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Flex-Options for Women
Flex-Options for Women
Creating 21st Century Workplace Flexibility
A Project of: The Women’s Bureau,
U.S. Department of Labor
Meeting:
Presenter:
Date:
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Flex-Options for Women Introducing Flex-Options for Women
The Flex-Options for Women (Flex-Options)initiative encourages employers to developworkplace flexibility practices.
Through a partnership with contractors andexperienced mentors, mentoring will be used toprovide tools to meet the unique needs of eachparticipating business.
Flex-Options will provide information and
experiences that foster further development of theprinciples of workplace flexibility.
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Flex-Options for Women What Is Flex-Options for Women?
This initiative focuses on:
Building national awareness of the benefits of flexible
workplace solutions
Encouraging employers to consider
work redesign and develop or expand flexible work
arrangements
Anticipated results:
Positive bottom line impact for business owners
Enhanced ability to manage work and life
responsibilities for employees
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Flex-Options for Women Why Flex-Options for Women?
Flex-Options for Women--
Promotes an environment that is responsive to the
demands and challenges of the 21st century workforce
Ensures opportunities for employees to achieve their
potential in the workplace
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Flex-Options for Women Flex-Options: Meeting the Need
Employers recognize their employees’ needs for flexible work schedules
Create a workplace culture from the ground-up
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Flex-Options for Women Active in 10 Regions
Flex-Options is carried out in all 10 regions
(Boston, New York, Philadelphia, Atlanta,
Chicago, Dallas, Kansas City, Denver, San
Francisco, and Seattle) to encourage 137employers to implement or enhance workplace
flexibility practices
Each region will recruit a minimum of 14 businessowner participants and 10 business mentors
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Flex-Options for Women Flex-Options Process
Bringing together employers with
business mentors who have
successfully implemented
workplace flexibility
Facilitating sharing of information
and best practices
Providing tools including Web site
resources, virtual presentations,
and local and national events
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Flex-Options for Women Business Mentor Qualifications
Business leader (e.g., operations manager,
human resources professional, customer service
supervisor, executive, etc.) at any size company,
in any industry
Embraces overall concept of mentoring
Experienced with successfully implementing at
least one type of flexible work arrangement
(flextime, compressed workweeks, part-time
work, job sharing, telecommuting, etc.)
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Flex-Options for Women Business Mentor Guidelines
Roles, responsibilities, expectations:
Complete mentor application
Encourage and provide guidance (by phone, e-mentoring, in
person) to employers interested in developing or enhancingworkplace flexibility
Attend at least one virtual presentation and one local networkingor informational event
Visit the Women Entrepreneurs, Inc. Web site (www.we-inc.org)
for program updates Give permission for your name and company’s name to be used
at Flex-Options events, on Web site, and in publicity materials
Provide feedback to Women’s Bureau to help evaluate program
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Flex-Options for Women WBO Participant Qualifications
Being a Business owner
Embraces overall concept of mentoring-- Mentoring
ranked as the #1 most beneficial assistance received
when starting a business (Women Entrepreneurship in the 21st
Century Conference, September 2003, Jacksonville, Florida)
Interested in developing at least one type of flexible work
arrangement (e.g., flextime, compressed workweek,
part-time work, job share, telecommuting, customizedemployment) or enhancing current workplace flexibility
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Flex-Options for Women Participant Guidelines
Roles, responsibilities, expectations:
Complete participant application
May seek guidance from mentors (by phone, e-mentoring, inperson) to develop or enhance at least one type of flexible work
arrangement Attend at least one virtual presentations and one local networking
or informational event
Visit the Women Entrepreneurs, Inc. Web site (www.we-inc.org)for project updates
Give permission for your name and your company’s name to beused at Flex-Options events, on Web site, and in publicitymaterials
Provide feedback Women’s Bureau to help evaluate program
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Flex-Options for Women Shifting Family Demographics
19%
14%5%
5%57%
No earners One earner, husband
One earner, wife Dual-earner
Other earner types
Only 19 percent of married couple families (with and without children) fit the
“traditional” model with a stay-at-home wife and breadwinner husband.
Source: U.S. Department of Labor, Bureau of Labor Statistics, Current Population Survey , March 2005
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Flex-Options for Women Shifting Family Demographics
More dual-income married-couple families
Between 1990 and 2005, the number of dual-income
families increased by 38%, from 24 to 33 million
More single-parent families
Between 1990 and 2005, the number of single-parent
families increased by 28%, from 15 to 19 million
In 2005, 27% of all children lived in single-parent
families
Sources: U.S. Department of Labor, Bureau of Labor Statistics, Current Populations Survey, March 1990, 2005
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Flex-Options for Women Shifting Labor Force Demographics
More women in the labor force
59% of women age 16 and over were in the labor
force in 2005 (up from 46% in 1975)
63% of women age 16 and over with children under
age 6 were in the labor force in 2005 (up from 39%
in 1975)
Sources: U.S. Department of Labor, Bureau of Labor Statistics: Employment and Earnings, January 2007;Current Population Survey, March 1975 and 2005
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Flex-Options for Women Why Invest in Work-Life Programs?
Retention
Recruitment
Productivity Performance
Morale
Commitment
Job Satisfaction Attendance
Companies invest in work-life initiatives,including flexibility, to improve:
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Flex-Options for Women Flextime Defined
Workday start and end times areearlier or later than the workgroup’sstandard, yet the same number of hours per day is maintained
Common approaches:
Staggered hours
Core hours
Meal time flex Summer flex
Day-of-the-week flex
9 t o 5
7 t o 3
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Flex-Options for Women Flextime Advantages
Extends business hours
Allows for variable coverage during peak hours
or days Enables employees to commute outside of
rush hour
Improves efficiency if schedules matchemployees’ most productive hours
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Flex-Options for Women Compressed Workweeks Defined
Full-time options that compress the standard
workweek into fewer days
Common approaches: 4-day workweek
3-day workweek
4½-day workweek 9-day biweekly
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Flex-Options for Women Compressed Workweeks Advantages
Extends business hours
Improves productivity if some work can best be
accomplished during quieter times of the day Allows employees more days off
Decreases number of days employees commute
Enables employees to commute outside of
rush hour
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Flex-Options for Women Part-Time Work Defined
Working less than 35 hours per week
Common approaches:
80% of a full-time schedule (32 hours per week)
60% (24 hours per week)
50% (20 hours per week)
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Flex-Options for Women Part-Time Work Advantages
Retains employees who need time off to dealwith family or other personal needs
Enhances skill development by providing time
for continuing education
Allows gradual return to work after maternity or other leaves
Enables gradual transition to retirement
Expands labor pool (e.g., retirees, students,persons with disabilities)
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Flex-Options for Women Job Sharing Defined
Full-time position shared by two people, eachworking part-time hours (50% of a full-timeschedule) with prorated or full benefits
Common approaches:
Alternate weeks with eachworking one week on,one week off
Share workdays with eachworking 4 hours
Each works 2½ days a weekwith a Wednesday overlap
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Flex-Options for Women Job Sharing Advantages
Brings broader range of knowledge, skills,
abilities, and experience to a position
Enhances quality of work Provides cross-training and skill enhancement if
partners have significantly different experiences
Allows continuity of coverage even when onepartner is sick, on leave, or on vacation
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Flex-Options for Women Telecommuting Defined
Working from a remote locationone or more days a week
Common approaches:
Home office: designated office spaceat employee’s home
Satellite or neighborhood office: remote officeestablished by one or more employers typically in acommunity with a large concentration of employees
Hoteling: designated workspaces at a companylocation are reserved by employees who workremotely, but occasionally “come into the office”
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Flex-Options for Women Telecommuting Advantages
Offers alternative to relocation
Expands recruitment pool
Reduces office space and associated costs
Provides fewer workplace distractions
Allows work during “personal best time”
Accommodates employees with disabilities
Reduces pollution Decreases wear/tear on transportation infrastructure
Reduces or eliminates commute time
Decreases employee work-related spending
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Flex-Options for Women Other Forms of Flexibility
Personal flexibility
Personal days: Provide a fixed number of days per year that employees can take off with pay for personal
reasons Paid time off banks: Combine all paid time off in a
“bank” for employees to use for sick leave, vacations,emergencies, or other personal reasons
Leaves of absence: Provide extended paid or unpaidtime off for maternity, paternity, adoption, education,volunteer work, etc.
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Flex-Options for Women Other Forms of Flexibility
Vacation flexibility
Vacation buying: Elect to purchase additional
vacation days during annual benefits enrollment
Vacation borrowing: Borrow vacation from the
following year
Vacation sharing: Donate vacation days to a bank for
employees who need additional paid time off due toillness or other work-life situations
Day-at-a-time vacation: Take vacation in one-day
increments
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Flex-Options for Women Other Forms of Flexibility
Holiday flexibility
Floating holidays: Allow employees to voluntarily
work a company-identified holiday at straight pay in
exchange for another day off Emergency flexibility
Provide a fixed number of days per year that
employees can take off with pay for emergencies
(allow time to be taken in hourly increments)
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Flex-Options for Women Other Forms of Flexibility
Shift flexibility
Trade shift with another employee
Drop a shift to another employee
Pick up a shift from another employee
Meeting-free flexibility
No meetings days: Select one day of the week when no
meetings are scheduled
Power hours: Designate one hour each day when no meetings
are scheduled and employees do not communicate with each
other (allows everyone some quiet time to work uninterrupted)
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Flex-Options for Women Interested?
Note: Add regional Women’s Bureau staff or contractor
contact information here.
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Flex-Options for Women
Questions?
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