2013 Workplace Study - Mom Corps and Harris Interactive illustrating workforce preferences, realities and the rise of the alternative workforce. Presentation given by Allison O'Kelly, CEO and Founder of Mom Corps www.momcorps.com

1. Workforce Preferences, Realities and the Rise
of the Alternative Workforce
September 26, 2013

2.  Professional Staffing and Career
Development Company
 Founded in 2005 by Allison O’Kelly –
Harvard MBA, CPA, and mother in
Atlanta, GA
 Award Winning WBENC Certified
Woman-owned business
 Franchise locations coast-to-coast, and
growing
 We work with 150,000+ candidates
nationwide to find the jobs and
resources needed to find work-life
satisfaction
Meet Mom Corps

3. About the research
• Goal
– To encourage and strengthen the conversation around
workplace flexibility as a talent strategy that benefits both
employees and their organizations
• Methodology
– Online survey conducted by Harris Interactive
– Data collected from July 29-31, 2013
– Sample: U.S. adults ages 18+ who are currently employed full-
time and/or part-time (n=886)
– Asked about perceptions and preferences around several
work/life and flexibility issues

4. Agenda
Research should be actionable. Three key questions will
be addressed followed by time for Q&A:
• What?
– What are the key research insights?
• So What?
– What are the trends shaping the future workforce and why does
flexibility matter?
• Now What?
– How can you realize the benefits of flexibility and remain
competitive?

5. Key insights
Workplace flexibility is top consideration for working adults.
• The U.S. workplace is shifting from 9-5 as the norm to “alternative” or
“non-traditional” working being more widely accepted and implemented.
• Employees feel limited in their ability to gain flexible work options.
• Flexibility is important to all generations regardless of gender. Younger
professionals are leading the charge.
• Employees “want it all” and are willing to sacrifice salary for flexibility.
• U.S. workers are making job and career decisions based on flexibility.
Talent
Acquisition
Compensation
Management
Employee
Retention
Performance
Management
HR Management System
Benefits
Policies and
Procedures

6. A shift is taking place
“Alternative” or “non-traditional” working is more
widely accepted and implemented.
Do you prefer a traditional
9-5 work day?
n= 886; 2013 Workplace Survey of US Working Adults
46%
48%
58%
40%
45%
50%
55%
60%
Would you consider
alternative work options for
better w/l balance?
Would you be more
productive working from
home occasionally?
Nearly half disagreed
indicating a preference
for an alternative work
arrangement.
Nearly half agreed
considering options like
temping, contracting,
consulting or part-time
%Agree/Disagree
More than half agree
they would get more
work done

7. Employee concerns lead to turnover
Employees feel limited in their ability to gain flexible
work options.
n= 886; 2013 Workplace Survey of US Working Adults
47%
Agree asking for flexible
work would hurt their
chances of career
advancement
39%
Agree they have
considered leaving or
have left a job because it
wasn’t flexible enough
For 18-34 year olds, the percentages are 56% and 50%, respectively.

8. • Always connected, the 9-5
lines are blurry
• Desire freedom to explore
passions
• Open and highly adaptable to
new situations
Flexibility is important to all generations
Boomers
(born 1943-65)
Generation X
(born 1965-80)
Generation Y
(born 1980-97)
• Established professionals,
want to be measured by
results
• Many have family situations
requiring flexibility
• Looking to phase into
retirement
• Many responsible for the
care of aging parents
42% of working adults
had elder care
responsibilities in
the past 5 years.1
59% agree taking a
significant amount of
time out of the
workforce would set
their careers back.
59% (age 18-34) would
consider alternative
work options to better
achieve work/life
balance.
n= 886; 2013 Workplace Survey of US Working Adults
1: Families and Work Institute Elder Care Study

9. Flexibility isn’t just a mom thing
Flexibility is important to both men and women.
n= 886; 2013 Workplace Survey of US Working Adults
Eighty percent of working adults agree
that flexible work options are just as
important for people who don’t have
children as they are for those who do.
80%
There is no significant difference in
opinion between men and women.

10. Employees will sacrifice for flexibility
Employees “want it all” and are willing to sacrifice
salary for flexibility.
Nearly 1 in 2
45% are willing to relinquish at
least some portion of their salary
Nearly 3 in 4
Working adults believe it is
possible to “have it all” when
it comes to work/life balance.
10% of salary
n= 886; 2013 Workplace Survey of US Working Adults

11. Career decisions based on flexibility
U.S. workers are making job and career decisions based
on flexibility.
n= 886; 2013 Workplace Survey of US Working Adults
39%
58%
73%
0% 20% 40% 60% 80% 100%
% Agree
Taking significant time
out of the workforce
would set career back
I have considered
leaving a job due to
lack of flexibility
Flexibility is one of the
most important factors
considered when
looking for a new job/
company to work for
10% increase
from 2012
Youngest groups feel stronger
Men (18-34: 53% and 35-44: 52%)
Women (18-34: 46% agreed)

12. We are facing powerful workplace trends
Sources: Forrester Research, SHRM, Staffing Industry Analysts, Staffing Talk
U.S. Virtual Work Prediction
2010 2016
34M 63M
When employees have high degree of work-life fit:
In the news:
1
2
Contingent workers
forecasted to make
up half the
workforce by 2020
• Four times as many are highly engaged at work4x
2x • Almost 2x as many want to stay in their current jobs
• Two times as many are in excellent health

13. Why offering flexibility matters
• Nearly 1 in 2 working adults are willing to give up some
percentage of salary for flexibility at work …
There is a
growing desire
for it.
• 3 out of 4 working adults report having at least some
flexibility at their job. 84% for those age 18-34
Other
companies
offer it …
are you?
• 73 % of working adults list flexibility as one of the most
important factors when looking for a new job/deciding what
company to work for
It is here to
stay.

14. Flexible work solutions
Flexibility means different things to different people.

15. Different solutions for different needs
A multinational financial services
company was deluged with a number
of projects following a recent merger.
They had an immediate need for a
senior level HR Generalist to alleviate
the workload.
The Need
The Mom Corps
Solution The Candidate
Temporary Staffing
Part-time HR Generalist
A UNC graduate and former
Director of Human Resources with
a 17-year career who was ready to
return to a flexible career after
taking time off to care for her
young children.
A healthcare real estate developer,
sought a CPA with 10+ years experience
in the real estate industry as well as 5+
years managing an accounting
department.
A supermarket company sought a backfill
for the Director of Brand Strategy who was
going to be out for 4- 6 months. They
wanted a candidate with 10+ years
experience building and executing
strategies for large corporate brands.
Permanent Staffing
Vice President, Accounting
A CPA/MA with 20+ years experience
as a Controller for a privately owned
real estate firm. She was excited to
join a family- friendly company and
have a commute less than 10
minutes from her home.
Temporary Staffing
Director of Brand Strategy
Maternity Leave Backfill
Senior level marketing strategist
who had worked at Crate & Barrel,
Gap and Bose
Flexibility means different things to different companies.
DURATION
PLACE
TIME

16. Different solutions for different needs
Following a recent merger, Wells
Fargo’s HR department was deluged
with a number of projects and had an
immediate need for a senior level HR
Generalist to alleviate the workload.
The Need
The Mom Corps
Solution The Candidate
Temporary Staffing
Part-time HR Generalist
A UNC graduate and former
Director of Human Resources with
a 17-year career who was ready to
return to a flexible career after
taking time off to care for her
young children.
Cambridge Healthcare Properties, a
healthcare real estate facility
developer, sought a CPA with 10+ years
experience in the real estate industry
as well as 5+ years managing an
accounting department.
Stop & Shop Supermarket Company sought
a backfill for the Director of Brand Strategy
who was going to be out for 4- 6 months.
They wanted a candidate with 10+ years
experience building and executing
strategies for large corporate brands.
Permanent Staffing
Vice President, Accounting
A CPA/MA with 21 years experience.
She was the Corporate Controller for
a privately owned real estate
company, supervised the accounting
division, and was responsible for all
financial functions of that firm.
Temporary Staffing
Director of Brand Strategy
Maternity Leave Backfill
Senior level marketing strategist
who had worked at Crate & Barrel,
Gap and Bose
Flexibility means different things to different companies.

17. Phases adapted from WorkFlex Essential Guide to Effective and Flexible Workplaces and WFD Consulting
Special Arrangements,
“deals” or personal
accommodations
granted on a case-by-
case basis and often
kept secret
Individual
Accommodations
Policies &
Programs in
Place
Flexibility
Has Many
Faces
New Ways of
Working
Policies and programs
exist but flexibility is
used inconsistently in
“pockets” across the
organization
Widespread,
consistent use of
formal and informal
flexibility to meet
business and
individual needs
A results-driven culture where
flexible work practices and
new ways of working are
utilized as a management
strategy to achieve business
results
Increased flexibility = increased benefit
Increased realization of ROI
Increase
• Productivity
• Engagement
• Talent acquisition
Operate
• Seamlessly
• Autonomously
• Results-driven
Reduce
• Overhead costs
• Turnover
• Absenteeism

18. Closing thoughts
• U.S. workers are making long term career
decisions based on flexibility.
• There is a disconnect between what is offered
and what employees feel is accepted.
• More employees are asking for flexibility and more companies are
offering it.
• Flexible work trends are gaining attention and momentum, but we aren’t
there yet.
• Younger professionals will demand more going forward.
How will YOU ensure your company remains
competitive in this new flexible business world?

20. @MomCorps
@AllisonOKelly
@MomCorps @Mom-Corps