The Business Case for Equal Sharing
We've blogged before about the idea that equally sharing parents make great employees, but we've not had such a solid backer to our theories until now. Jodie Levin-Epstein, deputy director of the Center for Law and Social Policy, wrote another one of the articles in the American Prospect's special March issue. Her essay is entitled 'Responsive Workplaces: The Business Case for Employment that Values Fairness and Families'.
Her business case goes like this:
Workplace flexibility improves companies' bottom line finances due to fewer employee absences, lower healthcare costs, and higher rates of worker retention. Employees with flexible schedules are less stressed (and therefore use less healthcare dollars fixing their stress-related ailments). Productivity is higher when employees have flexible hours because they can use their time to optimal effectiveness. Companies save in hiring costs by higher retention rates (and it can cost 150% of a salaried worker's pay to find, hire and train a new employee). And best yet, all of this can be had for next to no cost to the company.
I believe that workplaces are soon going to notice these facts and put them into action. Our job is to ask for the work schedules we want, and to make our pitch with our companies' best interests in mind.