Modern Families, Modern Employers: New Research on Making Work Work

AGENDA
 Results of the Modern Family Index
 Tammy Erickson
 Maryella Gockel, Americas Flexibility
Leader, Ernst & Young
 Q&A
© 2014 BRIGHT HORIZONS FAMILY SOLUTIONS
LLC

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© 2014 BRIGHT HORIZONS FAMILY SOLUTIONS LLC

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TAMMY ERICKSON
Tamara J. Erickson is a McKinsey Award-winning author, a leading expert on generations in
the workplace, and a widely-respected expert on collaboration and innovation, the changing
workforce, and the nature of work in intelligent organizations. She has three-times been
named one of the 50 most influential living management thinkers in the world by Thinkers50,
the global ranking of business thinkers created by Des Dearlove and Stuart Crainer.
Tammy is the Founder and CEO of Tammy Erickson Associates, a firm dedicated to helping
clients build intelligent organizations and an Executive Fellow, Organisational Behaviour, at
London Business School.

THE CURRENT
LANDSCAPE
Today’s families’
challenges are not
those of the
previous
generation’s.
Why?
Bright Horizons’ Modern Family Index findings are
playing out in real life in workplaces nationwide.

X’ERS: LESS LIKELY TO BE
MARRIED THAN BOOMERS
0
10
20
30
40
50
60
70
80
90
Married, spouse present Unmarried, total
Women in 1975
Women in 2000
Men in 1975
Men in 2000
Percent
Source: “The Labor Force Experience of Women from ‘Generation X’,” Marisa DiNatale
and Stephanie Boraas, Monthly Labor Review, Bureau of Labor Statistics, 2002
Marital Status of Women and
Men Aged 25 to 34
12 | © 2014 Tammy Erickson Associates. All Rights Reserved.

MARRIED X’ERS: MORE LIKELY TO BE
WORKING OUTSIDE THE HOME
0
20
40
60
80
100
120
Married, spouse present Unmarried, total
Women in 1975
Women in 2000
Men in 1975
Men in 2000
Percent
Labor Force Participation of Women and
Men Aged 25 to 34 by Marital Status

X’ER MOMS: MORE LIKELY TO BE WORKING
OUTSIDE THE HOME THAN BOOMERS
0
10
20
30
40
50
60
70
80
90
100
With
children
under 18
With no
children
. . . Children 6-
17
Children
under 6
Children
under 3
Women in 1975
Women in 2000
Labor Force Participation for Women Aged 25 to 34
by the Presence of Children

THE GENERATIONAL CONTEXT

VIEWS ON PARENTING
 Boomers: “I want to help my
child be successful – to
prepare them to win.”
 X’ers: “I want to be a ‘good
parent.’”
 Y’s: “I want to make the
most of every day.”

DIFFERENT VIEWS –
DIFFERENT BEHAVIORS
 Boomers: Hard work, long
hours and sacrifice are a
win-win – good for my
career and good for my
kids
 X’ers: I need to evaluate
every new position
against the commitment I
made to myself before I
had children – to make
sure I can handle both

COGNITIVE MAPS BASED ON OUR
INTERPRETATION OF EVENTS
 Sensorimotor stage (birth-2 years old)
– Concepts about how physical objects work based on direct
physical interaction with the environment
 Preoperational stage (ages 2-7)
– Intuitive intelligence related to concrete physical situations
 Concrete operations (ages 7-11)
– Logical structures related to concrete objects or physical
experiences (numbers, for example)
 Formal operations (ages 11-15)
– Conceptual reasoning and abstractions
– Mental models that will persist throughout
adulthood
Piaget’s Four
Developmental
Stages

• Anti-authoritarian and idealistic
• Protests: Vietnam, Civil Rights,
women’s liberation
• Assassinations of Kennedy, King,
and other idealistic leaders
• Competitive
• Lots of other Boomer teenagers!
• Somewhat unappreciative of the role of
parents
• As teens, in 1974, more than 40%
said they'd be better off with NO
parents!
BOOMERS:
BORN 1946 TO 1960

• Self-reliant
• Latch-key kids – taking care
of themselves
• Mistrustful of institutions
• Corporate layoffs
• Rising divorce rates
• As teens, more confident
they’d see an UFO than a
Social Security check
• Thoughtful about the decision to
become parents
• Determined to ‘be there’ for
their children – to be different
than their own parents were
GENERATION X:
BORN 1961 - 1979

• Immediate and eager to live each day
• Terrorism: 9/11, World Trade Center,
Oklahoma City
• School violence: Columbine
• Nothing to prove – taking the right to work
for granted
• Working mothers, female CEOs and
heads of State
• Digital natives
• Family-centric
• Parents are “role models” and “heroes”
• As teens, 90% of Gen Y’s reported
being very close to their parents
GENERATION Y:
BORN 1980 - 1995

UNDERLYING DRIVERS
The views expressed in the Modern Family
Index:
• Reflect logical, legitimate differences in
views on the family and on parenting
How can employers help to address these
underlying drivers within their own corporate
cultures?

POLL
In the coming year, does your
organization plan to explore or engage in
any of the following:
 Child or elder care supports
 Building a more supportive culture
 Caregiver support programs
 Financial well-being programs

Maryella Gockel
EY Americas Flexibility Leader
► Americas Talent Team
► Inclusiveness Center of
Excellence
Maryella is focused on embedding
a sustainable, inclusive and flexible
culture throughout the organization
to support all EY professionals,
wherever they come from and
whatever their characteristics.
► Two children – James, 26, and
Alexandra, 23.

EY member firms today
Revenues* US$25.8b (June 2013)
People 190,000
Locations 150+ countries, 700+ offices
Service lines Assurance, Advisory, TAS, Tax and CBS
* Represents last available financial information

Why we embrace flexible working at EY
► Greater collaboration
► Effective virtual teaming
► Faster response time
► Reduced travel costs
► Increased mobility
► Enhanced engagement
► Expected by all generations
► Enabled by technology
► More energized workforce
► Enhanced health and wellbeing
► Reduced space needs
► Global accessibility/connectivity
► More sustainable environment
► Increased support for communities
► Increased retention
Vision 2020 – We are committed to attracting
great people and developing future leaders by
building and delivering the “workplace of the
future” through effective technology,
innovative space design and a more flexible,
output-focused culture that empowers our
people to deliver exceptional client service.

All generations and genders need flexibility
► Gen X said they would be more likely to walk away from
their current job in the absence of day-to-day flexibility
(38% vs. 33% of Gen Y and 25% of boomers).
► Gen X men (40%) were most likely to leave their current
job if flexibility was not offered, followed by Gen X women
(37%), Gen Y men (36%) and Gen Y women (30%).
Source: Younger managers rise in the ranks,
EY study on generational shifts in the US workplace 2013.

Flexibility is a top driver of retention at EY
Retention is 6.1
percentage points
higher in groups that
are in the top quartile
on our flexibility
measure at EY
compared to those in
the bottom quartile.
Feeling you can trust your
team to deliver on
commitments
Feeling trusted by your
manager to make the right
decisions
Other top drivers?

Engagement matters
► Through our own Business Linkage research, we know
that at EY, engagement leads to better business results.

Supporting our working parents
Our great vendors support:
► Back-up care
► Accessible over the phone or online
► Childcare
► Self-directed, web-based search engine
► Child, adult, pet care, and house cleaning
► Lactation support
Firm support:
► Great expectations guide
► Today’s Families Networks
► $400 per year – for childcare during busy season or when working
additional hours
► Career and Family Transitions coaching program

Taking vacations improves retention and
performance
► Vacation is a positive predictor of performance in the US
and Canada, with more vacation hours taken in a prior
year being reflective of higher performance the
following year.
► Across nearly all countries in the Americas, vacation hours
taken had a positive correlation with length of service.
Source: Career Value Study,
EY study on the value of a career at the firm and what client-serving
professionals want from their time with EY, 2013.

EY Global CEO speaks at the White House
Summit for Working Families, June 2014

The New Dad: Take Your Leave
2014 survey

EY Americas Flexibility Leader testifies on
paid parental leave, July 2014

EY mom discusses paid maternity leave
27 September 2013

16 Years on the FORTUNE 100 Best
Companies to Work For® list and …

EY | Assurance | Tax | Transactions | Advisory
About EY
EY is a global leader in assurance, tax, transaction and
advisory services. The insights and quality services we
deliver help build trust and confidence in the capital
markets and in economies the world over. We develop
outstanding leaders who team to deliver on our
promises to all of our stakeholders. In so doing, we play
a critical role in building a better working world for our
people, for our clients and for our communities.
EY refers to the global organization, and may refer to
one or more, of the member firms of Ernst & Young
Global Limited, each of which is a separate legal entity.
Ernst & Young Global Limited, a UK company limited by
guarantee, does not provide services to clients. For more
information about our organization, please visit ey.com.
Ernst & Young LLP is a client-serving member firm of
Ernst & Young Global Limited operating in the US.
© 2014 Ernst & Young LLP.
All Rights Reserved.
1409-1317484
ED None
This material has been prepared for general informational purposes
only and is not intended to be relied upon as accounting, tax, or other
professional advice. Please refer to your advisors for specific advice.
ey.com

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Modern Families, Modern Employers: New Research on Making Work Work

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