The entry of women, and mothers in particular, into the workforce is not a new concept. For decades now, mothers have ventured out of the home and taken on the dual roles of parent and income earner for their families. Yet despite this change, many workplaces have yet to follow suit, and still lack a system or structure that facilitates work/life alignment. In the following guest post, Allison O’Kelly examines the history of women in the workforce, and recommends a plan of action for those looking to shift the workplace demographic – and achieve a work/life scenario that works for them.

A Career with Flexibility: Getting the Work/Life Scenario You Want

By Allison O’Kelly, founder and CEO of Mom Corps

The dynamic of the American family has changed significantly, based largely on the shift to dual family earners versus the so-called “nuclear” family. Yet the American workforce model seems stuck in the 1950s, when men worked white-collar jobs and women stayed in the home. As the decades progressed, more women attended college and began to forsake domestic labor for paying jobs. “Pink collar” turned into white collar as women ventured into fields once dominated by men.

The U.S. Department of Labor reports that women accounted for 51 percent of all workers in high-paying management, professional and related occupations in 2010. And women are projected to account for 51.2 percent of the increase in total labor force growth between 2008 and 2018. Here’s another BLS statistic: In 1964, about 19 million of the nation's nonfarm employees were women; by 2010, nearly 65 million women had jobs -- a very different face to the workforce.

Conversely, demographic changes on the home front haven’t been nearly as drastic -- culturally, sure, there have been monumental changes, but that’s a different narrative. Families are having slightly fewer children than previous generations, and the definition of family has broadened, but it still generally involves parents and children. And that’s the disconnect.

The absence of holistic change in work-life alignment has left professionals disenchanted and frustrated, wondering how to find more synthesis between these two significant aspects of their lives. Based on my experiences placing professionals at Mom Corps I can confidently say that most professionals can obtain some level of flexibility to obtain that synthesis. Flexible work options are more available than you may think. Companies are becoming more amenable to alternative work programs and the workplace is undergoing a grand shift to Version 2.0. This puts the ball in your court, so plan ahead, be courageous and ask for a change.

Here is a three-step plan of action for getting the work/life scenario you want.

1. Evaluate:  The Families and Work Institute defines “workplace flexibility” as enabling employees to exercise some measure of control over when, where and how much they work. There is no one-size-fits-all approach. First, think about why you want to incorporate flexible aspects into your workday. Will not commuting give you extra hours with your kids? Will the cost savings from lower fuel costs be significant? Does caring for elderly parents require a change? Will focused quiet time outside of work allow you to be more productive? The answers will help you prioritize and provide you a needs/wants analysis for flexibility.
2. Study and prepare: Identify what specific flexibility options your company environment and specific job will realistically allow you to work. Set a meeting with your HR department to see if there is a flexible work plan in place -- many have one, but don’t publicize it. Inquire if other employees are participating in alternative schedules and learn what has worked for them. Research what companies in similar industries are doing and what managers and employees are finding as successful solutions.
3. Propose: Finally, present your manager a plan that outlines your findings and address reasons you anticipate he or she might rebuff your request. Include how you propose to interact with team members from outside the office, how you will remain reachable during work hours, how you have set up a home office, etc. Ask for a trial period so you can prove that a flexible program can work—this also makes it more difficult for your supervisor to turn down a permanent option if there haven’t been disruptions in work during that time. 

If this doesn’t give you the results you seek, perhaps it’s time to review other work options. Having talked with other working parents and prevailed over my own work/life struggles, I think we will advance the effort for everyone by sharing the ideas and actions that have gotten so many of us the alignment we seek. What can you offer others who are looking for flexibility but unsure of how to make it happen?

Allison O'Kelly is the founder and CEO of Mom Corps (www.momcorps.com), a national flexible staffing firm dedicated to connecting progressive employers with professionals seeking flexible work options.