Stacy Conrad’s Post

We all hear about and/or use work-life balance policies, but how effective are they? 🎉 In our recent publication in the Annual Review of Organizational Psychology and Organizational Behavior, coauthored by Wendy Casper, Shelia Hyde, Ph.D., SHRM-SCP, myself, Faezeh (Mehrafarid) Amirkamali, and Julie Wayne, we identify eight barriers to policy inclusivity that we theorize are linked to reduced effectiveness: 💡 a narrow definition of family 💡 focusing on work-family rather than work-nonwork balance 💡 low policy awareness 💡 practical constraints of access 💡 overlooking vulnerable workers 💡 nature of the job 💡 supervisor attitudes and behaviors 💡 unsupportive organizational cultures Want to read more about what this could mean for organizations, ways to improve, + areas for future research? Check out the link in comments. https://lnkd.in/gCqjtuqH #research #scholarship #inclusion #worklifebalance

Today's workplaces are changing. With different generations blended together, there is a bigger gap between attitudes, ideals and expectations about work life balance and the meaning of career.     Gen-Xers like myself were always work-focused although we did start to buck workplace practices in favour of greater freedom. Our clan grew up with the firm belief that relationships were everything in business. Enter the ambitious Milennials who were quick to outsmart the Gen-Exers with their digital prowess but whose humanitarian conscience fueled a need for their work to 'feel good'. They brought a nice balance to the team. While those gaps might be wider they make our workplaces more interesting, challenging and progressive. People always work better when diversity is the norm, shared differences isn't frowned upon and and leadership isn’t hanging on to the practices of yesterday.   The future looks bright. What’s your workplace like? #businessleadership #workplace #recruitment

Creating an atmosphere where women have equal opportunity and support to grow professionally while keeping a healthy balance between work and home life is a key component of women empowerment in the workplace, with a focus on work-life balance. Here's how work-life balance contributes to women's empowerment in the workplace: - Providing equal opportunities for career development through flexible work schedules. - Fostering helpful work-life balance environments to reduce burnout. - Enhancing retention and engagement of talented women employees. - Improving productivity through effective work-life balance practices. - Offering leadership development opportunities tailored to women's needs. Eventually, prioritizing work-life balance in the workplace contributes to women empowerment by creating a supportive and inclusive environment where women can succeed professionally while maintaining fulfilling personal lives. #womenempowerment #empowerment #worklifebalance #coaching

The Intersectionality of Work-Life Balance: Navigating the Nuances of Cultural Expectations and Equity Read More: https://lnkd.in/ew3b-SDD In a world that champions diversity and inclusivity, work-life balance has emerged as a pivotal concept, embodying the quintessential strugg...

🔹 Join 600+ next week! How belonging impacts wellbeing and workplace productivity. Free 50 minute d&i Leaders online conversation with audience Q&A on 30 April - 11:05am to 11:55am GMT. Join Rob Bravo, Arti Kashyap-Aynsley and Ali Beresford for this interactive conversation exploring: ▪️ The Psychology of Belonging – understanding how belonging (or the lack thereof) in the workplace affects mental and emotional well-being ▪️ Beyond Labels – seeing employees as whole individuals rather than just a part of their identity is crucial for creating a true sense of belonging ▪️ When Belonging is Broken – recognizing the consequences of a lack of belonging and how that impacts the individual and the business ▪️ Getting to Better – transforming work culture through a holistic, systemic approach that ultimately enhances employee wellbeing and productivity 600+ attendees already confirmed. For more details and to register your free place, click here: https://lnkd.in/epnciQXw Organised in partnership with Talking Talent #DILeaders #Diversity #Inclusion #HumanResources

🔹 Join 600+ next week! How belonging impacts wellbeing and workplace productivity. Free 50 minute d&i Leaders online conversation with audience Q&A on 30 April - 11:05am to 11:55am GMT. Join Rob Bravo, Arti Kashyap-Aynsley and Ali Beresford for this interactive conversation exploring: ▪️ The Psychology of Belonging – understanding how belonging (or the lack thereof) in the workplace affects mental and emotional well-being ▪️ Beyond Labels – seeing employees as whole individuals rather than just a part of their identity is crucial for creating a true sense of belonging ▪️ When Belonging is Broken – recognizing the consequences of a lack of belonging and how that impacts the individual and the business ▪️ Getting to Better – transforming work culture through a holistic, systemic approach that ultimately enhances employee wellbeing and productivity 600+ attendees already confirmed. For more details and to register your free place, click here: https://lnkd.in/epnciQXw Organised in partnership with Talking Talent #DILeaders #Diversity #Inclusion #HumanResources

How do inclusive leaders address requests for increased work-life balance? Because well-being is key to ensuring employees stay engaged and do their best work, employers have a responsibility to instill rhythm into work cultures, Cass R. Cooper, MHR, explains in a column for CRN. Here are some ways she says you can address the intersection between well-being and diversity, equity, inclusion and belonging (DEIB) and focus on building programs and initiatives that do the same:

How do inclusive leaders address requests for increased work-life balance? Because well-being is key to ensuring employees stay engaged and do their best work, employers have a responsibility to instill rhythm into work cultures, Cass R. Cooper, MHR, explains in a column for CRN. Here are some ways she says you can address the intersection between well-being and diversity, equity, inclusion and belonging (DEIB) and focus on building programs and initiatives that do the same:

How do you make work-life balance feel more equitable for single, younger Gen Z employees? Loved Rebecca Dobrzynski, SPHR via Hebba Youssef take on this: 1) Normalize General Boundaries: Encourage everyone to use concise language when discussing availability. For instance, instead of sharing detailed personal reasons for leaving on time (i.e. I have to pick up the kids), simply state, "I have to leave at my normal end time due to personal obligations." 2) Leadership Influence: If you’re in a leadership position, champion this behavior by setting a clear example. Encouraging this approach among all levels of management can make a substantial difference. 3) Privacy and Professionalism: Train your leaders to respect privacy and reject overly detailed explanations about time off. Emphasizing that "PTO is a benefit everyone is entitled to" helps maintain a respectful and professional workplace. 4) Empower Flexibility Equally: Ensure that the responsibility to cover extra shifts or work late isn't disproportionately placed on those perceived as more flexible due to their personal life. By fostering a culture where personal boundaries are respected without needing justification, we can make significant strides toward truly equitable workplaces.

📢 Why Work-Life Balance Matters for Senior Women Leaders in Health and Social Care As senior women leaders in health and social care, we often juggle immense professional responsibilities alongside personal commitments. The stakes are high, and the work is deeply rewarding—but it’s also easy to burn out without clear boundaries. Here’s why maintaining a healthy work-life balance is essential for us to thrive: 1️⃣ Sustained Excellence Requires Rest Health and social care demands emotional resilience, sharp decision-making, and innovative thinking. None of these are possible without rest and recovery. Clear boundaries ensure we have the energy and focus to lead effectively. 2️⃣ Modeling Healthy Behavior As leaders, we set the tone for our teams. By prioritising balance, we show that well-being is a strength, not a weakness. This empowers others to do the same, creating a healthier workplace culture. 3️⃣ Strategic Leadership, Not Reactive Work Stepping away from the constant grind allows us to focus on long-term strategies instead of just firefighting. Time to reflect and recharge enhances our ability to guide teams toward meaningful, sustainable outcomes. Practical Tips for Boundaries: - Set non-negotiable “off” hours. - Delegate effectively—trust your team! - Reframe self-care as a leadership strategy. - Communicate boundaries openly with colleagues. To lead with impact, we must first care for ourselves. By creating space for rest, reflection, and renewal, we not only excel in our roles but also pave the way for the next generation of women leaders in health and social care.