Danielle Shanes, Director, Work Environment—Benefits Planning & Design, The McGraw-Hill Companies
Danielle Shanes joined The McGraw-Hill Companies in 1991 in the brokerage division of Standard & Poor’s. After working in the investment field for seven years, she transferred her skills to human resources. She has held a range of HR positions with increasing responsibility and now designs, implements and communicates retirement, health and welfare, and work-life benefits that are linked to business strategies and overarching corporate initiatives.
She developed and carried out McGraw-Hill’s first-ever work-life strategy, which resulted in placement on the Working Mother Top 100 list. Under her leadership, McGraw-Hill has maintained or improved its list ranking. Additionally, she built the business case for an increase in staff, resources and corporate dollars to support and expand all of the work-life programming in place.
Reed Engel, Director, Wellness Strategies, Mather LifeWays Institute on Aging
Reed Engel oversees the workforce wellness program and is involved in projects aimed at wellness assessment, health coaching, strength training and fall prevention for older adults. Engel has been largely responsible for the paradigm shift at Mather LifeWays with work-life balance and wellness.
With more than 500 employees across 10 sites working three shifts, Engel has taken an integrated approach to health and wellness. He introduced the health risk assessment program, the results of which revealed a significant risk for diabetes and heart disease. To combat this, Engel implemented a 10,000 steps pedometer-based program that promotes both physical activity and proper nutrition. In addition, he began a Wellness Coaching service and made it available to employees and their family members.
David Lock, Founder/Managing Director, Arrows with Soul
A work-life coach and thought leader, David Lock has achieved tremendous milestones in the fields of work-life effectiveness and employee engagement. He developed Arrows with Soul, a holistic work-life integration program based in Singapore.
Lock has appeared on national radio and television and has spoken at numerous local and international conferences on the subject of work-life. He has spoken to key business organizations, policy makers, and associations spreading the message of work-life integration and encouraging greater understanding and acceptance of work-life programs throughout the nation. On the world stage, his work-life philosophy and activism has enthused experts and resulted in numerous professional and personal partnerships with the top consultants in this field.
Nina Madoo, Director of Workplace Strategies, Marriott International
Nina Madoo provides strategic thinking and develops strategies that provide work-life support to all Marriott employees.
She manages Marriott’s work-life programs such as child care resources, eldercare, EAP, flexibility and other programs that meet the complex needs of the diverse workforce. Madoo also focuses on women’s leadership and diversity initiatives and external outreach to present Marriott International as “one of the best” in family-friendly work practices.
Recently, Madoo worked to implement a Teamwork Innovations process to enhance management engagement and work-life effectiveness by reducing nonessential work and increasing flexibility and work efficiencies.
Madoo is active in several work-life organizations, including Boston College’s Center on Aging and Work, Corporate Voices for Working Families and the Conference Board’s Work Life Leadership Council.
2008 Work-Life Innovative Excellence Award Recipients United Services Automobile Association – Personal Balance Tool
The USAA Personal Balance Tool was developed in 2006 as a one-stop, confidential, web-based resource that brings together USAA’s Employee Assistance and work-life programs, employee benefits information, and products and services to help employees and their families meet their unique needs. Among the many benefits of the Web site for employees is that they can self-select subjects to learn, complete self-assessments to validate perceptions, self-educate on a particular life event, learn how and when to discuss concerns with their manager, understand when to seek solutions through professionals (e.g., an EAP counselor), and receive a Personal Action Plan with recommendations and a checklist.
Ernst & Young – EY/Assist’s The Parents Network
The Parents Network supports the needs of Ernst & Young parents of children with special needs. As the prevalence of disabling conditions among children increases in the United States, this family matter has major workplace implications. The Parents Network supports partners and staff by offering a virtual and face-to-face forum to share their experiences, needs and concerns with one another and the firm on an ongoing basis. The network offers insurance advocacy; educational program awareness; and referrals to Web site resources, providers, and local community groups. The experiences of these parents help key decision-makers maximize the firm’s investment in benefits for all employees.
Accenture – Future Leave
Future Leave is a short-term career off and on ramp to address work-life balance needs. As an alternative to the traditional leave of absence, it also provides return-to-work assurances, benefit continuation and the option to budget for the time away. Recognizing that career flexibility is critical to the retention of talent and intellectual capital and after reviewing research on the multigenerational workforce and different work-life priorities and roles for today’s talent, Accenture realized that the “work experience” needed to look past daily or weekly flexibility and address career flexibility. The pilot program has been so successful that it became official policy in the U.S. offices in January 2008.
Rosabeth Moss Kanter Award for Excellence in Work-Family Research
The Kanter Award is a partnership between The Center for Families at Purdue University and The Center for Work and Family at Boston College. It is sponsored by AWLP and given to the authors of the single best piece of work-family research published during a calendar year.
“Pursuing Preferences: The Creation and Resolution of Work Hour Mismatches.”
Mismatches between the number of hours people actually work and the hours they prefer to work are common. With data from Australia, the authors show a fluid labor market in which many mismatches are created and resolved as well as market imperfections. Many mismatches (especially the desire for fewer hours) appear to persist for more than a year, and although a change of employers can resolve mismatches, it can also create them.
Jeremy Reynolds, an associate professor in the University of Georgia’s sociology department, and Lydia Aletraris, a Ph.D. candidate in sociology at the University of Georgia, co-authored “Pursuing Preferences: The Creation and Resolution of Work Hour Mismatches.” The research was published in the August 2006 issue of American Sociological Review, the flagship journal of the American Sociological Association.