The structure of the workplace is twenty years behind the times. Inflexible hours place a tremendous squeeze on dual-career families, while stunting the careers of many high-achieving women who "opt out" for lack of flexible alternatives. While studies have demonstrated how increasing flexibility makes good business sense–boosting productivity and keeping high-potential women on board–only the most progressive companies that are adjusting their practices. Many others pay lip service to flexibility, while failing to ensure management buy in. Thus the vast majority of women find themselves in a squeeze; while some manage to eek out personalized solutions, many others are not fortunate enough to have managers willing to "make work work." On the ground I see a great struggle: women who sustain hard-won careers but scramble mightily to fit it all together, often at the expense of weekday time with their children; women who have "opted out" of high-achieving careers but who long to retain an income and outlet for their talent; women who have found a middle ground via entrepreneurial or freelance options, however marginal. Many wish they could take an "off-ramp" yet find an "on-ramp" back when family needs abate, while others simply yearn for flexibility now. This blog aims to explore the state of work-life flexibility today, and to seek models that will enable women, but not only women, to find fulfillment with sanity, to enjoy and care for their children without entirely sacrificing career.