In the video presentation, “Why
We Have Too Few Women Leaders”, Facebook
COO, Sheryl Sandberg, proffers reasons including self-talk and words shared
with others (TEDWomen, 2010). She makes mention of a few other topics, like
training programs, mentoring, and flex-time; but, does not provide an in-depth
discussion. The subject of flex-time caught my attention and caused me to
remember the film, 9 to 5, starring
Lily Tomlin, Dolly Parton, and Jane Fonda. This was the first time I had heard
of flex-time.
Violet, Tomlin’s character, implemented
many new and innovative policies in the absence of the male boss, played by
Dabney Coleman; one of which was flex-time. At the end of the film, you can see
the two female employees, who benefit from flex-time. So, as Sandberg discussed
facts such as one-third of married senior managers are women with children; and
that women are dropping out of the work force, often times to have children, it
seemed to me flex-time would be a reasonable response if the goal is to keep
women at the table (TED Women, 2012).
In an article titled, “(Flex) Time
is Money”, by Barney Olmsted (1987), companies such as Levi Strauss, Wells
Fargo, and Apple employed workers who shared jobs, the essence of flex-time. What
is flex-time? It is the term given to flexible work schedules that allow for
staggering beginning and ending work times while still maintaining a standard
forty-hour work week (Olmsted, 1987). The article coincides with the time-frame
of 9 to 5. Employers were looking for
ways to offer flexibility with scheduling and manage time in a more efficient
manner (Olmsted, 1987). Those behind the movement are the baby boomers, who,
unlike the generations before them, want more time for family and more choices
for how they spend their time (Olmsted, 1987). Given the information put forth
by Sandberg, wherein women are often face with choices between family and
career, or having to care for elderly parents, it stands to reason women would
support flex-time, since the vast majority of women working outside of the home
have a child younger than age one, or provide a minimum of at least ten hours
per week for elderly care (Olmsted, 1987; TEDWomen, 2012). Flex-time also helps
address the dislocation that occurs when women exit the workforce because of
children and/or care for aging parents, as women are able to maintain their
employability, while providing care (Olmsted, 1987). Olmsted provided
information relevant in 1987, is it still relevant today?
By 1998, a survey of 1700 employees,
the results of which are discussed by Luke (1998) in an article titled, “Employees
thrive on flex-time”, found that flex-time relieved stress, helped increase
productivity, and pleased both bosses and babies. According to Luke (1998),
flex-time was not a barrier to promotions and of those surveyed, 78% of workers
and 90% managers said promotion chances were the same or improved. The Detroit News published a story by Steve
Pardo (2002) that chronicles John Conley and his Brighton, Ohio vehicle rental
service. Conley employs ten people where some work ten hour shifts, based on
their lifestyles (Pardo, 2002). In a survey conducted by the Brighton and
Howell Chambers of Commerce, asking employees what they found important,
flex-time was found at the top of their list (Pardo, 2002). The key is for
employers to reject the rigidity of a forty-hour, nine to five, work week, and
begin to embrace the different options of flex-time (Pardo, 2002). A person in
need of flex-time, who also coaches a team sport, may bring leadership
qualities and skills to a shared job (Pardo, 2002). Working mothers are master
multi-taskers; and, that experience travels with them (Pardo, 2002).
Speaking from experience, I wish
flex-time had been option when my older children were younger. The closest I
came was an early Friday; we got off of work at 1 o’clock on Friday afternoons.
It was great. I could be home to meet the children from school. We could plan
outings. As a woman, it was hard when the kids got sick. My first job is that
of a mom; yet, I knew others counted on me, too. A nine to five day left me
rushing home in time to grab dinner and get the kids to either baseball or
cheerleading practice. There were days I met myself coming a going on the
roadways. By the time the kids were put to bed and chores around the house were
done, my day would end with putting myself to be, only to get up the next day
and do it all over again. I can see why women would choose to leave the
workplace, raise the kids, and then return. I can also see Sandberg’s point as
to what women lose when they take that route. Look at the skill sets that
either change or become rusty. I think Lily, Dolly, and Jane had the right idea
and why In enjoyed researching flex-time. Working 9 to 5 is not the best way to make a living.
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