The irony of modern life is that despite all of our modern conveniences, we are somehow busier than ever. This is partly because we’re living out the effects of a massive social shift in which the vast majority of women have entered the workforce. In Canada, women now outnumber men at work and in universities. Most households are dual-income and neither partner stays home to manage the domestic front. Yet, those duties haven’t disappeared, and the total sum of work to be done has left both women and men frazzled.

An archaic approach

Unfortunately, workplaces and schedules are still designed as if people had no responsibilities outside of work.  Parents struggle to fulfill their many obligations, especially single parents. Work-family tensions have risen in just about every demographic and occupation.

Complicating things is our transition into a knowledge-based economy.  Employees are expected to be available 24/7, and yet, job security has vanished. The fear of getting laid off forces workers to work longer hours and constantly update their skills and networks in an effort to maintain employability.

The most conspicuous effect of our busy lives is a plummeting birth rate. Among Canadian workers, 53 percent have fewer children, delay having a family or have none because of work-life conflict. The result is an aging population, with fewer workers to replace those who retire, and increasing eldercare responsibilities among employees.

Fear of change

Over 80 percent of workers would take a pay cut in exchange for better work-life balance, but many companies mistakenly fear that a shift toward family-responsible practices will damage their corporate culture; that employees won’t work as hard.

Research indicates the opposite to be true. Replacing a model governed by interminable working hours with one focused on objectives has powerful effects. Employees feel more accountable for their output and productivity actually jumps.  Family-responsible practices also reduce absenteeism and turnover, while increasing corporate citizenship behaviors and job satisfaction. The best impact of all is an increase in employee loyalty. Family-responsible companies have the clear advantage when it comes to attracting and retaining the best talent.

New generations, especially Millennials, are driving this renewal of the corporate culture. The most important job benefit for workers in their 20s and 30s is a schedule that allows them to spend time with their families. It’s about ethics: they want to be treated like real people and not like resources. Once this happens, they are willing to give their best to a company.

Practices that help retain working mothers can be strategic.  Among Fortune 500 boards of directors, return on equity was a whopping 53 percent higher at companies with the most women on their boards compared to those with the fewest.

Support leads to success

The alternative to flexibility is a work culture with rigid boundaries and fierce internal competition, which creates serious long-term complications. Employees who put in very long hours at work and neglect other life domains are more likely to report feelings of personal failure and burn out, and leave their jobs.

Work & Family Foundation Canada was created to address this growing problem of work-life conflict. They are partnered with the International Center for Work and Family at IESE Business School, which has researched, developed and tested a work-life integration model that is used in nineteen countries. WFFC conducts Canadian-based research with professors at York University, and facilitates change on an individual and corporate level.

The time has come for the corporate sector to realize the impact it is having on families through practices that prevent their employees from fulfilling duties outside of work. The first principle of corporate social responsibility is to empower these employees to live complete lives, for the preservation of our society. The most astute organizations will recognize this as an opportunity to revitalize the workplace.

Tips for individuals

• Set boundaries to distinguish work from home, controlling your availability.
• Protect personal and family time.
• If you want children, don’t wait. Statistics show earlier is better for advancing your career.
• Couples: consider your situation as a whole. Arrangements should adapt as circumstances change.

Tips for organizations

• Consider the families of your employees as stakeholders; make decisions with them in mind.
• Learn about the needs and preferences of your employees, and maximize the return on investment of your work-family program (WFFC offers surveys to facilitate this task).

Reprinted from the National Post December 30th issue. See entire section on Corporate Social Responsibility.