"Research shows that when measuring quality of life, the characteristics of a job and a supportive work environment are as important as the number of hours an employee works". (Ellen Galinsky, Co-President, Families and Work Institute, 1996). In a survey by the National Study of Work Force, children were asked about what was important to them given that their parents worked and they responded "that my parents come home from work less wired or stressed." When parents were asked, they responded that they wanted more time with their children. The demands of work versus the obligations of personal life has become a prominent business issue. Within IBM alone, some 60 percent of the employees are part of a dual income couple; some 30 percent have children who need supervision; about 5 percent are single parents; and another 30 percent have some responsibility for caring for an elderly relative or adult.
In addition to supporting their own employees, employers are becoming more involved in community and educational issues. "GTE recognizes the importance of partnerships between employees and their families, schools and the community. In fact GTE's slogan is "It's Amazing What We Can Do Together" (Francine Riley, GTE Corporation, 1996). Many employers are offering time off to all employees, whether or not they have children in school, to participate in their school or community on a volunteer basis (to tutor or mentor a student, for example).
An example of a corporate statement written to address work and family is exemplified by John Hancock Financial Services. "The John Hancock believes that its employees are one of its greatest strengths. In recent years, the lifestyles and needs of our employees have been changing. The increase in dual-wage earners and working parents in our workforce is a trend that we believe will continue in the future, and represents a portion of our workforce that is vital to our continued success as a corporation. Recognizing that employees have responsibilities to families as well as to their jobs, the John Hancock will endeavor to provide an environment and policies that are supportive to our employees achieving their own necessary balance between work and family issues" (Les Hemmings, Director of Human Resources, John Hancock, 1996)
Southern California Edison established two important goals: 1) to be a leader in support of the issue of good parenting as a means of making a difference in the communities they serve and 2) to create a culture within the company that supports employees as parents and encourages parental involvement in their children's education. Their employees response to these goals and the strategies of implementation include improved attitudes and being more effective in the workplace (Lynda Baker, Program Manager, Educational Services Communications, Southern California Edison).
Hemmings Motor News, a small company (110 employees) based in Bennington, Vermont, is equally committed to providing a productive balance between employees' work and home lives. HMS provides flexible work schedules, two paid personal days a year, a Dependent Care Assistance Plan to support child or after-school care or care of dependent family members and brown bag lunch meetings on a number of health and stress related topics.
Critical issues raised by this panel included:
Alan Ginsburg, Director, Planning and Evaluation Service, Office of the Undersecretary, U.S. Department of Education moderated a panel which included Les Hemmings, Vice President for Human Services, John Hancock Financial Services; Francine Riley, Practice Leader, Organization Effectiveness, GTE Corporation; Lynda Baker, Educational Services Communication Program Manager, Southern California Edison; and, Terry Ehrich, Publisher and Editor-in-Chief, Hemmings Motor News. All the panelists are members of the Partnership for Family Involvement for Education, an initiative of the U.S. Department of Education.
[Better Education]