Outcome Goal 3.2: Workplace Flexibility

Provide workplace flexibility for family and personal care-giving.

Other Information:

The Secretary’s definition of a “good job” recognizes that a good job allows for worklife flexibility. On March 31, 2010, the Council of Economic Advisers released a report presenting an economic perspective on flexible workplace policies and practices. The Work-Life Balance and the Economics of Workplace Flexibility report highlights changes in American society over the past half century, including the increased number of women entering the labor force, the prevalence of families where all adults work, increasing eldercare responsibilities, and the rising importance of continuing education. 50 These changes are among those that have increased the need for flexibility in the workplace. Changing demographics in recent decades have resulted in more women in the work force and more families in which both parents work. These changes have heightened the need to have flexible workplaces so Americans can care for their children and increasingly for their aging parents. In addition, the increased availability of assistive technologies and improved communication technologies provides opportunities for individuals with disabilities to enter and remain in the workplace following an injury or a new physical or mental condition or to use remote-work options to remain in the workforce. WHD, ODEP, and WB have developed strategies that take into account such factors.

Stakeholder(s):

• Families


• Personal Care-Givers

Indicator(s):

Indicator:1

Content