Women Workers Push for More Flexibility

One way to think about improving the condition of every worker is to begin by improving the quality of the workday for traditionally oppressed groups.  If life got better for these workers, the changes would trickle up to people with more access to hegemonic power.

These week the U.S. Department of Labor’s Women’s Bureau hosted a conference on best flexibility practices for hourly-wage employees at the Pasadena Convention Center.

Changes in American society have increased the need for flexibility in the workplace, including a larger number of women entering the labor force, the prevalence of families in which all adults work, increasing elder care responsibilities and the rising importance of continuing education. Hourly workers face the same work-life issues as those faced by professional employees, but not having access to flexible policies can have more devastating effects on their employment status.

Although the conference focused on how these best practices might benefit women workers, the aim is to improve the quality of life for all workers.

“Flexibility is not just a women’s issue, it is a family issue,” said Manzano-Diaz, director of the Women’s Bureau. “Women now serve as the primary or co-breadwinners in two-thirds of American households. When employees are able to balance the needs of both work and home, it not only impacts productivity but strengthens families and communities.”

Secretary of Labor Hilda L. Solis was the keynote speaker of the conference and agreed with Manzano-Diaz that flexibility is critical for employees and added that it is also “good for a company’s bottom line.”

“The Labor Department is committed to helping all Americans balance their work and home responsibilities, and to exploring solutions to challenges faced by both employers and employees. Today’s dialogue is a step forward in matching workplace policies with realities of the 21st century workforce.”

What stake do recruiters have in the well-being of hourly workers?  Do recruiters invest more of their time and resources into salaried workers?  How can companies and recruiters work together to support the work of both types of workers?