Insights (Blog) - Diversity & Flexibility Alliance

Is Your Flex Policy Equal Opportunity?

We talk frequently about the myriad benefits of having a flexible work policy. It can be a win-win situation when individuals gain work-life control, clients maintain team consistency, and organizations reduce attrition and thereby retain top talent and reduce recruitment and training costs. Recruiters have traditionally tried to entice prospective employees with promises of flex schedules and family-life balance. It’s always been an assumption that women want flexible work schedules so they can maintain their career while also having and raising children.

 

What About Men?

However, in 2017, millennials are becoming new parents and more men are expecting flexible work schedules and paternity leave to have more work-life control and to spend more time with their children. In fact, according to the Families and Work Institute, millennial fathers are now spending twice as many hours per week with their children as their fathers spent with them in the late 70s and early 80s. Research from the Minority Corporate Counsel Association shows that even those millennials who are not parents cite flexibility as a critical factor in workplace satisfaction.

 

It’s important to remember that while it is the millennials who have made flexible schedules more of a demand, all generations of men want flexible work schedules like reduced hours and telecommuting. A study by Ernst & Young showed that, in fact, “Gen Xers” are the generation of men most likely to walk away from a job where flexibility is not available. The Harvard Business Review has also reported that 87% of Baby Boomer men believe work flexibility is important.

 

It’s increasingly clear that firms and corporations with strong, non-stigmatized, non-gender-specific, flexible work policies will be the most successful at recruiting top talent – both men and women.  Recently Alliance member, Winston & Strawn, erased all reference to gender in its parental leave policy, allowing both men and women to take 20 weeks of leave after having or adopting a baby. (Bravo Winston!)

 

Moving forward, firms and corporations aiming to recruit top talent will need to use their flexible work policies as a recruitment tool for both men and women. This will not only reduce gender bias related to flex schedules but will also send the message that the organization cares about and invests equally in its employees, regardless of gender.

 

Contact us  for more information about how flexible work policies can help your organization attract and retain top talent.

 

We are here to help!

 

Spotlight on Flex – Anne Marie Pisano

 

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Anne Marie Pisano, Principal at Goldberg Kohn, in Chicago, IL

Anne Marie PisanoDiversity & Flexibility Alliance: How have you made flexibility a priority and a success through your career?

Anne Marie Pisano:  Goldberg Kohn is a one office firm based in Chicago, and I started here as a summer associate and then as a first year associate after graduation. My husband and I are very passionate about pursuing our careers while at the same time being completely committed to each other. When an amazing professional opportunity presented itself for him in DC, we knew we had to take it. I was a mid-level associate at the time, pregnant with our first child, and I really loved working at Goldberg – I didn’t know what my options were. I spoke with the chairperson of the commercial finance practice group, and he told me that even if I moved to DC, he and the firm didn’t want to lose me as an associate. It was incredible, and we worked together to create a telecommuting arrangement. I would work the same amount of hours, for the same compensation, and have the same expectations as any other full time, Chicago-based associate – I would just be based in the DC-metro area. It was a very organic arrangement; I would come to Chicago when deals closed and to meet with clients as I deemed necessary.

This arrangement started over 14 years ago. What I love about Goldberg Kohn is that over the years, my family and professional situation has evolved, and my flex arrangement has evolved to match my needs as well. When I started telecommuting, technology was not what it is today, and during my first maternity leave, there was a desire to push our tech options forward. This was not just for me but for other attorneys at GK who wanted to leave the office in the evening to spend time with their families and log back into the system later, if necessary. The firm made the investment to make this happen, and I had complete, remote access to the firm’s system. I was able to recreate my entire office desktop at home, and it’s been a win for all attorneys since then.

After I had my second child, I realized that in addition to telecommuting, I wanted to work reduced hours. Without question, the firm supported my request, and we agreed on a flex schedule where I would work 80 percent. In fact, I made principal (we are a single-tier partnership), while telecommuting and working reduced hours! We stayed in the DC area for 12 years, and two years ago, we moved to Pennsylvania (where my husband and I grew up) to be closer to family. Now that my third child is in school full time, I returned to working full time. I’ll go into the office in Chicago about once a month for two/three days at a time, but I still telecommute about 95 percent of the time.

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