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AGENDA
Results of the Modern Family Index
Tammy Erickson
Maryella Gockel, Americas FlexibilityLeader, Ernst & Young
Q&A
© 2014 BRIGHT HORIZONS FAMILY SOLUTIONSLLC
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© 2014 BRIGHT HORIZONS FAMILY SOLUTIONS LLC
TAMMY ERICKSON
Tamara J. Erickson is a McKinsey Award-winning author, a leading expert on generations inthe workplace, and a widely-respected expert on collaboration and innovation, the changingworkforce, and the nature of work in intelligent organizations. She has three-times beennamed 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 helpingclients build intelligent organizations and an Executive Fellow, Organisational Behaviour, atLondon Business School.
© 2014 BRIGHT HORIZONS FAMILY SOLUTIONS LLC
THE CURRENTLANDSCAPE
Today’s families’challenges are notthose of thepreviousgeneration’s.
Why?
Bright Horizons’ Modern Family Index findings areplaying out in real life in workplaces nationwide.
X’ERS: LESS LIKELY TO BEMARRIED 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
Pe
rce
nt
Source: “The Labor Force Experience of Women from ‘Generation X’,” Marisa DiNataleand Stephanie Boraas, Monthly Labor Review, Bureau of Labor Statistics, 2002
Marital Status of Women andMen Aged 25 to 34
12 | © 2014 Tammy Erickson Associates. All Rights Reserved.
MARRIED X’ERS: MORE LIKELY TO BEWORKING 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
Pe
rce
nt
Source: “The Labor Force Experience of Women from ‘Generation X’,” Marisa DiNataleand Stephanie Boraas, Monthly Labor Review, Bureau of Labor Statistics, 2002
Labor Force Participation of Women andMen 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
Withchildrenunder 18
With nochildren
. . . Children 6-17
Childrenunder 6
Childrenunder 3
Women in 1975
Women in 2000
Source: “The Labor Force Experience of Women from ‘Generation X’,” Marisa DiNataleand Stephanie Boraas, Monthly Labor Review, Bureau of Labor Statistics, 2002
Labor Force Participation for Women Aged 25 to 34by the Presence of Children
VIEWS ON PARENTING
Boomers: “I want to help mychild be successful – toprepare them to win.”
X’ers: “I want to be a ‘goodparent.’”
Y’s: “I want to make themost of every day.”
16 | © 2014 Tammy Erickson Associates. All Rights Reserved.
DIFFERENT VIEWS –DIFFERENT BEHAVIORS
Boomers: Hard work, longhours and sacrifice are awin-win – good for mycareer and good for mykids
X’ers: I need to evaluateevery new positionagainst the commitment Imade to myself before Ihad children – to makesure I can handle both
17 | © 2014 Tammy Erickson Associates. All Rights Reserved.
COGNITIVE MAPS BASED ON OURINTERPRETATION OF EVENTS
Sensorimotor stage (birth-2 years old)
– Concepts about how physical objects work based on directphysical 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 physicalexperiences (numbers, for example)
Formal operations (ages 11-15)– Conceptual reasoning and abstractions
– Mental models that will persist throughoutadulthood
Piaget’s FourDevelopmentalStages
18 | © 2014 Tammy Erickson Associates. All Rights Reserved.
• 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 ofparents
• As teens, in 1974, more than 40%said they'd be better off with NOparents!
BOOMERS:BORN 1946 TO 1960
19 | © 2014 Tammy Erickson Associates. All Rights Reserved.
• Self-reliant
• Latch-key kids – taking careof themselves
• Mistrustful of institutions
• Corporate layoffs
• Rising divorce rates
• As teens, more confidentthey’d see an UFO than aSocial Security check
• Thoughtful about the decision tobecome parents
• Determined to ‘be there’ fortheir children – to be differentthan their own parents were
GENERATION X:BORN 1961 - 1979
20 | © 2014 Tammy Erickson Associates. All Rights Reserved.
• 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 workfor granted
• Working mothers, female CEOs andheads of State
• Digital natives
• Family-centric
• Parents are “role models” and “heroes”
• As teens, 90% of Gen Y’s reportedbeing very close to their parents
GENERATION Y:BORN 1980 - 1995
21 | © 2014 Tammy Erickson Associates. All Rights Reserved.
UNDERLYING DRIVERS
The views expressed in the Modern FamilyIndex:
• Reflect logical, legitimate differences inviews on the family and on parenting
How can employers help to address theseunderlying drivers within their own corporatecultures?
POLL
In the coming year, does yourorganization plan to explore or engage inany of the following:
Child or elder care supports
Building a more supportive culture
Caregiver support programs
Financial well-being programs
© 2014 BRIGHT HORIZONS FAMILY SOLUTIONS LLC
Maryella GockelEY Americas Flexibility Leader
► Americas Talent Team
► Inclusiveness Center ofExcellence
Maryella is focused on embeddinga sustainable, inclusive and flexibleculture throughout the organizationto support all EY professionals,wherever they come from andwhatever their characteristics.
► Two children – James, 26, andAlexandra, 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 attractinggreat people and developing future leaders bybuilding and delivering the “workplace of thefuture” through effective technology,innovative space design and a more flexible,output-focused culture that empowers ourpeople to deliver exceptional client service.
All generations and genders need flexibility
► Gen X said they would be more likely to walk away fromtheir 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 currentjob 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 6.1percentage points
higher in groups thatare in the top quartile
on our flexibilitymeasure at EY
compared to those inthe bottom quartile.
Feeling you can trust yourteam to deliver on
commitments
Feeling trusted by yourmanager to make the right
decisions
Other top drivers?
Engagement matters
► Through our own Business Linkage research, we knowthat 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 workingadditional hours
► Career and Family Transitions coaching program
Taking vacations improves retention andperformance
► Vacation is a positive predictor of performance in the USand Canada, with more vacation hours taken in a prioryear being reflective of higher performance thefollowing year.
► Across nearly all countries in the Americas, vacation hourstaken 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-servingprofessionals want from their time with EY, 2013.
EY | Assurance | Tax | Transactions | Advisory
About EYEY is a global leader in assurance, tax, transaction andadvisory services. The insights and quality services wedeliver help build trust and confidence in the capitalmarkets and in economies the world over. We developoutstanding leaders who team to deliver on ourpromises to all of our stakeholders. In so doing, we playa critical role in building a better working world for ourpeople, for our clients and for our communities.
EY refers to the global organization, and may refer toone or more, of the member firms of Ernst & YoungGlobal Limited, each of which is a separate legal entity.Ernst & Young Global Limited, a UK company limited byguarantee, does not provide services to clients. For moreinformation about our organization, please visit ey.com.
Ernst & Young LLP is a client-serving member firm ofErnst & Young Global Limited operating in the US.
© 2014 Ernst & Young LLP.All Rights Reserved.
1409-1317484ED None
This material has been prepared for general informational purposesonly and is not intended to be relied upon as accounting, tax, or otherprofessional advice. Please refer to your advisors for specific advice.
ey.com
[email protected] | 800-453-9383
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