Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
30+ HR education programs, including 4 NEW programs on hot topics, are available for registration.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
Generation Y women (born 1978-1994) are concerned about the impact that family and child care decisions will have on their long-term careers, according to a report by the Business and Professional Women's (BPW) Foundation,
Gen Y Women in the Workplace.
“In order for businesses to engage successfully with the workforce of tomorrow, it is imperative that they understand Gen Y—what challenges them, what inspires them, what motivates them,” said Deborah L. Frett, BPW Foundation CEO.
"Generation Y women want to be evaluated based on their productivity and the quality of the work they produce, not the number of hours they sit at their desks," she added.
According to focus groups conducted for the report by the
BPW Foundation, the most important employer characteristics Generation Y women seek when looking for a job are:
Generation Y women perceived disconnects between rhetoric about being a results-oriented company and corporate practices, according to the report. For example, they said that at their workplaces:
Not Just 'Flex Time'
Generation Y women who participated in the focus groups were uncertain whether or not their employers provide an enabling environment for working mothers. Some women reported that the lack of on-site day care options would make it difficult to continue full-time employment. Others want to know whether or not job-sharing and part-time options will be available to them.
Participants who expressed the least amount of concern worked for employers that provided on-site day care, on-site medical services and flexible work arrangements.
However, Generation Y women aren’t looking just for a corporate program with an on-site day care, casual Fridays and telecommuting options—all of which are welcome. Participants expressed a desire for autonomy, not just “flex time.” What they want is greater control and the freedom and tools to be self-directed.
"The problem with 'flex time' programs is that managers have the control," the report stated. "Managers can choose to dole out flexibility to workers they deem deserving or not at all."
Focus group participants recommended a multipronged approach to address flexibility issues at the corporate, management and individual levels:
Once a woman identifies her best work style, she might need tools in order to adopt that work style. For example, several Generation Y women reported wanting to work from home occasionally but said they lacked the necessary tools (e.g., a laptop). However, work style is highly individualistic, and not all Generation Y women want to integrate work and life fully. "Work styles should be explored, not assumed," the report advised.
SHRM Online Workplace Flexibility Resource Page
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies