1. Dependent Care in the 21 st Century: Issues, trends and opportunities Dr. Lisa Stewart, Assistant Professor Master of Social Work Program CSUMB 1

2. Who am I? Early Career Work- Family Scholar 2010 - 2012 Disability, work and family researcher 2005- present CSUMB faculty member Mom! 2

3. Workshop Agenda Introduction What is the context of work and family in the 21 st century? What top challenges do workers face when attempting to manage work and family care? What do current research, policy and practice trends imply for creating a sustainable workforce? Breakout session: Your challenges and support-strategies Wrap up: Where can we go from here? 3

4. What are the goals of the Work-Family in the 21 st Century Workplace Series? To increase knowledge about the issues facing today’s working families. To increase knowledge regarding flexibility policies, research and supports available to workers in the U.S. To begin conversations about the challenges faced by staff, faculty and managers when attempting to manage work and family roles. To building capacity across campus for creating ‘win-win’ solutions. To work toward a vision of what it means to be “family-friendly” at CSUMB. 4

5. WHAT DOES TODAY’S WORKPLACE LOOK LIKE? Work-family in 21 st Century: Current trends 5

6. Women comprise nearly one-half of the labor force, and in more than 60 percent of households with children, all adults are working. 6

7. Fathers are increasing time spent on family responsibilities. 7

8. Almost two-thirds of people providing unpaid eldercare have jobs, with about half of caregivers working full-time in addition to their caregiving duties. 8

9. Both men and women face challenges as they try to balance work and family. 9

10. What creates conflict? Work-family conflict Work demands Time pressures Resource availability Family-work conflict Family demands Time pressures Resource availability 10 STRESS

11. Workplaces have not kept up to 21 st century needs 89% of Americans believe employers should offer workers flexibility to meet their families’ needs, so long as the work gets done. 52% of workers feel they could do their job better if they were allowed a more flexible schedule. 36% of parents believe they’ve been passed over for a promotion, a raise, or a new job due to a need for a flexible work schedule. 11 Nielsen (2014). Harris Poll of 4, 096 U.S. Adults, conducted online May 27-30, 2014.

12. Family leave and workplace flexibility: Current solution to the work-family bind Paid family medical leaves Workplace flexibility policies 12

13. The Business case for paid leaves and workplace flexibility 13

14. Prevalence of Access to Paid Leave/Flexibility Policies in the U.S. Workforce 14

15. Only 60% of workers in the U.S. have access to unpaid family leave. 15

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17. How many U.S. organizations offer flexibility in place of work? 17

18. Example: What happens when you offer workplace flexibility? 18

19. WHAT CAN WE DO TO CREATE A SUSTAINABLE WORKFORCE? Work-family in 21 st Century: Workplace solutions 19

20. Overview: The White House Summit on Working Families Hosted by Center for American Progress, the U.S. DOL and the White House in Washington, DC June 23, 2014. Brought together 1,200 business people, academics, labor leaders, legislators, advocates, the media and ordinary people to discuss issues facing today’s working families. Involved panel discussions, research presentations and hands on-workshops that explored the issues facing families. Focused on the business case for better policies to support working families. Highlighted model workplace policy and practices. 20

21. Key Messages: To create workplaces that are competitive in today’s economy requires we make use of the talented labor pool we have. Need to think more about how work and family interact. By supporting workers we are increasing businesses bottom line. 21

22. Background: Achieving Economic Security for Working Families Strategies to Support Working Families Workplace flexibilityWorkplace discrimination Paid leavesCareer advancement Equal payWorker retention and promotion Access to family and medical leaveElder care and child care Opportunities for low-wage workersEarly childhood education Access to sick days 22

23. Creating a Sustainable Workplace: Further Recommendations from the Council of Economic Advisers R.O.W.E. Right to request policies 23

24. Supporting Working Families at CSUMB Opportunities 1.Strengthen institutional supports for all workers on campus. 1.Share what works with each other. 1.Vision what family- friendly means on our campus. 24

25. What could we do to Strengthen Institutional Supports: Sustainable Career Breaks Encourage policies and practices that enable employees to maintain positive career involvement Examples: Career breaks; part-time work; part-year work; on-going personal and work development; leave control for time off work, vacations, sabbaticals. 25

26. What can we do to Strengthen Institutional Supports: Build a Culture of Positive Workplace Social Support Degree that workers feel that their wellbeing is valued by their organization (supervisors, coworkers, management). Designing work to foster high social support. Cross-train employees to back each other up. Reward helping behavior. Develop leaders who care about workers and workers who care about each other. 26

27. What can we do to share what works? Breakout session 27

28. What Can we do to change the status quo? Visioning what work and family means to our campus community 28

29. TO BE CONTINUED…. Endless Possibilities 29