compensation Professional® or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional™ or WLCP®, Certified Sales Compensation Professional™ or CSCP™, workspan®, and WorldatWork ® Journal.
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