Practice Development Counsel

IN THE CORPORATE WORLD, FLEXIBILITY IS TAKEN MORE SERIOUSLY

A recent article in the Chicago Tribune (by Carol Kleiman, June 2003) reports that work/life programs are taking precedence above other benefits, despite belt tightening. "They're very much a part of how we do business, " according to Kathy Lynch, director of corporate partnerships for the Boston College Center for Work & Family, an academic research center. Businesses are actively analyzing life/work benefits and the dollar costs of providing them or not. They are concerned about the issues that are top of mind of workers now coming into the workplace.

Demographic and diversity considerations are leading the way. Lynch said that given the demographic picture as well as agreement on the need for diversity in the workforce, child- and elder-care resource referrals, fitness and wellness, and stress reduction education programs are expanding. Above all, flexible hours are the main focus.

The article highlights an example of LaSalle Bank Corp, headquartered in Chicago, that emphasizes longtime life/work options. In 1991, the bank introduced a benefit called "the reduced- hours officer program." Now it focuses on marketing the flexible work arrangement in which bank officers can reduce their hours to a minimum of 20 hours a week with pro-rated compensation and still retain full benefits.

Laura McLeod, work/life officer for LaSalle, said, "We really care about our skilled employees and are concerned we might lose them if we don't offer flexibility...We want to help our employees successfully integrate their personal and professional responsibilities." Life/work programs are at the center of their strategy for increased retention and productivity. Raising awareness continues.

Unfortunately, professional firms are not at this point yet - quite far from it. We are seeing steps toward improvement in many instances. And I believe that with an uptick in the economy, when valued professionals again feel secure enough in their jobs to voice the flexibility they want in their work lives, there will be more pressure on management to adjust to the mindset and objectives of the new, young workforce, as well as to the needs of more senior people who feel they have paid their dues and want more out of life.

Right now there is caution, fear of veering from the known, standard way of doing things, an unwillingness to come up with more creative solutions for managing and delivering service. Some firms that have been quite "accommodating" resist developing formal policies and publicizing their willingness to approve individual arrangements for fear that it will be too popular to manage. Evidence both inside and outside the professions indicates this fear will not be realized.

Ever the optimist (with, I admit, a sometimes skeptical bent), I believe we will continue to see progress for the benefit of everybody if we continue to speak up and spread information on policies, best practices and success stories. Well thought out processes and dialogue make the difference.

- Phyllis Weiss Haserot

tel: 212 593-1549
fax: 212 980-7940

pwhaserot@pdcounsel.com
www.pdcounsel.com