Excerpt from Flexing, Floundering, or ‘Just Fine Thanks’: Work/Life Issues in America Webinar October 28, 2008

Who is Life Meets Work? Launched Life Meets Work in 2008 after nearly 20 years in the consumer packaged goods industry. Worked in flexible arrangements throughout career. Works with companies to leverage workplace flexibility to improve their productivity and profitability. lifemeetswork.com offers information, resources, advice, community and a job board to flexible workers and the companies that employ them. The Life Meets Work team is made up of flexible workers, and manages for performance. Kyra Cavanaugh President and Founder Life Meets Work Inc.

Launched Life Meets Work in 2008 after nearly 20 years in the consumer packaged goods industry. Worked in flexible arrangements throughout career.

Works with companies to leverage workplace flexibility to improve their productivity and profitability.

lifemeetswork.com offers information, resources, advice, community and a job board to flexible workers and the companies that employ them.

The Life Meets Work team is made up of flexible workers, and manages for performance.

Who is Ask Liz Ryan? Liz Ryan is a former Fortune 500 HR VP and one of the most widely-read and well-respected workplace commentators in the U.S. She is the workplace columnist for Business Week, Yahoo! HotJobs’ Networking Expert and BBC Radio’s Workplace commentator. Her columns reach over 40 million readers per month. She advises corporations on their talent acquisition and retention efforts and on leadership issues related to the global, diverse and virtual workplace. Liz Ryan President Ask Liz Ryan

Liz Ryan is a former Fortune 500 HR VP and one of the most widely-read and well-respected workplace commentators in the U.S.

She is the workplace columnist for Business Week, Yahoo! HotJobs’ Networking Expert and BBC Radio’s Workplace commentator.

Her columns reach over 40 million readers per month.

She advises corporations on their talent acquisition and retention efforts and on leadership issues related to the global, diverse and virtual workplace.

Welcome Our goals for today: To review survey results Share flexible workplace successes Discuss implications Q&A Continue the discussion: Join one of our flexible work groups Download white paper Listen to webinar rebroadcast

Our goals for today:

To review survey results

Share flexible workplace successes

Discuss implications

Q&A

Continue the discussion:

Join one of our flexible work groups

Download white paper

Listen to webinar rebroadcast

Survey Background In recognition of October is National Work and Family month. Life Meets Work and Ask Liz Ryan launched survey to determine the attitudes of American workers and companies around flexible work the role of government in work/life issues. Online survey ran from October 7 – October 20, 2008. 684 people responded.

In recognition of October is National Work and Family month.

Life Meets Work and Ask Liz Ryan launched survey to determine the attitudes of American workers and companies around flexible work the role of government in work/life issues.

Online survey ran from October 7 – October 20, 2008.

684 people responded.

Five Key Takeaways Working Americans are struggling to manage work life priorities and want both company and government support. Employers are open to government playing a role in work life issues. Flexibility is offered by a majority of companies, most often in the form of accommodation. Employees feel that employers have not gone far enough in helping them manage their work life issues. Implementing a success flexible workplace is a matter of changing the way we think.

Working Americans are struggling to manage work life priorities and want both company and government support.

Employers are open to government playing a role in work life issues.

Flexibility is offered by a majority of companies, most often in the form of accommodation.

Employees feel that employers have not gone far enough in helping them manage their work life issues.

Implementing a success flexible workplace is a matter of changing the way we think.

Americans are Managing Conflicting Priorities Americans are managing multiple priorities in their lives involving home, family, work, illness, financial and job security. What is your biggest work/life concern?

Americans are managing multiple priorities in their lives involving home, family, work, illness, financial and job security.

Most Have Some Level of Flexibility at Work While employees acknowledge some level of flexibility offered by their employers, only 20% felt their employer was supportive of work/life issues. Which statement best describes your employer?

While employees acknowledge some level of flexibility offered by their employers, only 20% felt their employer was supportive of work/life issues.

They Want Government to Help 71% of workers said government should pass legislation to support work/life issues. Which areas should be included in legislation? What should be the biggest work/life priority of the next U.S. president?

71% of workers said government should pass legislation to support work/life issues.

Which areas should be included in legislation?

They Want Government to Help 78% support Working Families Flexibility Act. 56% believe that caregivers should be protected from employment discrimination by the EEOC. 55% want government to get involved in monitoring and regulating corporate work/life programs at some level. Some even made suggestions about the role government should play: “ Provide subsidies for companies that are willing to provide better provisions for employees with children.” “ Give tax breaks to those companies that offer flexible work environments.”

78% support Working Families Flexibility Act.

56% believe that caregivers should be protected from employment discrimination by the EEOC.

55% want government to get involved in monitoring and regulating corporate work/life programs at some level.

Some even made suggestions about the role government should play:

“ Provide subsidies for companies that are willing to provide better provisions for employees with children.”

“ Give tax breaks to those companies that offer flexible work environments.”

Employers Agree that Government Should Play a Role 62% said government should pass legislation to support work/life issues. Legislative programs were fairly evenly matched. Legislated Work/Life Areas

62% said government should pass legislation to support work/life issues.

Legislative programs were fairly evenly matched.

Employers Agree that Government Should Play a Role 63% support Working Families Flexibility Act. Only 36% believe that caregivers should be protected from employment discrimination by the EEOC. Employers were evenly split regarding government’s involvement monitoring and regulating corporate work/life programs.

63% support Working Families Flexibility Act.

Only 36% believe that caregivers should be protected from employment discrimination by the EEOC.

Employers were evenly split regarding government’s involvement monitoring and regulating corporate work/life programs.

Most Companies Offer Some Form of Flexibility 77% said they offer flexible work programs. Reason for not offering flexible work programs? 64% said they accommodate requests on an informal basis. Most Popular Flexibility Programs

77% said they offer flexible work programs.

Reason for not offering flexible work programs? 64% said they accommodate requests on an informal basis.

But Expansion Appears Unlikely In our survey, 57% of companies surveyed said they had no plans to add flexible work programs next year. Two recent SHRM studies have shown similar results: Only 20% of organizations surveyed were planning to implement work/life policies.* They saw no significant rise in the number of employers with flexible work or family friendly benefits.** *SHRM Workplace Forecast Report **SHRM 2008 Employee Benefits Report

In our survey, 57% of companies surveyed said they had no plans to add flexible work programs next year.

Two recent SHRM studies have shown similar results:

Only 20% of organizations surveyed were planning to implement work/life policies.*

They saw no significant rise in the number of employers with flexible work or family friendly benefits.**

The Business Case for Flexibility is Clear The impact of flexible workplaces on tangible business results is clear and well-documented*: Attract the best talent Improve customer loyalty Reduce employee turnover Improve productivity Improved share price Save money in utilities, overhead Increase profitability Reduce carbon footprint *To get specific case studies, visit our site: Fostering Flex/Research reports

The impact of flexible workplaces on tangible business results is clear and well-documented*:

Attract the best talent

Improve customer loyalty

Reduce employee turnover

Improve productivity

Improved share price

Save money in utilities, overhead

Increase profitability

Reduce carbon footprint

Continue the Conversation Webinar rebroadcast and white paper Presentation for your company or group Flexible workplace assessment On-site Flexible Work seminars and workshops “ How Flexible is Your Workplace?” “ Building a Virtual Flexible Team” Custom workshops that suit your needs Online discussions for flexible work topics www.lifemeetswork/community www.asklizryan.com/group Linked In Groups: The Flexible Workplace and Ask Liz Ryan

Webinar rebroadcast and white paper

Presentation for your company or group

Flexible workplace assessment

On-site Flexible Work seminars and workshops

“ How Flexible is Your Workplace?”

“ Building a Virtual Flexible Team”

Custom workshops that suit your needs

Online discussions for flexible work topics

www.lifemeetswork/community

www.asklizryan.com/group

Linked In Groups: The Flexible Workplace and Ask Liz Ryan