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Hey, we hit it big time in the mainstream media!

USA Today just published an op-ed by MomsRising’s own Joan Blades that links business success with issues near and dear to us: Fair pay, workplace flexibility, and respect for the lives and ambitions of all workers. The op-ed covers the growing body of research showing that companies that pay fair wages, as well as offer flexibility and training to even entry-level and lower-skilled employees, do better financially than those that don’t.[1]

How cool is that?

Sadly, too few CEOs and bosses know about this research, which got us thinking…

What if every employer, boss, and business owner knew that offering their employees flexibility, virtual work, non-linear career tracks, and respect for employees’ responsibilities outside of work actually improves  productivity as well as profitability?

Let's start by spreading the word to the very top! Sign a letter encouraging America's top Fortune 500 CEOs to embrace workplace practices that honor employee's responsibilities and aspirations both at work and outside of work.

The research is compelling: “A study of 5,500 employees in one hundred organizations found a direct correlation between worker satisfaction and a firm's profitability, while another found companies with highly committed employees had a 112 percent return to shareholders over three years, compared to only 90 percent for those with average commitment and only 76 percent for companies with workers expressing a low degree of commitment.” – From Joan Blades and Nanette Fondas'  book, "The Custom-Fit Workplace: Choose When, Where, and How to Work and Boost Your Bottom Line."

What are “custom-fit” flexible workplace practices anyway? According to the authors, “The phrase ‘custom-fit’ reminds us that there is no one-size-fits-all answer to the problem of managing work and life.  For high-tech companies, the solution may be a combination of result-only management and virtual work. Cisco, for example, gives all employees the core technology they need to be productive anyplace, anytime--thereby freeing them to just get the work done.   For schools, the best solution for teachers who are parents of young children may be job sharing.  For professional service firms and organizations of knowledge-workers, the solution for many may be several career lane changes.  For some hourly workers, taking an infant to work may keep them from losing income that could send them over the edge.”  (For more information, you can get the book here.)

There are win-win workplace solutions for employers and employees alike. The top CEOs, bosses, and employers can help create a new normal, setting workplace practices that show the most successful companies respect and value all of their workers, while improving their own bottom line.

Moms have a powerful voice in this area since women make over 80% of consumer purchasing decisions--and companies know that moms are more likely to spend money with them when we know that they treat their employees well.

Don't forget to help spreading the word to the very top!  Sign a letter encouraging America's top Fortune 500 CEOs to embrace workplace practices that honor employee's responsibilities and aspirations both at work and outside of work.

*And please click "Like" and "Share" below to spread the word to all your friends, family, and bosses in your life so they too can get informed and take action. Thank you!

Have a wonderful Thanksgiving week!

[1] Blades, Joan "Boost the bottom line: Invest in people," November 22, 2010, USA Today.

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