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Workplace Impact
Companies recognized as "Employers of Choice" have one central feature in common: they continually adapt their corporate culture, policies, and practices to meet or exceed the needs and desires of a diverse workforce. The information below has been collected from respected U.S. publications and industry experts to assist you in making the business case for work/life programs.
Work/Life
Absenteeism
Adult/Elder Care
Childcare
Workers rate the ability to manage work and family as the most important aspect they look for in a job, according to a 2000 survey by Rutgers University and University of Connecticut.
According to a 2000 Jobtrak.com survey, 42% of college students and recent graduates said what they valued most when making career decisions was work/life balance. Money was only considered most important by 26%.
“The key to retention is to provide the flexibility and family supports employees need in order to function effectively,” stated the Harvard Business Review on Work Life, 2000.
The America@Work study conducted by Aon Consulting in 2000 revealed the leading factor in employees’ commitment and loyalty to their employer is whether they believe the management recognizes the importance of their personal and family lives.”
CCH, Inc., a provider of human resources and employment law information, revealed the hidden costs of unscheduled absences, saying they range from an average of $45,000 for smaller firms to more than $1.5 million for companies with up to 5,000 employees.
HR Magazine estimates that American businesses lose $68 billion annually due to employee absences.
According to the Families and Work Institute study, in a three-month period, 29% of employed parents experienced some type of family care breakdown, which resulted in absenteeism, tardiness, or reduced concentration at work.
Arthur Emlen of Portland State University conducted extensive research on family-related absences:
- The average number of days missed per year is 9.
- Childless men and women miss, on average, 7.5 and 9.5 days respectively per year.
- Female employees who are single parents miss on average 12.5 days per year.
- Fathers and mothers whose children are cared for in an out-of-home arrangement miss 9 and 11.5 days per year respectively.
- The highest absence rate is for men (13.5 days/year) and women (13 days/year) with children who care for themselves (school-age children).
35% of workers, men and women alike, say they provided care for a relative or in-law 65 or older, according to the National Study of the Changing Workforce, 2002.
The U.S. Department of Labor says the number of workers over age 55 is projected to nearly double from 2002 to 2012, increasing the need for spousal and eldercare arrangements.
The Working Mother 100 Best Companies 2004 issue reports that 98% of 100 Best companies offer elder care resource and referral services versus 20% nationwide.
A study by MetLife and the National Council on the Aging estimates the annual cost to U.S. employers in terms of lost productivity:
- Counting caregivers who work full-time, live near the care recipient, and perform personal care tasks: $11.4 billion/year.
- Counting all caregivers including part-time workers and long-distance caregivers: $29 billion/year.
The majority of caregivers provide care for a period of one to four years; 29% of care is given 5 years or longer, reports the National Council on the Aging.
Families and Work Institute reports that 70% of employers report increases in caregiving related staffing problems in the past 10 years.
Men now make up 44% of the caregiver population, reports the National Family Caregiver Association.
47% of caregivers are employed and 71% are employed full-time, reports the National Family Caregivers Association. More than 40% also care for children under age 18.
American Association of Retired Persons and National Adoption Council report that 49% of caregivers go in late, leave early, or take time during work to address caregiving responsibilities.
A National Council on the Aging survey shows that employed caregivers want:
- One phone number to call to get started looking for care (consolidated service).
- A way of finding information on caregiver rights, elder rights, caregiving services, and their costs.
- Last Acts reports that if their employers offered it, employees would use:
- Referrals for information about counseling or bereavement services (89%).
- Educational materials about dealing with end-of-life tasks and decisions (84%).
- Referrals to professionals for information or advice about medical care (82%).
- Referrals for legal information and advice (82%).
The MetLife Study shows the replacement costs including recruiting, relocation, training, and temporary inefficiency of new hires and vacant positions have been estimated to be equal to 75% of the annual salary costs for employees who quit. If an employee making $40,000 per year is forced to resign due to caregiver obligations, it will cost their employer $30,000 to replace them.
Working Mother 100 Best Companies issue reports:
- 47% of 100 Best companies sponsor sick-child care, versus 7% nationwide.
- 44% of 100 Best companies offer before/after school care versus 4% nationwide.
Businesses lose up to $4 billion annually to absenteeism caused by child care problems, according to the Welfare-to-Work Partnership.
72% of absenteeism is due to childcare related issues, estimates the U.S. Department of Labor.
The Bureau of Labor Statistics reported that in 1999, more than 15.2 million American families had children under the age of 6. Quality childcare services are paramount to balancing the work and family responsibilities of two-thirds of these families who rely upon the earnings of a working single parent or two employed parents.
The Bureau of Labor Statistics also reports: childcare problems do not end once children are in first grade. In some ways, these problems become more difficult because part-day childcare is needed and it can be harder to arrange than full-day childcare. Using the most generous calculations, only about 64% of a full-time worker’s standard work schedule is covered by the hours children are typically in school.
DuPont Company surveyed its employees and learned that 80% would have missed work if not for the company’s emergency/backup care program. In one year that program saved nearly 1,500 employee days.
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