Employee daycare issues cost companies billions. So it’s a myth that child care is a personal problem. Here are five other myths about corporate child care.
Michelle Obama said what we’ve all been thinking — leaning in doesn’t work. It’s all the stuff leaning on women that’s the problem.
No one ever balks at capital investments to improve efficiency. Why don’t we think about employee benefits and supporting our people in the same way?
Are you a frontline-driven organization? Then you’ve got a talent problem. No surprise that HR strategies are shifting to focus on these important employees.
Happy Birthday to our friends at the Dow Jones Family Center — 20 years of taking care of employees’ most precious assets…their children.
LGPA golfers have a lot to think about to resume play after giving birth. One thing they don’t have to think about – who will look after the baby.
Employee wellness is a hot topic. But to do the job, employee wellness benefits can’t stop at the pain – they have to address the problem that causes it.
Child care breakdowns cost employees (and organizations) more than just a day’s work; they also waste valuable time spent figuring out a back-up plan.
In a first, Bright Horizons announced a program offering free tuition for early educators. For many at the company, the reasons behind it are personal.
Look at “best of” employers lists and you’ll find increasing numbers adding back-up care to their benefits programs. There’s a good reason why.