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 Bright Horizons

 College of Business Administration

Scenario
Top notch researcher
Awards in teaching excellence
Fellowships and research grants
Service recognition
Media darling
College of Business Administration
 College of Business Administration

The Emotions Associated with Caring for

Dependents
 College of Business Administration

The Emotions Associated with Caring for

Dependents

Fear Anticipation

Anger Sadness Guilt

Excitement Frustration
 College of Business Administration

What do we mean by dependent care

supports?

Back-up
care for
well/mildl Work-site
y child care
ill
children

Adult
care
 College of Business Administration

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 by their
employer during the past year
 College of Business Administration

The Research Questions

Are employees who have
access to and utilize dependent
care supports through their
workplace healthier?
Are they more engaged at
work?
 College of Business Administration

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)
 College of Business Administration

Why is this important?

Sleep loss costs U.S. employers billions….over $100 billion
annually due to lost productivity, medical expenses, sick
leave (National Sleep Foundation)
Work-family conflict  Mood, anxiety and substance
dependence disorders (Frone, 2000)
Behavioral health problems cost U.S. employers an
estimated $105 billion (National Business Group on Health)
Stress  increase minor health problems such as
headaches, upset stomach and insomnia (Families and Work Institute)
 College of Business Administration

Study Findings

Effects of Dependent Care Supports on Employee

Health and Well-Being
 College of Business Administration

Dependent Care Users Have Less Stress

over Personal Health
Personal Health Concerns Cause “Somewhat” or
“Very” Significant Stress
N=3,129
25
40% %
red
35% uc
ti o
30% n
25%
36%
20%
27%
15%
10%
5%
0%
No Dependent Care Dependent Care
Supports Supports
© 2010, Bright Horizons, LLC
 College of Business Administration

Dependent Care Users Lose Less Productivity

Reported Productivity Lost Due to Stress (during previous month)

N=3,129

12%
10% 31
%
re
du
8% cti
on
11%
6%
7.6%
4%
2%
0%
No Dependent Care Dependent Care
Supports Supports
© 2010, Bright Horizons, LLC
 College of Business Administration

Dependent Care Users Lose Less Productivity Due to

Sleep Problems
Reported Sleep Problems that Affected Job Performance (during previous month)
N=3,129
38
%
14% red
uc
tio
12% n
10%
8% 13%
6%
8%
4%
2%
0%
No Dependent Care Dependent Care
Supports Supports
“Fairly” or “Very” Often
© 2010, Bright Horizons, LLC
 College of Business Administration

Dependent Care Users Report Fewer

Mental Health Issues

Problems Experienced in the Last Month as a Result of Stress

N=3,129

30%
Feeling depressed or sad 40%

32.00%
Lack of interest, motivation, or energy 43%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Dependent care supports No dependent care supports

© 2010, Bright Horizons, LLC

 College of Business Administration

Dependent Care Users Report Fewer Mental

Health Issues

Problems Experienced in the Last Month as a Result of Stress

N=3,129

37%
Down, depressed, or hopeless 49%

29.00%
Little or no pleasure in doing things 46%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Dependent care supports No dependent care supports

© 2010, Bright Horizons, LLC

 College of Business Administration

Dependent Care Users Report Fewer Major

Health Issues
Percent of Respondents Being Treated for Each Condition
N=3,129
4.00%
High blood pressure 15%

4%
High cholesterol 10%

2.00%
Diabetes 6%

0% care
Dependent 2% supports
4% 6% No
8% dependent
10% 12%care
14%supports
16%

© 2010, Bright Horizons, LLC

 College of Business Administration

Dependent Care Users Report Fewer Minor Health Issues

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

N=3,129
58.00%
Headache
Headache 65%

Upset stomach/Indigestion
33.00%
41%

Change in appetite 17%

25%

Feeling faint or dizzy

9.00%
14%

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

Dependent care supports No dependent care supports

© 2010, Bright Horizons, LLC

 College of Business Administration

Employee Engagement

Broad approach looking at quality of overall

work experience:
Attitudes toward the organization and the work itself
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)

 College of Business Administration

Why Engagement Matters

Engaged employees…
Are 2 times as likely to be top performers
Miss 20% fewer days of work
Exceed or far exceed expectations on their most
recent performance review (75% of engaged
employees)
Are more loyal
(Watson Wyatt, 2009; Towers Perrrin, 2005)
 College of Business Administration

Dependent Care Supports Positively

Impact Employee Engagement

Dependent care supports N=1,457

I have a good relationship with coworkers
96%
86%

I intend to stay at my place of work for at least one year

88%
79%

I enjoy working in my position

85%
80%

My organization promotes work/life balance

70%
47%

I have confidence in the leadership of my organization to successfully navigate through these tough economic times
69%
54%

My job inspires me
55%
42%

© 2010, Bright Horizons, LLC

 College of Business Administration

Dependent Care Supports Positively Impact

Employee Engagement

Dependent care supports N=1,457

95%
I feel competent and fully able to handle my...
90%

I am proud of the work ...

85%
79%

78%
My work is valued in the organiza...
70%

69%
I feel my employer has effectively communicated how the economy is impacting our organization and the fu...
55%

68%
The mission or purpose of the organization makes me feel my job is impor...
56%

65%
I look forward to going to ...
52%

© 2010, Bright Horizons, LLC

 College of Business Administration

Dependent Care Supports and

Workplace Culture
  % Net Agree
Dependent Care No Dependent Care
Supports Supports
N=1,457 N=1,672
My supervisor accommodates me when I have family or
personal business to take care of — e.g., medical 91% 73%
appointments, meeting with child’s teacher, etc.
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, 82% 70%
meeting with child’s teacher, etc.

© 2010, Bright Horizons, LLC

 College of Business Administration

Why Offer Dependent Care Supports?

 College of Business Administration

Bottom Line….

 Policies matter….but….
 Good management matters too

TRUST ME….IT MATTERS…ESPECIALLY TO ME….