Increasingly, companies agree that addressing work-life balance is a good business decision which builds employee loyalty, morale, profitability, and increases the bottom line. The reality is that the “traditional family” is now the exception with more of us working, men and women. The workplace needs to change as well, especially for women who are still the primary caretakers. No wonder a recent study points to inflexible workplaces as one of the reasons for unequal pay. (Source)
On one end of the workforce, low-wage and hourly workers need flextime policies more but have little control over their schedules.
And on the other end – Catalyst’s study, The Great Debate: Flexibility vs. Face Time tackles the myths around flex and work for “high potential workers,” including these:
MYTH: Flexible work arrangements are still the exception, not the rule.
FACT: 81% of respondents said that their current employer offers opportunities to work flexibly.
MYTH: Flex work options only matter to millennials and parents.
FACT: High-potential employees of all ages—with and without children—perceive flexible work options as important.
MYTH: Women use flexible work options more than men.
FACT: Women and men are equally likely to use some flex options throughout their careers.