Conference Wrap-up Discussion

Alliance of Work-Life Professionals
1997 San Diego Conference
February 6-7, 1997

Summary prepared by David H. Rodbourne ~ Director of Programs
Minnesota Center for Corporate Responsibility

Panelists Included:

Bradley Googins, director of Boston University's Center on Work and Family, and newly appointed director of the Center for Corporate Community Relations at Boston College

Faith A. Wohl, director of the Office of Workplace Initiatives, U.S. General Services Administration (GSA)

Dana E. Friedman, senior vice president, Corporate Family Solutions.

Head v. Soul - Brad Googins noted two voices at work in the conference. The "head" represents the voice of business and the business case for Work-Life. The "soul" represents the voice of the union (of workers) and it speaks to equity and fairness.

Strategic Grassroots Approach - Dana Friedman argued that far from being contradictory, strategic and grassroots are complementary approaches. It speaks to the need for collective responsibility and for individual responsibility. For change from the top and from the bottom. Faith Wohl added that there is a much bigger picture, beyond any single company that goes to societal issues of fairness, income imbalance, and equity.

Life v. Family - Dana Friedman asked "does NOT using the term family signal a dimunition of emphasis on families?"

Technology - Clearly, said Friedman, technology is both a plus and a minus for Work-Life. While it can enable flexibility, it can also enable the workplace to intrude further and further into personal time and family life when you can be reached anytime, anywhere. She asked who is to set the limits.

Rising Expectations - Faith Wohl concluded that over the long haul it is simply a fact that organizations will expect and demand that people do more and more. How can we deal with that? [One solution might be Lotte Bailyn's approach of redesigning work.]

Executive Models - We must challenge executives to ask themselves what sort of model they set for their workforce, said Brad Googins.

Downsizing - Brad Googins noted that at this conference, for the first time in many years, there was almost NO talk of downsizing.

Empowered of Not - Dana Friedman cited frequent comments during the conference to the effect that "I don't have the power to make change" and the implication that someone else has the power. She said that situation and that attitude is a very poor basis on which to build collaboration which is so important to making progress. [ Clearly there were exceptions. Dupont's team used research to capture or leverage power and influence. But in many situations Work-Life professionals see themselves as down the ladder hoping for executive support.]

Aging - Faith Wohl said that the aging of the population makes it much more important that each child develop fully. There are fewer children to support the aging population. Yet the challenge today is so much more difficult since so many children live in poverty.

Disconnect Between HR and Community Affairs - Dana Friedman pointed out the huge disconnect between Community Affairs departments and Human Resource departments within companies. Community Affairs is out there investing in education reform but the company is NOT encouraging employees who are parents to get involved in education and schooling by using release time or leaves. What the company strives to achieve with one department it undercuts with another. We must see the link.

Government - Brad Googins noted that there was almost no talk about the role of government. Yet, he said that even Trent Lott listed creating family friendly companies as his number three priority.

Global - The panel acknowledged that there was little discussion of global or international ramifications. Yet there are tremendous pressures on companies that arise from international competition. The Hudson Institute is about to issue a report on the portability of jobs. We are already seeing companies move to international sourcing, even for jobs that we used to think would remain at home. This competition is a huge factor in the ways companies will behave in the future.

Welfare Reform - One questioner argued that the danger of welfare reform is that decisions will favor the person coming off welfare at the expense of the working poor. The post-welfare recipient will get help on childcare and the working poor won't.

Its The Culture - Without doubt, nearly all agree that changing organizational culture (and society) is the fundamental challenge. That is the only way to get at the underlying values that shape the ways we all behave.

Center for Ethical Business Cultures

1000 LaSalle Avenue, TMH 331 ▪ Minneapolis, MN 55403-2005 ▪ USA

Phone: 651 962 4120 or 800 328 6819 Ext. 2-4120 ▪ Facsimile: 651 962 4042

Email: mail@cebcglobal.org

© 1978-2008 Center for Ethical Business Cultures. All Rights Reserved.

Business Partnering with the University of St. Thomas - Minnesota