Editor’s Note: Weekly Wrap has been pre-empted by spring conference travel season. It will return soon.
“It is a good thing to follow the First Law of Holes: if you are in one, stop digging.” – Denis Healey
A great cry has risen up across the nation from technology companies large and small and an assortment of education and civic leaders. “The tech talent pipeline is BROKEN!”
Under mounting pressure last year, major players in the industry of the future released their “diversity” stats. The numbers from Google, Facebook, Apple and others ranged from grim to embarrassing. The Silicon Valley Business Journal’s “Diversity Scorecard” sums it up. Read more…
By Ilyse Wolens Schuman
This month, a handful of bills were introduced that seek to create a national right to paid leave, and entitle employees to request flexible work terms and conditions.
The first measure, the Family and Medical Insurance Leave Act, known as the FAMILY Act, (H.R. 1439, S. 786), was introduced in the U.S. Senate by New York Democratic Sen. Kirsten Gillibrand, and in the House by Rep. Rosa DeLauro, D-CT. This legislation would establish a national, gender-neutral paid family and medical leave insurance program. Read more…
These days you can’t go a week without hearing about the virtues of flexible schedules. They greatly reduce absenteeism and environmental impact, and spur faster company growth.
As the workforce becomes more and more mobile, the 9-to-5 grind is becoming less and less attractive.
But for every company that gets lauded for instituting a four-day work week or allowing employees to make their own schedules, there are hundreds of “in-between” companies that hear the benefits loud and clear, but are unable to affect a major policy change for various reasons. Read more…
We’ve all been there — mounting tasks, competing priorities – and sometimes it’s hard to be truly productive.
So, why not implement these three (3) simple and easy ways to help improve your workplace productivity?
1. Flex the sched
Whether it’s 8-5, 9-6, or whatever — get rid of it! What you’ve done, in theory, is to truncate the amount of time your people will actually work. Read more…
As someone who worked in the San Francisco Bay Area during the dotcom boom, take it from me — employees LOVE perks.
Silicon Valley figured out a long time ago that all the things companies do for employees above and beyond a paycheck can be both a great lure for new talent, but also a great way to retain those you already have in the fold.
Of course, most companies in America don’t offer the kind of perks that Silicon Valley tech firms do, but as some recent research found, that doesn’t mean that those additional benefits above what you pay people aren’t a great tool for attracting (and keeping) top talent. Read more…
How would you describe flexible scheduling? Does a standard definition come to mind?
In a new SHRM survey on flexible work arrangements (FWAs), which surveyed 525 HR professionals from a randomly selected sample of SHRM’s membership, “FWAs,” “flex time,” “workplace flexibility,” “flexible scheduling,” etc. are defined under the following definition:
… A dynamic partnership between employers and employees that defines how, when and where work gets done in ways that work for everyone involved (including families, clients and other stakeholders).” Read more…
Who says that HR professionals aren’t flexible and open to new ways of doing things?
This was one of the thoughts that crossed my mind while reviewing the highlights of the 2014 Cisco Connected World Technology Report, a survey that gives a heavy dose of Millennial and Gen X thinking on a wide variety of workplace topics.
It’s a pretty interesting report. According to Cisco, the survey ”examines the relationship between human behavior, the Internet and networking’s pervasiveness. Examining this relationship unearths data about how companies will remain competitive amid the influence of technology lifestyle trends.” Read more…
The Working Mother Research Institute (WMRI), in partnership with Ernst & Young, recently released a report aimed at better understanding “how men are navigating the flexible work and home terrain.”
Data from How Men Flex: The Working Mother Report is the result of survey responses from 2,000 men and women (evenly split) with questions aimed at understanding the impact of flexible work arrangements on their lives.
While the impression may be that flexible work arrangements are greater utilized by female employees, WMRI’s data indicates that flexibility in the work environment is both used and desired by men and women equally: Read more…
Here’s something you probably knew was coming, but now you have the data to back that feeling up.
This week, SHRM released a survey that shows that flexible work arrangements have not only gone mainstream, but seem to be both successful and growing.
Here are the key findings:
- Most flexible work arrangements (and SHRM identified 16 different types) are successful with 73 to 92 percent of HR professionals reporting that they were somewhat or very successful. Read more…
Notwithstanding Yahoo’s end to employee telecommuting, the global trend toward virtual workplaces is accelerating.
Surveys vary widely on the percentage of companies with remote workers — from about 30 percent in some surveys up to SHRM’s finding that nearly half (46 percent) of all companies have at least some contractors, freelancers, or remote workers who rarely, if ever, come into the office.
Another estimate predicts that in a year, 40 percent of the global workforce will be virtual.
Whatever the numbers are saying, it’s undeniable that more and more workers are working remotely, and this is creating a challenge for recruiters. Read more…