WBA Issue Statement on Flexible Work-Life Equation
The WBA believes that when employers fail to acknowledge twenty-first century work patterns and relationships, as well as the changing needs of modern workers and families, especially those in the middle and low-income segments and those with varying responsibilities to younger and older dependents, they are discriminating against women. The WBA believes that to eliminate such discrimination, employers and employees should collaborate in promoting a more flexible work-life equation for working women, men, and families that includes earnestly implemented and consistently applied solutions such as:
- Teleworking schedule options;
- Staggered in-office hours;
- Flexible vacation, sick, and personal paid time off;
- Part-time schedules and other flexible work schedules; and
- Promotional and mentorship policies that do not penalize employees for choosing to take maternity/paternity/family leave.
The WBA further encourages employers should be encouraged to adopt policies and practices to enhance retention of women in the workplace. Such policies strengthen both the workplace and the economy. Retaining more women in the workplace also increases their chances for leadership and advancement. This, in turn, enhances the purchasing power of partners in families, and reduces the rate of childhood poverty. Additionally, such policies encourage continued
workplace innovation and business growth, facilitated by a diversity of viewpoints and life experiences.
The WBA promotes a more flexible work-life equation by hosting programs by committees, such as the Working Parents/Lawyers at Home Committee. These programs range from discussions on achieving the best work-life equation in your life to practical programs such as “Au Pairs: Childcare You Can Trust.” The WBA continues to encourage positive dialogue at all of its programming on the topic of a flexible work-life equation.