Developments in Work/Life Balance: Johnson & Johnson
In the past, flexible schedules most often were granted to new mothers. Today, however, progressive companies have broadened the scope of what constitutes grounds for flexibility. And companies that allow employees flexibility in balancing their personal and professional lives are often rewarded by more loyal and motivated workers. A study conducted by the Families and Work Institute found that 54% of employers with more than 1,000 employees allow parents extra time to return after birth or adoption. 47% allow time off for important family needs and 44% for extended care-giving. Companies that are flexible have a far greater ability to retain and promote employees, especially those from traditionally underrepresented groups who might be more vulnerable to leaving the workplace or turning down opportunities for advancement. Hundreds of examples of innovative work/life–balance benefits being offered by companies are in the 2009 Guide to Bold New Ideas for Making Work Work.
Johnson & Johnson is an example of a company which offers an exhaustive list of work/life benefits for its employees including onsite childcare, working from home and/or telecommuting, adoption assistance, flexible hours and job sharing, and paternity leave. The company offers alternative career tracks for parents or other employees with long-term family-care issues as well as access to eldercare services, childcare discount programs and resources for parents raising special-needs children. Employees may also request personal and family time off for planned and unplanned events including marriage, personal emergencies, eldercare, adoption, childcare and even pet care. “There’s compelling evidence that work/life programs and services drive recruitment, retention and engagement of diverse talent,” says Wendy Breiterman, Director of Work/Life Programs at JnJ.
