Many organizations experience disproportionately high turnover of female employees in part because of the absence of flexible work arrangements. Not only do organizations lose valuable talent, but they lose continuity in projects and client engagements and incur extensive costs when replacing these employees.
Flexible work policies include flexible scheduling (e.g., compressed work week, variable start and end times, reasonable amounts of leave without penalty, and ability to donate vacation time to other employees) and flexible work location (e.g., telecommuting, working off-site). The ability to take a temporary career break and then re-enter the workforce, also known as off-ramping and on-ramping, is also key to ensuring that organizations retain and effectively use top talent. According to the Harvard Business Review, some 58% of high-level female talent experience career interruptions that divert them from traditional linear career paths. These career interruptions penalize earning power and long-term promotional prospects, thereby causing many women to switch employers or leave the workforce altogether. In the "war for talent," organizations need to create a robust menu of on-ramps and embrace flexibility.
Top resources for this Principle
Paid Family Leave of California
The California Paid Family Leave (PFL) program provides income replacement to workers on leave for family caregiving or for bonding with a new child. This (More...)
website provides information and key updates about the PFL program. It includes basic information about the program, resource materials to use at your workplace, and a guide for labor union leaders and members. (Hide)
A Guide to Implementing Paid Family Leave: Lessons from California
This guide provides key lessons learned in passing and implementing California's Paid Family Leave (PFL) program, which was the first of its kind in the United (More...)
States. The guide includes information about the basic components of the PFL program and the history of how the bill was passed in California. It also includes a background on five areas crucial to successful implementation, and key lessons learned in each of these areas: outreach and education; administration; employer issues; policy issues; and research, evaluation, and data collection. (Hide)
The Gender Dividend: Making the Business Case for Investing in Women
This paper discusses how by acknowledging and investing in women, businesses can yield a significant return-a return known as the gender dividend. To fully capitalize on (More...)
the gender dividend, however, countries and organizations must go beyond policies that focus on discrimination and develop solid strategies aimed at integrating women at every level. This report lays out the rationale behind why governments and organizations must look to women as key to their economic growth. (Hide)
Aimed at women and minorities, this agency offers a nationwide electronic mentoring network in the computer science field as well as a one-on-one email-based mentoring program (More...)
and a detailed list of mentorship resources. (Hide)
Mitigate or Litigate: Flexible Working and Legal Exposure
This report examines the legal implications and policy considerations of flexible work, specifically telework, flexible work schedules, and flexible employment relationships. Article.
Taking Care of Business: The Business Benefits of Paid Leave
Businesses benefit when employees are able to take time away from work to cope with personal and family illnesses. More satisfied and productive workers translate (More...)
into improved workplace morale, greater worker loyalty, and better bottom lines. This short report details the business benefits, including reduced absenteeism, and higher retention rates, of providing employees with paid sick days and paid family and medical leave. (Hide)
Flexibility for Success: How Workplace Flexibility Policies Benefit All Workers and Employees
Lower-wage workers disproportionately need, and lack, flexibility in the workplace. They face significant challenges, including unpredictable work schedules, inflexible work hours, no access to paid (More...)
sick time, and little or no paid family leave. When all businesses adhere to a standard of basic workplace flexibility, including paid sick days and paid family and medical leave, the result will be healthier, more reliable, and more productive workers at ever wage level, and employers will reap the benefits. (Hide)
The Glass Hammer
Glass Hammer is an award-winning blog and online community created for women executives in finance, law, technology and big business. Web.
Sponsoring Women to Success
While mentoring has not had much effect on helping women make it to the top, sponsorship has proved to be a more influential professional relationship. (More...)
Sponsors, who are highly placed in an organization and have significant influence on decision-making processes go beyond mentors. They not only give career advice, but can propel a protege to the top of a list of candidates. This report details the benefits sponsorship provides to sponsors, proteges, and the organization, how to create an environment where sponsorship thrives, and the critical features of a sponsorship relationship. (Hide)
Gender Equality Checklist for Fund Managers
This annex to the report 'Implementing Gender Equality Policies and Practices in Private Sector Companies' is a checklist that identifies gender-related and women specific issues to (More...)
be addressed by fund managers at each step in the investment cycle. (Hide)