1. Coping with the Changing Realities of Work and Life Mindy L. Gewirtz, Ph.D, Principal GLS Consulting, Inc. IWPR Conference, Washington, DC mgewirtz@glsconsulting.com www.glsconsulting.com June 23, 2003

2. 2 Continuing Struggle to Balance Work and Family Focus on women in high-tech and related business sector Significant changes 2000 and 2002 Implications for organizations Implications for policy

3. 3 Women in the New Economy 2000 265 women experienced upsides and downsides of working in the new economy. 73% of 265 women reported experiencing “exhilaration:” an exhilarating sense of achievement, impact, rapid growth, constant learning, flexibility, making a difference. 68% experienced “exhaustion:” stress of a 24-7 life, constant change, uncertainty and negative impact on personal and family life. Women felt the tradeoff was worth it.

4. 4 Coping with Changing Realities of Work and Life 2002 Majority between 30 and 50 and 62% are married. 5% Canada and 5% international 48% of the 561 women (and 165 men) reported that their overall stress increased. 44% of women (41% of men) felt more work-related stress since 9-11. 40% felt strains in their marriages or significant relationships. More difficult to justify personal sacrifices

5. 5 Comparison Between Men and Women Both report similar experiences Men with children are most similar For women, issues of workplace flexibility, rapid advancement and gender-related obstacles are of greater concern.

6. 6 Coping with Changing Realities of Work and Life 2002 Impact of economy and post 9-11 angst Women lost gains regarding rapid advancement and flexible scheduling. 38% said gender obstacles cause distress 72% turn to their families for support. 63% of women (56% of all) have little energy or time for themselves and their families. 46% have no time for friends or community

7. 7 Post 9-11 Implication Double whammy: Family life is so critical for people post 9-11, in light of global events and increased anxiety in every sphere of life, yet work doesn’t allow for work-life balance.

8. 8 Organizational Implications The numbers of people experiencing stress uncertainty, and a negative impact on personal and family life is pervasive. We believe that stress, and negative impact on family can affect productivity. Results link the capacity to cope with stress to negative and positive organizational environments.

9. 9 Negative Workplace Environments Impact people’s capacity to cope with stress and remain on the job. Some characteristics: Poor planning and communication Uncertainty about the future Poor infrastructure and support Lack of recognition Inexperienced leadership Gender related obstacles

10. 10 Positive Workplace Characteristics Help people cope with downsizing, economic uncertainty and catastrophic events. Some characteristics: Getting satisfaction from accomplishments The ability to learn and grow quickly Having skilled and knowledgeable coworkers Autonomy and independence Collaboration and teamwork The freedom to be creative

11. 11 Organizational Implications Stress impacts the bottom line as companies lose their greatest strategic assets in a knowledge economy. Companies can protect employees against factors that interfere with satisfaction, productivity and retention.

12. 12 What Can Organizations Do? Stress increases when people feel helpless and powerless. Giving people some control over their work environment buffers stress. Relationships buffer stress. Encourage collaboration within and between groups. Formal work-family policies regarding child care, flexible work schedules, job sharing etc. help put boundaries between work and life.

13. 13 Seven Leadership Strategies 1. Conduct audit of the environment. 2. Plan, prioritize issues, listen to people’s ideas. 3. Implement family-friendly policies. 4. Strengthen collaborative systems, building community and connectedness. 5. Develop leadership capacity and performance measures regarding work-life balance. 6. Coach managers to manage their own stress and to buffer employees. 7. Encourage and model work-life balance.

14. 14 Policy Implications Consider governmental policies to influence organizational policies. (OSHA, Labor) To influence organizational policy, develop business case and plan for improved productivity and quality of work-life. To develop company policy engage people organically. Regardless of formal policy, managers can develop informal policies.

15. 15 Policy Implications If homeland security and economic issues continue to be salient, stress may increase and affect the workplace. Homeland Security policies and strategies can proactively address the psychological stresses of uncertainty and powerlessness both in private and public sector.