No set of policies will solve the fundamental challenge women face in balancing work and family: There are only 24-hours in a day, and we cannot be in two places at once. The best we can do is create an environment that leads to a wide variety of opportunities
Two and a half years ago, a friend of mine, my brothers and I shared a common vision. It was time, we thought, to re-think the way people live and work. Technology enables us to work virtually anywhere anytime with anyone. In this context, what should workspaces look like?
Make no mistake, paid family leave is something every parent should have access to, but parenting is a marathon, not only a sleep-deprived sprint. For millions of working parents, flexibility is a key factor in the work-life juggle.
If technology and communications can adapt to people's modern lifestyles, then why can't our labor laws follow suit? Private-sector businesses continue to live under an outdated federal mandate that says the only way to compensate for overtime is through cash wages.
f my company or manager were not flexible about me working from home on occasion -- as long as I'm actually getting my work done -- I would not be able to keep this job. I really doubt I am the only person (or person with a disability) in the country in this situation.
While some companies may see the Yahoo and Best Buy bans on flexible working-from-home as an invitation to imitate and reduce workplace flexibility for employees, let's not throw the baby out with the bathwater.
We should stop denying that for many, the workplace culture is an obstacle to a healthy lifestyle and may even exacerbate weight gain and unfitness. If we don't, we should not be surprised at the continual rise in health care costs and the simultaneous decline of our health.
Anyone following this mislead will be on the wrong side of working moms, marathoners, the differently abled, the young, the aging, the executive caring for her in-laws, even the single guy with a new puppy!
Kimberly N. "leaned in" to her career for years. As a vice president of a large charitable organization, she earned high praise and enjoyed her work. When Kimberley got pregnant, she negotiated a six-week maternity leave, and looked forward to resuming work.
During this time of technological advancements that make telecommuting easier, Sandberg's encouragement of women, knowing that flexibility can help advance a career while supporting parenthood, is a definite relief.
Then snowstorms hit the Midwest and East Coast, closing schools and businesses, and people turned to -- you guessed it -- telecommuting to stay productive and safe. When the snow melts, will the backlash against teleworking continue?
The debate about how we accommodate mothers in the workplace should be much larger than any one CEO. When we have no national child care policy, and no consistent national standard about how new mothers are treated at work, we all suffer.
Which trade-offs are acceptable and which are losing propositions? Inevitably, if a company begins to see employee satisfaction, engagement and loyalty as a trade-off, it is not headed in the right direction.
As a woman I understand that my role as a parent shouldn't factor into the way I'm viewed professionally. But also, as a women, I think it is imperative that our commitments to our family be respected and demanded.
Digital companies have changed the world and its culture. We hope that in order to attract and retain female talent and promote them through the pipeline, these same companies will suport policies and benefits that support working families.