Jamie Ladge Presentation NE HERC 10-26-2010

8/8/2019 Jamie Ladge Presentation NE HERC 10-26-2010

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College of Business Administration

"Enhanced Employee Health, Well Being, and

Engagement through Dependent Care

Support."Jamie J. Ladge, Ph.D.

Northeastern University

Based on a study done in cooperation with BrightHorizons


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Scenario

Top notch researcher

Awards in teaching excellenceFellowships and research grants

Service recognition

Media darling


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The Emotions Associated with Caring forDependents


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What do we mean by dependent caresupports?

WorkWork--sitesitechildchild carecare

Adult careAdult care

BackBack--upupcarecare forfor

well/mildlywell/mildlyillill childrenchildren


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The Study

Comparison of two groups of respondents parent employees with children under the age

of thirteen:Employees who do not have access to employer-sponsored child or adult care programs

Employees who do have access to, and have

used, child or adult care supports sponsored bytheir employer during the past year


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The Research Questions

Are employees who haveaccess to and utilize

dependent care supportsthrough their workplacehealthier?

Are they more engaged atwork?


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Why is this important?

High levels of stress lead to

Negative health consequences (FWI, 2008)

Lowered productivity (APA, 2007)

Increased absenteeism (Randstad Group, 2007)

Retention issues (Watson Wyatt, 2007, 2008)

Decreased emotional and physical well-being (APA,2007)


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Why is this important?

Sleep loss costs U.S. employers billions.over $100billion annually due to lost productivity, medical expenses,

sick leave (National Sleep Foundation)

Work-family conflict Mood, anxiety and substancedependence disorders (Frone, 2000)

Behavioral health problems cost U.S. employers anestimated $105 billion (National Business Group on Health)

Stress increase minor health problems such asheadaches, upset stomach and insomnia (Families and WorkInstitute)


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Study Findings

Effects of Dependent Care Supports on EmployeeHealth and Well-Being


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2010, Bright Horizons, LLC

Personal Health Concerns Cause Somewhator

VerySignificant Stress

N=3,129

Dependent Care Users Have Less Stress

over Personal Health

0%

5%

10%

15%

20%

25%

30%

35%40%

No Dependent Care

Supports

Dependent Care

Supports

36%

27%


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Reported Productivity Lost Due to Stress (during previous month)

N=3,129

Dependent Care Users Lose Less Productivity

0%

2%

4%

6%

8%

10%

12%

No Dependent re

Supports

Dependent re

Supports

11%

7.6%


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Dependent Care Users Lose Less Productivity Due to

Sleep Problems

Reported Sleep Problems that Affected Job Performance (during previous month)

N=3,129

Fairly or Very Often

0%

2%

4%

6%

8%

10%12

%

14%

No Dependent Care

Supports

Dependent Care

Supports

13%

8%


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Dependent Care Users Report Fewer

Mental Health Issues

Problems Experienced in the Last Month as a Result of StressN=3,129

0% 10% 20% 30% 40% 50%

Lack of

interest, motivation, or

Feelingdepressed or

sad

43%

40%

32%

30%

Dependent care supports No dependent care supports


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Dependent Care Users Report Fewer Mental

Health Issues

0% 10% 20% 30% 40% 50%

Little or no pleasure in doing

things

Down, depressed, or hopeless

46%

49%

29%

37%


Problems Experienced in the Last Month as a Result of StressN=3,129


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Dependent Care Users Report Fewer MajorHealth Issues

0% 5% 10% 15%

Diabetes

High cholesterol

High blood pressure

6%

10%

15%

2%

4%

4%

Depe de t care supports o depe de t care supports

Perce t ofRespo de ts Bei g Treated for Each Co ditio

=3,129


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0% 10% 20% 30% 40% 50% 60% 70%

14%

25%

41%

65%

9%

17%

33%

58%


Health Issues Experienced in the Last Month as a Result of Stress

N=3,129

Headache

Upset stomach/Indigestion

Change in appetite

Feeling faint or dizzy

Dependent Care Users Report Fewer Minor Health Issues


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Employee Engagement

Broad approach looking at quality of overall

work experience:Attitudes toward the organization and the workitself

Relationships with supervisors and co-workers

Workplace culture


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Why Engagement Matters

Organizations with highly engaged

employees.Have higher employee productivity (26% more!)

Have lower turnover risk

Are more successful recruiting top talent

Have higher returns

(Watson Wyatt, 2009)


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Why Engagement Matters

Engaged employees

Are 2 times as likely to be top performersMiss 20% fewer days of work

Exceed or far exceed expectations on their mostrecent performance review (75% of engaged

employees)Are more loyal

(Watson Wyatt, 2009; Towers Perrrin, 2005)


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Dependent Care Supports Positively

Impact Employee Engagement

42%

54%

47%

80%

79%

86%

55%

69%

70%

85%

88%

96%

My job inspires me

I have confidence in the leadership of myorganization to successfully navigate

My organization promotes work/lifebalance

I enjoy working in my position

I intend to stay at my place of work for at leastone year

I have a good relationship with coworkers

Dependent care supports N=1,457


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Dependent Care Supports Positively Impact

Employee Engagement

52%

56%

55%

70%

79%

90%

65%

68%

69%

78%

85%

95%

I look forward to going to work

The mission or purpose of the organizationmakes me feel my job is important

I feel my employer has effectivelycommunicated how the economy is impacting

our organization and the future

My work is valued in the organization

I am proud of the work I do

I feel competent and fully able to handle my job

Dependent care supports N=1,457


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% Net AgreeDependent Care

Supports

N=1,457

No Dependent Care

Supports

N=1,672

My supervisor accommodates me when I have family orpersonal business to take care of e.g., medical

appointments, meeting with childs teacher, etc.91% 73%

I feel comfortable bringing up personal or family issues

with my supervisor.74% 58%

My supervisor really cares about the effects that work

demands have on my personal and family life.62% 45%

I talk regularly to my coworkers about my child(ren) and

family related matters. 74% 64%

My coworkers are understanding when I have personal

business to take care of e.g., medical appointments,

meeting with childs teacher, etc.82% 70%

Dependent Care Supports and

Workplace Culture


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Return on Investment

Improved productivity

Lowered absenteeism

Increased retention

Positioned as employer of choice

Enhanced employee engagement

Healthier workforce reduced healthcarecosts

Health & Wellness, Engagement

Employees who use Dependent Care Supports:Are healthier than individuals who work fororganizations that do not offer dependent caresupports

Report less stress and fewer minor and majormental and physical health issues

Are less likely to report lost work andproductivity due to stress

Are less likely to have considered looking for anew job because their current one is toostressful

Dependent Care Support

Full Service Child Care Back-Up Child Care Adult/Elder Care

Why Offer Dependent Care Supports?


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Bottom Line.

Policies matter.but. Good management matters too

TRUSTME.ITMATTERSESPECIALLYTO ME.

Jamie Ladge Presentation NE HERC 10-26-2010

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