What are parents supposed to do when the boss expects them at work but a surprise leaves them without child care? For both organizations and employees, this is more than a theoretical question.
In the last few months, there’s been a dispiriting number of stories about the state of today’s workplaces and toxic work cultures. The latest, from Ann Marie Slaughter, reminds us why we need to take better care of our people.
The endless cycle of exceptionally long shifts and life-or-death decisions puts healthcare employees in a job that challenges their well-being, yet their compromised well-being is the very thing that could challenge their organization’s success. To succeed, employers will need to help their people out.
Playgrounds are serious business. At Bright Horizons, experts design outdoor spaces to offer just as much opportunity for learning as indoor spaces.
Employers are understandably concerned about controlling and reducing healthcare costs. They also want to support employees. Helping parents advocate for children with special needs does both.
What’s on the minds of working parents as their kids head back to school? Here, in solidarity with working moms and dads everywhere, we offer a roundup of some of the familiar first-week narratives.
When it comes to higher education, many students and their families choose a dream school and then go into substantial educational debt to make it happen. There’s good reason for employers to be paying attention.
New organizational perks have spurred debate about whether newfangled corporate campuses and splashy amenities are helpful benefits or merely double-edged enticements to get people to work longer hours. Why can’t they be viewed as beneficial for everybody?
Two years ago, Millennials told Stew Friedman they worried about having children. Today beginning to become working parents, they’re finding the same challenges faced by generations before, but are determined to find employers who support them.
Hard ROI — like what you get from back-up care or educational advice — is critical. But programs that also deliver “feel-good” ROI have additional ability to impact important HR goals.