Unclassified OPNAV Office of Diversity and Inclusion (N134) 19 November 2014 Life-Work Balance

 Organizational Impact Players  Task Force Life-Work ( )  Addressing the Issue Today  Tools to Help Sailors Balance Life and Work  Recent Command-level Initiatives  Wrap Up 2 Agenda

Life-Work Balance Organizational Impact Players 3 N13 Military Personnel Plans & Policy N13 Military Personnel Plans & Policy N1 Manpower, Personnel, Training & Education N1 Manpower, Personnel, Training & Education N134 Diversity & Inclusion N134 Diversity & Inclusion Naval Installations Command N17 21 st Century Sailor N17 21 st Century Sailor Fleet CDR TYCOM Wing / Strike Group Wing / Strike Group CNO - 79 Fleet & Family Support Sites - 76 Liberty Centers Fitness Centers Child Development Centers - 79 Chapels - Parenthood Policies - Career Intermission Program - CSADD - Exceptional Family Member - SAPR - Suicide Prevention - Total Sailor Fitness - Transition Assistance YOU Squadron / Ship Squadron / Ship

N134 Overview 4 Mission Provide strategic planning and policy guidance directed at attracting, recruiting, developing, and retaining a high-quality, technically-proficient, diverse workforce to maximize our warfighting capability. Major Functions and Projects Women’s PolicyPlans & PolicyEngagement Generates and manages instructions for Assignment and Embarkation of Women, Pregnancy and Parenthood Developed and coordinates Navy's Integration Plan for positions previously closed to women Facilitates professional development through conferences for Navy servicewomen Tracks statistics for Officer and Enlisted women recruiting and retention Tracks and analyzes trends in diversity recruiting and retention efforts Coordinates Navy diversity and STEM diversity efforts with ODMEO and other uniformed services Supports CNO’s accountability reviews / Community Self Assessments Organizes bi-yearly Diversity Policy Review Board Manages Life-Work balance efforts: (i.e. CIP) Tracks all Navy Diversity outreach/inreach efforts Manages Navy Diversity Resourcing Plan and Guiding Principles on resource allocation and spending Organizes and promulgates DoN conference schedule and budgeting requirements Liaisons with the Fleet on institutionalizing diversity efforts to track and gain greater Return on Investment.

Focus on Life-Work Balance Task Force Life-Work (n=5797) EnlistedOfficers Agree Neutral AnswerDisagreeAgree Neutral AnswerDisagree My career gets in the way of maintaining a personal life. 45%27%25%42%22%36% My career causes a significant amount of separation from family. 65%18%16%63%17%20% Source: NPRST Navy-wide Personnel Survey. Comparable data from 2006, 2007 NPRST Personnel Quick Polls. Despite Overall Job Satisfaction, Life-Work Balance Issues Existed (n=5797) EnlistedOfficers Satisfied Neither Satisfied or Dissatisfied Not SatisfiedSatisfied Neither Satisfied or Dissatisfied Not Satisfied How satisfied are you with the Navy? 59%16%25%73%11%16%

Task Force Life-Work (TFLW)  Solicited 11,000+ Sailors worldwide on ideas and recommendations to improve Life-Work Balance  Asked: “What can the Navy do to remain your employer of choice?” Quality of Life desires Identified: 1. Geographic Stability 2. Alternative Work Options 3. Parenthood Support

Navy Policy Initiatives 7 Geographic Stability Alternative Work Options Parenthood Support PARENTHOOD SUPPORT:  10 days Paternity Leave  21 days Adoption Leave  Partially Funded In Vitro Fertilization program  12 mo. Operational Deferment for new mothers  4 mo. Operational Deferment for an adopting military parent ALTERNATIVE WORK OPTIONS:  Compressed/Flexible Work Schedules  Career Intermission Program  Military Telework Instruction GEOGRAPHIC STABILITY:  Detailing process adjustment  Promotion board precepts highlight ‘stability’ as career enhancing TFLW QUALITY OF LIFE ISSUES IDENTIFIED

Influencers to Leave the Navy 2012 Men  Impact of Navy career on spouse/family 61% 48%  Work/Personal Life Balance 48% 48%  Impact of Navy career on ability to have a family 45% 47% Women  Impact of Navy career on ability to have a family 67% 60%  Impact of Navy career on spouse/family 67% 53%  Work/Personal Life Balance 63% 52% 3  2012 Pregnancy and Parenthood Surveyed 5,138 Sailors and indicated factors that influence their decision to leave the Navy 2,001 Officers and 3,137 Enlisted Selected as Influence to Leave OfficersEnlisted Selected as Influence to Leave OfficersEnlisted Top 3 factors same for Officers and Enlisted, Male and Female

Today’s Navy Active Duty + Selected Reserve 9 Many different groups…Many different needs Source: Report Generated by DMDC; data as of 30 SEP EFM data (Active only) as of SEP ,006 Sailors in a Dual-Military Marriage 18,006 Sailors in a Dual-Military Marriage 153,281 Parent Sailors 1,844 Navy Adult Dependents* 161,284 Single Sailors * non-spouse 20,026 Single- parent Sailors 181,537 Sailors married to non-military 302,766 Navy Children 199,543 Married Sailors 14,415 EFM Sponsors 17,352 EFMs Total Navy: 380,853

Addressing the Issue 10 To be successful is to “Be Ready” Sailor-Family Support Programs Re-Educate Leaders Life-Work Balance Success Command-led Initiatives Military Personnel Policy Share Best Practices Advertise Success

Influencing Quality of Service Quality of Life + Quality of Work = Quality of Service 11 - Training for job assigned - Tools / Hardware to complete mission - Trained Leaders Quality of Service leads to retention - Pay - Leave - Education opportunities - Time at home - Access to quality health care - Sense of financial security

Solutions for Today and Tomorrow  Our competitors to recruit top talent:  Our competitors to retain top performers: Bank of AmericaMasterCardNokia Allstate InsuranceYahoo! Motorola Johnson & JohnsonVolvoIntel General ElectricGoogleDeloitte 12 Need to meet the needs of the force, both present and future! Sources: Working Mother Magazine, 2014 Best Companies List; Forbes.com Top 25 Companies for Work-Life Balance 2014

What Industry is Doing  Parenthood: Paid Leave for Mothers, Fathers and Adoptive Parents  Child Care: Backup Child Care Sick Child Care  Wellness Training Physical / Health Financial 13

What Industry is Doing  Flexibility Flexible Work Arrangements: Flexible and/or Compressed Schedules Telework Sabbatical Program  Leaders General Leadership Training Managers rewarded for helping employees manage life-work concerns Trained to manage flexible work arrangements 14

Work Flexibility Tools Tools to Help Sailors Balance Life and Work PT Opportunities During Work 15 Different tools in order to meet different needs Compressed Work Schedules Flexible Working HoursTelework  No paperwork needed!  Promoting a culture of fitness at work  Health/Wellness = employee benefits  Just now being offered by industry But most industry employers do not mandate fitness standards  Work longer on most days to get a break on one day  Regularly occurring (i.e. Formally scheduled)  Constraint: balancing individual vs. the group Sometimes you need all hands on deck  Constraint: balancing the group vs. the mission  Start / End Times vary to meet needs of Sailor  Everyone works the same # of hours, just at different times  Regularly occurring (i.e. Formally scheduled)  Constraint: unit-specific evaluations / training can only happen at certain times  Constraint: balancing the group vs. the mission  Work from home via laptop and NMCI connection  Requirements: NIPR only, supervisor approval, work that can be accomplished away from the workplace—office work  Benefits: allows for focused effort without office interruptions, saves commute time  Why? Evals, Awards, Internet Research, reading studies/reports

Program BenefitsParticipants Influencers to Leave NavyReasons for Applications Career Intermission Program  Allows eligible Sailors to leave Active Duty for up to 3 years  Retain Active Duty health and dental care  Receive Monthly stipend pay  PCS move to location of choice  Return to Active Duty to continue career path  75 Participants (30 Officers, 45 Enlisted) 32 participants have returned 31 are on sabbatical 12 are approved but awaiting sabbatical  44% / 55% Men and Women  Across URL, RL & Staff communities  Mixture of Operational & Support Ratings  To complete bachelors/masters degree  Starting a family while on different career timeline as military spouse  To be stay at home dad while spouse on surgical residency rotation at Yale  Single mother with EFM child in need of several critical surgeries  Medical/humanitarian volunteer work  Impact of Navy career on ability to have a family  Impact of Navy career on spouse/family  Work/Personal Life Balance  Geographic stability  Length of sea tour/OPTEMPO  Availability of childcare 16 More information is on the NPC-BUPERS website

Sea Duty Command-level Initiatives  Underway/Deployed: Preserve 1 day per week at Sea of Holiday Routine / No-Fly Day Allows more rest time for Sailors to exercise, study, call/ family  Ashore: USS DDG conducts “Fun Day Fridays” Physical Training from , Liberty Call at 1200 Allows for exercise to be completed at work vice Sailors’ free time Allows for Sailors to get a head start on weekend  USS LSD conducts “Career Enhancement Seminars” Crew members from different backgrounds (LDO, STA-21, ROTC, CPOs) telling their professional growth stories and how they achieved personal goals 17

Ashore Command-level Initiatives  Free child play area at 37 MWR Athletic Facilities Parents can bring their kids in while they work out  Telework used on a regular basis: OPNAV N1 / CNP (Washington, D.C. & Millington) JAG CNIC 18

LIFE WORK LIFE WORK Balance: A Constant Issue Summary 19 CAREER Regardless of duty assignment, command leadership is needed to facilitate balance for Sailors SHORE DUTY SEA DUTY What about pre-deployment work-ups vs. post-deployment maintenance?

The 21 st Century Sailor Initiative 20 The Navy will continue to focus on balancing Life and Work The Honorable Ray Mabus Secretary of the Navy “We want to provide our Sailors and families with the tools needed to face the challenges of the 21st Century and to help Sailors preserve the skills and talents they bring to the fight.”

Questions? LT Francis (Shannon) Sweeney (w) 21