1. Universidad de Navarra Paula Mattio Lastra Consultant from Prof. Nuria Chinchilla's (IESE) team Family-Responsible Employer (FRE) Certificate The challenge of humanly sustainable companies

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3. 3 New environment  Society  High life expectancy rates, aging of population  Low birth rates (Europe)  Psychological diseases: stress, anxiety, depression  Company  A more competitive labour market  Long working hours  Multinational careers  Women entering the labour market in large numbers  Increase in the number of employees with higher education  Predominance of women in universities  Family  School hours not adapted to new reality  Not enough day-care services  Increase in the rate of separations and divorces  Double income families: work-family conflict

4. 4 What is going on?  Low birth rates (Spain: 1.3 children per woman in 2003)  Average age at maternity: Spain: 30.7 years old, Europe: 29  Children educated by third parties  Cultural values highly influenced by competitiveness and consumerism  Separations & divorces (a family is broken every 4 minutes – 126,000 in 2003)  Health problems (stress, depression)  More money spent in ansiolityc agents  More leaves due to stress than to maternity

5. 5  Culture of long working hours  Shift in values / priorities  Interruption of professional career in order to have children  Loss of skills/talent  Stress / burnout / depression  Job rotation  Absentism  Lack of mobilization Company Situation

6. 6 Labor problems Large companies

7. 7 Labor problems Small & Medium Companies

8. 8 FRE © Model Non-salary benefits Family services Professional support 1. Políticas Job flexibility 1. Policies EstrategiaResponsabilidad ComunicaciónLiderazgo 2.Facilitadores Strategy Responsibility CommunicationLeadership 2.Facilitators 3. Culture: Hindrances / Promoters 4. Resultados 4. Results

9. 9 EFR © Model D. Have no family-responsible policies C. Have a few policies but do not use them B. Have policies and put them into practice A. Have a family-responsible culture EnriquecedoraContaminante B C AD EnrichingPolluting B C AD Discretionary Systematic

10. 10 Family-Responsible Employer Certificate  The management model supported by the FRE Certificate has been developed based on research done by the International Center for Work and Family at IESE Business School. Methodology has been adapted with the contribution of consulting and certificating companies, focusing on the industrial and services sector.  Certification process is carried out by independent certificating organizations (third parties) supervised by the Spanish National Accreditation Board, ENAC (Entidad Nacional de Acreditación).  The FRE Certificate remains in force for three years, period during which the company may include the "Family-Responsible Employer" sign as part of its brand in all its communication actions. When that term expires, the company may renew it for periods of equal length.

11. 11 Family-Responsible Employer Certificate  A certification that validates and endorses the application of the Human Resources Management Model of Family-Responsible Employer in the company.  A certification created by Fundación + Familia and granted by Lloyd's Register Quality Assurance.  A brand based on the implemmentation of the EFR 100-1 standard.  A necessary tool to manage cultural diversity in the organization through an initial diagnosis, design, implemmentation and assessment of policies on worklife balance, equal opportunities and sustainable workplace.  FREC is valid for three years. Once that term expires, the certification has to be renewed.

12. 12 FRE Certificate A management system FR ELEMENTS 1. Policies 2. Improvement goals 3. Frame: Organizational Processes FR Indicators Records and evidence 4. Plans and Programs 5. Internal communication and training 6. Follow-up and Measurement 7. Internal Auditing 8. Self-Assessment FR POLICIES 1. Related to stability in the workplace 2. Related to flexibility as to time and space 3. Related to giving support to the employees' families 4. Related to professional development and competences 5. Related to equality of opportunity

13. 13 Process to obtain… FRE Certification Analysis and diagnosis Work life balance Integral Plan Implementation Pre- auditing Certification

14. 14 FR Companies 2006

15. 15 For companies:  Higher degree of commitment in the company's development and productivity.  Stress reduction in the company's employees.  Reduction in rotation and termination-related costs  Improved public image before clients and prospective clients (external and internal)  Increase of company competitiveness  More easily involved in ongoing improvement processes.  Reduction of staff control costs, objective-driven management and mutual trust.  Qualitative improvement of the company's culture (mission, vision and values)  Participation in certain incentives granted by different government administration agencies -at local, autonomous, state or community level- to Family- Responsible Employers in the form of subsidies, tax exemptions and more opportunities in public biddings.  For people:  Improvement of self-esteem and motivation  Reduction of family expenditure  Less stress and fewer terminations  Higher immunity to infections and diseases  More internal satisfaction due to work life, family and personal balance.  To work in a more "natural" environment, with more commitment  Less guiltiness for not being able to see their children or not playing the corresponding natural role  Increase in employability and better development of professional career within the same company Benefits of Worklife Balance

16. 16 Thank you! Pmattio@nchpartners.com Find a self-diagnosis tool of Work-Family Life Balance at the International Center for Work and Family (IESE)'s website. www.iese.edu/icwf