How Addressing Work/Life Needs Enhances Diversity on Campus Carol Hoffman, M.S.W. Columbia University Amy Rabinowitz, Ed.D. Memorial Sloan Kettering Cancer Center Michele Vancour, Ph.D., M.P.H. Southern Connecticut State University

Welcome Agenda How Work/Life supports Diversity Why not “ Work/Life Balance”? What does balance mean? A state of equilibrium An equal distribution Something used to produce equilibrium Can we really have balance? Balance = No Stress? Balance = Yet Another Stressor? What are other ways we can express this? Work/Life Alignment? Work/Life Fit? Work/Life Integration? Work/Life Management?

What is Work/Life? Columbia University definition: The Office of Work/Life fosters the well-being of the Columbia community and its people in their pursuit of meaningful and productive academic, personal and work lives. MSKCC definition: Policies, programs, and resources that help employees manage the challenges in their lives – both at work and in their personal time –and find the best “fit” across their short and long-term needs and goals. Southern Connecticut State University definition: Actions taken by employers and employees to help individuals effectively handle the growing pressures and responsibilities of work and personal lives, to live and work up to their full potential, and to maximize the achievement of their life goals while enhancing their contributions and productivity in the workplace (Brad Harrington, 2008).

Elements of Work/Life Programs

AWLP* Seven Categories of Work-Life Effectiveness Caring for Dependents Health and Wellness Workplace Flexibility Financial Support for Economic Security Paid and Unpaid Time Off Community Involvement Eliciting Management Buy-In Transforming Organizational Culture *Alliance for Work/Life Progress

Higher Education Climate Academic women and their career progression through the pipeline Average age of PhD is 33 for women, placing tenure at about age 40. Tenure clock is competing with the biological clock. Leads to a leaky pipeline and confrontation with inequities in promotion, tenure and salary. STEM faculty are presented with increased demands and barriers, and the focus of much concern. Academic men and caregiving shift Increased emphasis on bonding, involvement, and shaping parental and elder care roles

Higher Education Climate, contd. Fueled by blurred lines enabled by technology, job insecurity especially at lower ranks, and increasing demands Changing student demographics on campus and student success initiatives SCSU programs and policies to support Work/Life Flexible working arrangements, Employee support programs, Health management, and Counseling

Breastfeeding Support Lactation support is not just an employee benefit or the right thing to do, it’s the law! Affordable Care Act Best practices in higher education – awareness, support, program Space, time, education and support Good – Better – BEST! UM – space rating system UW – informational website Tulane – partnerships JHU – accessories and vending machine URI – lessons learned GW – awards and recognition

Wellness Support Employee well-being is central to a healthy campus culture Common supports and programs: Employee Assistance Programs (EAP), Physical activity opportunities (walking clubs, fitness challenges, Sports leagues (e.g. staff softball), Volunteerism/community service – engagement and wellness caring for the community/serving as a role model(i.e., fundraising with Relay for Life, Habitat for Humanity, community clean up, literacy projects with local schools)

MSKCC Programs Seminar series: “Parenting From Birth Through College” (e.g. fertility issues, finding a nanny, finding schools, sandwich generation, the empty nest) “Supporting Aging Relatives” (e.g. series on Alzheimers, caring for the caregiver, caregiver guilt, sibling issues, taking charge without taking over) “Building Financial Resilience” (e.g. budgeting basics, buying a home, saving for college, using MSK resources) Other topics of interest (e.g. pet care, going to school and working)

MSKCC Programs Flexible Work Arrangements: Adoption Support: $7500 per child for non-medical costs Support Groups: Parenting Elder Caregivers Flexible Work Arrangements: Extensive program: telecommuting, compressed work weeks, flextime, part-time, job shares Online guidelines and proposal submission Guidance to managers and employees Additional programs/services: Backup child and elder care, small child care center, resource and referral service

Columbia programs Backup Care 100 hours, all ages, 24/7, national, home and center Faculty Spouse/Partner Dual Career Service Housing Information and Referral Service Additional Columbia Programs: Affiliated child care centers Benefits: adoption, child care grant, primary tuition scholarship, college tuition Breastfeeding Support Program (incl. lactation rooms) EAP (including adult/elder care resource and referral, convenience services) Faculty, Staff and Graduate students family policies Flexible Work Arrangements School and Child Care Search Service Work/Life website Wellness (Healthy Lifestyle Challenge, Walk to Wellness, MBSR, Weightwatchers at Work)

Current & Future Challenges Serving all populations/changing demographics Sandwich generation Elder care Recruitment to metro NYC Communication/Awareness of programs Sustaining programs over time (turnover, maintaining culture)

Resources AWLP (Alliance for Work-Life Progress) http://www.awlp.org/awlp/home/html/homepage.jsp Boston College Center for Work and Family http://www.bc.edu/centers/cwf/ CUWFA (College and University Work-Life-Family Association http://www.cuwfa.org/ Families and Work Institute http://www.familiesandwork.org/ WFD http://www.wfd.com/ WFRN (Work and Family Researchers Network) https://workfamily.sas.upenn.edu/ Work and Family Life newsletter http://www.workandfamilylife.com/

Questions

Thank you!