work/life

So here’s an email I received yesterday that made me laugh–and then made me want to cry. Read it, and you’ll see what I mean. (Picture sold separately.)

A BREAKTHROUGH FOR WORKING PARENTS!!!

At last, working parents can stop feeling guilty and start enjoying their family lives without giving up their jobs:

*A pregnant woman can now take leave from work six weeks before her baby is due and stay out ten weeks after the birth, all at full pay, with return to her job guaranteed.

*Fathers can take up to 11 days off after the birth of a baby, also at full pay. The parents can then share up to three years of leave time without risk of losing their jobs, and will receive a stipend if they are staying home with two or more children.

* Family-friendly policies don’t stop after parents go back to work. Work hours are now set at 35 hours per week, and all workers receive twelve national holidays and five paid weeks of vacation

* A national preschool program is available to all children ages 3-5. It requires teachers have a master’s degree and pays those teachers a living wage.

IS AMERICA A GREAT PLACE FOR FAMILIES OR WHAT?

APRIL FOOL! Those benefits are available to families in France, not the U.S.

-In Belgium, working women are entitled to four weeks maternity leave at 82 percent of their salary, and 11 more weeks at 74 percent. Belgian workers are entitled to 20 days paid vacation time and 10 national holidays. They also get up to 10 days of fully-paid leave each year to care for sick family members.

-Canada offers Employment Insurance for both maternity and paternity leave, allowing a couple to take up to 50 weeks leave, which can be divided between mother and father, at 55 percent of pay, up to a maximum of $435 per week. In addition, Canada’s Universal Child Care Benefit pays families $100 per month for each child under age six.

BACK TO REALITY

So what’s the real story about the U.S.?

* Of the 20 richest countries in the world, only Australia and the U.S. have no national law requiring paid maternity leave. Parents are eligible for only twelve weeks unpaid leave, the shortest amount of leave time of all Western industrialized countries. Furthermore, employees are not guaranteed unpaid leave unless their employer has over 50 workers within 75 miles of the parent’s worksite and the employee has worked for the company for at least 12 months. Of workers eligible for leave who do not take it, 78 percent say that is because they can’t afford to take time off without any pay.

*The U.S. is the only Western industrialized nation that does not mandate paid vacations. On average, we work nearly nine full weeks longer per year than our peers in Western Europe.

This funny yet sad wake up call brought to you by my friends at the Council on Contemporary Families.

Image cred

In case you missed it, Emily Bazelton offers a reality check in “Hormones, Genes and the Corner Office,” her NYTimes review of Susan Pinker’s new book, The Sexual Paradox: Men, Women, and the Real Gender Gap. Bazelton begins with the question: “Why do girls on average lead boys for all their years in the classroom, only to fall behind in the workplace? Do girls grow up and lose their edge, while boys mature and gain theirs?” She goes on to critique Pinker’s answer–which, basically, sounds like a version of biological difference feminism. Some snippets from Bazelton’s review:

Because of their biological makeup, [Pinker] argues, most women want to limit the amount of time they spend at work and to find “inherent meaning” there, as opposed to domination. “Both conflict with making lots of money and rising through the ranks,” she points out. Pinker is surely right to contest what she calls the “vanilla male model” of success — “that women should want what men want and be heartily encouraged to choose it 50 percent of the time.” Or that when employers say jump, employees should always say how high. Even as they work fewer hours for less status and less money, on average, more women report that they are satisfied with their careers. Maybe men might well think the same if more of them felt they could cut back. But Pinker’s difference feminism doesn’t really allow for that possibility. She is a believer: “The puzzle is why the idea of sex differences continues to be so controversial,” she writes.

Bazelton concludes that “In her zeal, Pinker veers to the onesided.” To wit:

She doesn’t acknowledge that some of the research cited in her footnotes is either highly questionable as social science (Louise Story’s 2005 article in The New York Times, for instance, about her survey of Ivy League women’s aspirations)….Pinker omits the work of scientists who have shown that sex-based brain differences pale in comparison to similarities. We shouldn’t wish the role of sex differences away because they’re at odds with feminist dogma. But that doesn’t mean we should settle for the reductionist version of the relevant science, even if the complexity doesn’t make for as neat a package between hard covers.

Ah yes, that old bugaboo called EVIDENCE. Of course, since I’m a junkie for pop writing on sex and feminism, and since Pinker uses the word “Extreme Men” and I’m dying to know what she means by the term, I’ll find my way to this book and will let you know if I agree with Bazelton’s take, or if there’s more there of interest from which we can learn. But on many levels, it sounds like one those looking for fact-based analysis might veer elsewhere.

An endorsement from Christina Hoff Sommers kind of confirms it for me. Sommers lauds the book thusly:

“Susan Pinker’s The Sexual Paradox is meticulously researched, brilliantly argued and thoroughly persuasive. It moves the debate over sex differences to a new level of sophistication.” — Christina Hoff Sommers, author of Who Stole Feminism? and The War Against Boys

Oh boy.

I find it heartening to wake up to this news bit sent to me by CCF this morning: Men have more and more stepped up to the plate in sharing housework and childcare. The longer a wife works, the more housework her husband does. Hallelujah amen.

According to a briefing paper prepared in advance of the 11th Annual Conference of the Council on Contemporary Families, April 25-26, 2008 at the University of Illinois in Chicago, (“Men’s Changing Contribution to Housework and Child Care,” by researchers Oriel Sullivan and Scott Coltrane):

For thirty years, researchers studying the changes in family dynamics since the rise of the women’s movement have concluded that, despite gains in the world of education, work, and politics, women face a “stalled revolution” at home. According to many studies, men’s family work has barely budged in response to women’s increased employment. The typical punch line of many news stories has been that even though women are working longer hours on the job and cutting back their own housework, men are not picking up the slack.

But new research suggests that these studies were based on unrealistic hopes for instant transformation. Such studies, explain Sullivan and Coltrane, underestimated the amount of change going on behind the scenes and “the growing willingness of men to adapt to their wives’ new behaviors and values.”

In fact, it turns out, more couples are sharing family tasks than ever before. The movement toward sharing has been especially significant full-time dual-earner
couples.

Interestingly, whatever a man’s original resistance to sharing, men’s contributions to family work increase over time. In other words, the longer their female partners have been in paid employment, the more family work they are likely to do.

Bottom line is this: “American couples have made remarkable progress in working out mutually satisfying arrangements to share the responsibilities of breadwinning and family care. And polls continue to show increasing approval of such arrangements. So the revolution in gender aspirations and behaviors has not stalled.”

But lest we we women of the second and third shift get too excited, here’s where things are stalled: getting employers to accommodate workers’ desires. And high earners are forced to work ever longer hours. Less affluent earners face wage or benefit cuts and layoffs that often force them to work more than one job. Aside from winning paid parental leave laws in Washington and California (with similar bills being considered in Illinois, Massachusetts, New Jersey, and New York), families have made little headway in getting the kind of family friendly policies that are taken for granted in most other advanced industrial countries.

So even as American couples’ beliefs and desires about gender equity have grown to be among the highest in the world, America’s work policies and social support systems for working parents are among the lowest. Depressing, to say the least.

All in all, the “stalled revolution” in America is not taking place in families but in the highest circles of our economic and political elites.

For more information on this report, contact:

Scott Coltrane, Professor of Sociology, University of California
Riverside, (951) 827-2443; cell: (951) 858-1831 scott.coltrane@ucr.edu

Professor Oriel Sullivan, Department of Behavioral Sciences, Ben
Gurion University sullivan@bgu.ac.il, +972 86472056

(Image cred)

So women these days are more likely to work during pregnancy, says the U.S. Census Bureau. As someone who grew up in a time when working while knocked up is so common, I’m tempted to say “duh.” But my inner historian knows well, and appreciates, that this hasn’t long been the case. And here are the facts, courtesy of the Council on Contemporary Families:

Two-thirds of women who had their first child between 2001 and 2003 worked during their pregnancy compared with just 44 percent who gave birth for the first time between 1961 and 1965, according to a report released today by the U.S. Census Bureau.

The report, Maternity Leave and Employment Patterns: 1961–2003, analyzes trends in women’s work experience before their first child, identifies their maternity leave arrangements before and after the birth and examines how rapidly they returned to work.

Women are more likely to work while pregnant than they were in the 1960s, and they are working later into their pregnancies. Eighty percent who worked while pregnant from 2001 to 2003 worked one month or less before their child’s birth compared with 35 percent who did so in 1961-1965.

Women are also returning to work more rapidly after having their first child. In the early 1960s, 14 percent of all mothers with newborns were working six months later, increasing to 17 percent within a year. By 2000-2002, the corresponding percentages had risen to 55 percent and 64 percent. (The period of analysis is restricted to women who gave birth by 2002 because some who gave birth in 2003 did not have one full year of employment data by the time of the interview in 2004.)

Other highlights:

— In 2001-2003, 49 percent of first-time mothers who worked during pregnancy used paid leave before or after their child’s birth, while 39 percent used unpaid leave. Twenty-five percent quit their jobs: 17 percent while they were pregnant and another 8 percent by 12 weeks after the child’s birth.

— Forty-three percent of women in 2001-2003 used paid leave after their child’s birth compared with 22 percent before their child’s birth.

— Sixty percent of mothers with a bachelor’s degree or more received paid leave benefits compared with 39 percent of mothers with a high school diploma and 22 percent of those who had less than a high school education.

— Eighty-three percent of mothers who worked during pregnancy and returned to work within a year of their child’s birth returned to the same employer. Seven in 10 of these women returned to jobs at the same pay, skill level and hours worked per week.

Hmmm. Very interesting.

GUEST POST: Helaine Olen is the coauthor of Office Mate: The Employee Manual for Finding and Managing Romance on the Job, with Stephanie Losee. Helaine’s work on parenting, families, books, feminism, politics, personal finance and career strategy has been published in numerous print and on-line publications, including The New York Times, The Wall Street Journal, The Washington Post, Salon.com, AlterNet.org and The Los Angeles Times, where she wrote and edited the popular “Money Makeover” feature. Her essays have been published in Modern Love: 50 True and Extraordinary Tales of Desire, Deceit and Devotion as well as in the upcoming The Maternal is Political: Women Writers at the Intersection of Social and Political Change. Helaine is supersavvy, sassy, and a very welcome addition to the blogging scene. Here she is!

Wouldn’t It Be Nice?

Cali Williams Yost, the work/life blogger for Fast Company, thinks a recession could be good for the cause of balance. Sure, there will be a few companies that turn to the tried and true method of firing as many people as they can get away with and forcing the survivors to work 60 hour weeks. But they are so unenlightened! As Ms. Yost posits:

In a recession, more needs to be done with fewer resources. It’s even more critical that your employees are at their most productive and your work-flow and communication management is at its most efficient. Studies show that flexibility to help employees manage their work+life fit results in increased productivity, more efficiency, and better communication.

Finally, companies that need to cutback will use flex to creatively downsize. By offering to reduce schedules or a transition people to project-based, consulting work, employees who otherwise would lose their tie to the organization can stay. When business turns around, those companies then have the option of offering those employees a return to a full-time schedule.

Methinks Ms. Yost has been drinking a wee bit too much corporate Kool-Aid. Wherever she got this delightful idea from, it’s not from working in an actual office during a recession. In my experience, they always come for the part-timers first no matter how short-sighted that approach might well be. The folks who survive the purges are expected to put in 10 to 12 hour days. And while I’ve known a few people desperate enough to work for their former employers (you know, the people who used to offer them benefits) on a contract basis, I’ve never known one who went back to them when the economy improved. Frankly, I know more who opted out of the paid workforce entirely.

Could it be different this time? Hey, anything is possible. But given that most companies are already asking their employees to give them their lives (remember, 40% of American employees work 50 hours a week and up and that’s in a good economic climate), I wouldn’t bet on it.

(Cross-posted here.)

Ok, nuf about candidates. Let’s talk issues. Tomorrow is the 15th anniversary of signing into law of the Family and Medical Leave Act. Check out what’s still at stake, courtesy Ellen Bravo.

The Conference Board/Families and Work Institute Work Life Conference on March 5-6, 2008 in Atlanta, Georgia will explore the critical business issue of how employees work and live today, and what the impact of these changes is on employee engagement and talent management. Highlights include:

· New Research: Families and Work Institute and Catalyst will release for the first time ever findings from our 2008 study, Leaders in a Global Economy: Developing Talent in Europe, Asia, and the United States.

· Company Best Practices: Senior business executives from leading companies will discuss their approaches to talent management and promoting employee engagement.

· Individual Strategies: An expert panel will discuss the latest thinking on how individuals can develop their careers in holistic ways to thrive at work, at home, and in their communities.

Speakers include executives from Accenture, Bon Secours Richmond Health System, Bright Horizons, Deloitte & Touche, Hay Group, IBM Corporation, Johnson & Johnson, KPMG, LLP, Marriott International, MetLife, PricewaterhouseCoopers, RSM McGladrey, Singapore’s Employer Alliance and many more.

To reserve a space, call The Conference Board Customer Service Department at 212-339-0345 or click here.

Questions? Please contact Tyler Wigton, Conference Coordinator, at 212-465-2044 x224 or twigton@familiesandwork.org.

I love this piece by Stephanie Armour appearing in USA Today last week, right down to its title: “Workplace Tensions Rise as Dads Seek Family Time.” A synopsis:

Todd Scott leaves his job every day at 5 p.m. to be with his family – and even then feels guilty he isn’t spending enough time with Hunter, 4, and Anna, 1. By contrast, Scott’s boss, Steve Himmelrich, who has two children and is a more traditional-style dad, spends long days, free time and some weekends at the office. Both acknowledge these differing choices have been a source of tension between them. Their situation reflects the conflicts that are becoming increasingly common in workplaces across the nation, as fathers press for more family time and something other than a traditional career path. Dads are demanding paternity leave, flexible work schedules, telecommuting and other new benefits. They’ve also prompted several Fortune 500 companies to begin pitching such family-friendly benefits to men – and inspired a new wave of workplace discrimination complaints filed by dads.

The article cites a survey by Monster that found nearly 70% of fathers surveyed reporting that they would consider being a stay-at-home parent if money were no object. And–are you sitting down?–“the survey also found that working dads are increasingly tapping into benefits that until just a few years ago were used almost exclusively by mothers: 71% of fathers with a child under age 5 took paternity leave when it was offered by their employer.” This goes counter to what I’ve heard from researchers. Help me out here. Is this good news true?! (If it is, count me in for a happy dance.)

Analysts attribute the change to generation. Today’s fathers in their 20s and 30s don’t typically adhere to the philosophies or career tracks followed by previous generations. To wit:

For generations, “Fathers have defined success as big cars, big salaries, big homes. But dads now define success as a good relationship with their children and spouse,” says Armin Brott of Fathers At Work, an Oakland-based business that specializes in helping men find a balance between work and family. “It’s really a generational change, but it’s hard,” Brott says. “There’s tension, and there’s this sense out there that careers will suffer.”

Clearly, that sense needs to be corrected with some data. My dream is that organizations like Catalyst will soon be taking this on. Sounds like Fathers at Work is already on it. Their tagline is “Transforming Job-Family Conflict into Competitive Advantage.” And they offer companies workshops called “Balancing Father Stress and Professional Success.” I can’t wait to interview these guys for my next book.

Drat–I missed it! But if you did too, you can still catch my fave career journalist/guru Marci Alboher on The Today Show. To see the clip, click here. And for those of you who aren’t sure what a slash career is, a slash implies multiple professions in a single career.

(Addendum 11/28: Check out what Marci learned from the appearance–and about publicity in general–on her Shifting Careers blog at the NYTimes, here.)

Yesterday I attended a Corporate Circle panel at Lehman Brothers on flexibility in the workplace, sponsored by my colleagues at the National Council for Research on Women. Flex in the city. Flex appeal. Ok, I’m having way too much fun here with “flex.” Because the term itself is out of vogue.

Flexibility has become the new “f-word” among savvy work/life researchers, advocates, and implementers. Why, you ask? Because the word places the emphasis on accommodating or satisfying employees rather than on the business imperative to create agile workplaces that are more in sync with the changing needs of the 21st century workforce–which is where the emphasis belongs.

Other ways corporate change-makers are talking about what used to be”flex”: “mass career customization” (Deloitte) and “the agile workplace” (Catalyst).

And speaking of ahead-of the-curve, here’s a call for proposals for a hot conference–do pass it on!:

Families and Work Institute and The Conference Board are seeking proposals on innovative work life practices and approaches for our 2008 Work Life Conference, How We Work and Live Today: The Impact on Employee Engagement and Talent Management, which will be held March 5-6 in Atlanta, GA at the Westin Buckhead Hotel. The online workshop submission form is available here. Suggested workshop topics include:

* What’s really going on with men and women in the workplace today—what’s changed, what’s the same?
* Best practices in responding to the needs of employees at different career and life stages
* How to “flex” flexibly
* Beyond rhetoric—what does it mean to create a respectful workplace?
* How does technology affect work life—and what are companies doing to respond?
* What are companies doing to promote health, wellness, and stress reduction?
* How to help front-line managers deal with their own work life issues so that they can deal better with those of their employees
* Work life and hourly/entry-level employees—what’s new, what’s working?
* New practices in full life cycle dependent care

The deadline for submissions is November 30, 2007.