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Member Update 
June 2012

In This Issue
Center News
Articles & Resources
Work & Family Roundtable
Global Workforce Roundtable
New England Work & Family Association
About the Center for Work & Family
Executive Director's Corner

Center News

The New Dad: Right at Home 

We were excited to release the latest report in our series on fatherhood The New Dad: Right at Home, authored by Brad Harrington, Fred Van Deusen and Iyar Mazar. We welcome you to share the

Press Release and Full Report with your colleagues.


The topic of Stay-at-Home Dads was the media hit of the year this Father's Day! A sampling of the news coverage for the report includes: Fox 25 Boston Interview, NBC News Story, Time, FoxNews, Boston Globe, Boston Herald, Miami Herald, ABC News, MSNBC, Reuters, Worcester Telegram, WSJ/Marketwatch, Daily Mail, Discovery News, Yahoo! Shine, Globe and Mail, The Good Men Project and many more.


As always, we welcome your thoughts and feedback on the study
!  For all three of the reports in The New Dad series as well as video and media links, please visit The New Dad web page. If you would like to survey the fathers in your organization to better understand their work-life needs, please contact Fred Van Deusen.


Millennials in the Workplace 
The U.S. News and World report article  Millennial Workers: Entitled, Needy, Self-Centered? How true are our perceptions of this generation? quotes Lauren Stiller Rikleen, BCCWF Executive-in-Residence.  Lauren was the author of our Executive Briefing Creating Tomorrow's Leaders: the Expanding Roles of Millennials in the Workplace 
Looking to offer seminars or workshops at your organization on Millennials or other topics related to contemporary workforce management? BCCWF would be happy to partner with you to provide expert-led training.  See our Executive Education page for more information.

Fox 25 Boston Work-Life Wednesdays  

We are pleased to partner with Fox 25 News Boston on a morning news segment featuring issues around work, life and families.  This month, Executive Director Brad Harrington discusses The Changing Role of Fathers and The New Dad StudyWork-Life Wednesday web page    



Part-Time Professional of the Year Award awarded to Jennifer Sabatini Fraone! 

Sponsored by the Talented Alliance of Part-Time Professionals, the Part-time Professional of the Year Award recognizes the valuable contributions made bPart time professional of the yeary individuals who work part-time. Our own Assistant Director Jennifer Sabatini Fraone was recognized as the Part-Time Professional of the Year for 2012!  Congratulations Jennifer!  




Connect with BCCWF! 

The Boston College Center for Work & Family is on Twitter, Facebook, LinkedIn and YouTube! We were recently named one of the top 50 Work-Life experts on Twitter! We hope you'll follow us and share your news and thoughts! We look forward to keeping in touch with you by posting news and links to publications. Also, check out our BCCWF Blog.
Follow us on Twitter  Find us on Facebook  View our profile on LinkedIn  YouTube button
If you have questions, please contact Jennifer Fraone  

Articles & Resources
Work-Life in the Spotlight: The Atlantic article and numerous responses bring issues of career management and work-life integration to the forefront. The Atlantic Cover Story: Why Women Still Can't Have It All by Ann Marie Slaughter has raised the public consciousness and prompted much conversation on work-life issues.  Hundreds of articles and blogs have responded to the original article, including full covereage in the Atlantic section The Myth of Work-Life Balance
Work-Life thought leaders weighing in on to topic included Ellen Galinksy, Kathleen Christensen, Stew Friedman, Joan Williams, this Yahoo! article which quotes Brad Harrington and The New Dad Study, and many more.

Got Global Work and Family Research?
Congratulations to our colleagues at the Work and Family Researchers Network for a Successful Inaugural Conference in New York City! Judi Casey reflects on the event in the Huffington Post.

Employee Engagement: 9 Tips to Help Employees and Leaders Achieve More This article in Talent Management provides concrete tips for how managers and leaders can heo their employees achieve more including goal setting, evaluating motivators and engaging others.

Making Sure 'Busy' Doesn't Lead to Burnout

Driven in part by the sluggish recovery and reduced layers of management, many executives face growing workloads that require longer hours and greater effort. As they try to execute their plans, they must also confront dozens of daily emergencies that constantly pop up via email, phone, text messages and meetings both in-person and virtual.  How can we tame all-consuming work demands without burning out?

Your Next Office: At Home? The Wall Street Journal
The number of employees who work remotely has jumped significantly over the last decade, nearly doubling among all full-time, non-self-employed U.S. workers, and more than tripling for some professions, such as records clerks and insurance underwriters, according to a recent study by The Conference Board.
National Workforce Roundtable

Recent Events 

Spring 2012 Roundtable Meeting: Boston, MA June 6-8, 2Gasson tower trees012

At the meeting, members of the National Workforce Roundtable, along with academic thought leaders, and corporate guest speakers came together to:

  • Analyze the expanding nature of work-life in today's organizations due to the impact of technology, globalization and shifting demographics.
  • Discuss the key components of effective mentoring, coaching, and sponsorship programs and share corporate success stories. 
  • Explore the connections between work, family, happiness, performance, engagement, and health.
  • Hear about the challenges that the global economy, technology, and workload place on work-life integration of employees around the world and creative solutions. 


Meeting Takeaways, a document designed to summarize some of the key learnings from the meeting and translate them into potential actions for organizations, is now available.  Through our Members Only site, you can also access all of the meeting presentations and meeting materials. 


New CWF White Paper

At our Spring Roundtable meeting, we unveiled our latest White Paper,  Moving Work-Life Forward:  Increasing our Relevance and Impact, which looks at the emerging issues that employers must address in order to operate in today's global, technologically enabled, and extremely complex business environment. 


Upcoming Events

Thursday, July 26, 2 pm ET Open Forum Call:  invitation to follow.   


Friday, October 19, 2012 Noon-1 pm ET:Kanter Web Conference Series:  Bosses' perceptions of family-work conflict and women's promotability, Featuring Jenny Hoobler, Associate Professor; Grace Lemmon, PhD Candidate in Organizational Behavior and Human Resource Management and Sandy Wayne, Professor of Managerial Studies, University of Illinois at Chicago 


Save the Date:

Fall 2012 Roundtable Meeting in Boston, MA

November 7-9

All things flex!

  • What is the relationship between flexibility and talent management?
  • Can flexibility help dual career couples excel?
  • Can greater control of time help us control workload?
  • What workplace environment will help older and younger employees thrive?
  • And more!


Listserv Summaries:

The Listserv is a method for members to stay connected and exchange information. It allows virtual "discussion" of work/life related topics.  See member responses to questions around the following topics on our Members Only site: 

Information Requests:

Recent Information Requests compiled for National Workforce Roundtable members are now available online including:




Declining Employee Loyalty: A Casualty of the New Workplace

Some employees are clearly feeling disconnected from their work. Increasing workloads are a common concern for employees and employers should take note.   Attraction, retention, loyalty, productivity, and engagement are some of the results of employers looking at employees as short-term resources rather than a long-term investment. 


Can Social Media Produce Wellness Results?

American Financial Group, or AFG, ran a social media-based walking program through a third-party vendor and saved $9.27 in employee health care costs for every $1 spent on the program. Sprint Nextel Corp. estimates it saved approximately $1.1 million through a companywide fitness challenge launched in 2011 as employees' healthier lifestyles led to fewer medical claims. Despite the advantages social wellness programs offer, employers and wellness vendors should approach cautiously to ensure that employee personal information is secure.


We welcome recommendations, comments, and questions about the Roundtable -- please contact Danielle Hartmann at 617-552-0228 or

Global Workforce Roundtable
Global Logo
Recent Events: Kanter Award Web-conference series 

June 5, 2012:  Is managing the work-family interface worthwhile?  Benefits for employee health and performance. Featuring Elianne van Steenbergen, Assistant Professor Work and Organizational Psychology, Utrecht University


Listserv Summaries: 

The Listserv is a method for members to stay connected and exchange information. It allows virtual "discussion" of work/life related topics.  See member responses to the latest topic on our Members Only site: 


Information Requests:

Recent Information Requests compiled for Global Workforce Roundtable members are now available online: 



Sporting events and absence management

"Making the Call" to Skip Work and Watch Sports

With the European Football Championships upon us and the Olympics about to begin, can your organization leverage their workplace flexibility to maintain productivity, engage your employees while at work, and provided some work and life integration?  These two studies raise awareness about work and sport integration and suggest best practices for organizations.


Have a question about what's happening at the Center for Work & Family?   Please contact us - we always love to hear from you!

New England Work & Family Association
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Recap: 2012 is NEWFA's 20th Anniversary Meeting: Next Generation Workforce and Work-Life.
Lauren Stiller Rikleen, BCCWF Executive-in -Residence kicked off our June NEWFA Meeting with a thought-provoking presentation on the multi-generational workforce and focused on tips for engaging the newest generation, the Millennials.  Lisa Bonner and Bryan Johnson of The Hartford presented information on their organization's innovative Reverse Mentoring Program. The meeting concluded with future perspective on work and life led by Prof. Brad Harrington and BCCWF staff Danielle Hartmann and Jennifer Sabatini Fraone.  A white paper on the future of work-life is in development and will be distributed to BCCWF members within the coming months.  NEWFA Members can view meeting highlights on the Members-Only website (password required).

The date for the fall NEWFA Meeting will be announced soon! 
Have a great summer!

Please contact Jennifer Fraone with suggestions or ideas for future meetings! 

Global and National Roundtable Members receive complimentary membership in NEWFA! If your organization has representatives in New England, we would love to get them involved! For more information about NEWFA, please contact Jennifer Fraone at 617-552-2862 or 

About the Center for Work & Family 


The Boston College Center for Work & Family is committed to enhancing the quality of life of today's workforce by providing leadership for the integration of work and life, an essential for individual, organizational, and community success. Our vision is that employers and communities will work together to ensure their mutual prosperity and the well being of employees and their families.



Bridging Research and Practice

We seek to advance the depth and quality of knowledge in the work-life field and serve as a bridge between academic research and organizational practice.


Transforming Organizations

We believe any work-life initiative is also an organizational change initiative. We help identify and develop organizational models to meet the needs of a contemporary workforce and provide expertise to assist in implementing these changes successfully.


Strengthening Society

We believe employers who recognize and manage the interdependence of work, family, and community build stronger organizations and a more vibrant society.


For more information about the Center for Work & Family visit our website at  or review our CWF brochure.
To contact us please e-mail or call 617-552-2844.
We are appreciative of your support and proud to have your organization as our corporate partner.  Any feedback on this newsletter or about the Center for Work & Family is always welcome!

Jennifer S. Fraone
Assistant Director, Marketing and NEWFA
Boston College Center for Work & Family
Executive Director's Corner
Brad photo


The New Dad: Right at Home 


The message that the American father "ain't who he used to be" has echoed throughout the country and begun to challenge our views of traditional gender roles. As revealed in the Center's previous two research reports in The New Dad series, today's fathers seek to play a much more active role in raising their children, and nowhere is that desire more keenly manifested than in the small but rapidly growing group of stay-at-home fathers.


This month we released the results of our latest study, The New Dad: Right At Home which continued our look at the changing role of fathers in America. The study included in-depth interviews with 31 at-home fathers. While the number of full-time, stay-at-home dads remains small, 3.4% of all stay-at-home parents, that number has doubled over the last decade. Some estimates have put the number of fathers who are now the primary caregivers in the US as high as 2 million. Beyond this number, we are also seeing an attitudinal shift among working men about their role in hands-on parenting. In our 2010 study, The New Dad: Caring, Committed and Conflicted, 53% of the nearly 1,000 fathers we surveyed indicated that they would be comfortable being an at-home father if their spouse had sufficient earnings to allow them to do so. That numbers may suggest that the relatively small number of those who are at-home dads may be "canaries in the coalmine" as all fathers increase their role in caregiving.


The fathers in our current study have made the commitment to be the primary caregivers in their families. Our research sought to better understand why they chose to leave the workforce, the challenges and successes they have experienced, and the impact that being at-home has had on their families, and most especially, their working wives. Some of our significant findings included:


  • In spite of all the media "hype" regarding laid-off fathers who re-invent themselves as full-time caregivers, that image did not match the data we reviewed or our experiences in speaking with at-home fathers. We found that in most cases being at home was a choice, often made by both spouses for pragmatic and value-driven reasons, not simply a reaction to an unanticipated lay-off. An out of work father may be providing dependent care during his period of unemployment, but this may not commit him to identify with the role of at-home father.  
  • Like women who are at-home parents, men who make this decision face a number of obstacles and challenges, which they feel even more acutely than their female counterparts. Feelings of social isolation, loss of an adult network, uncertainty about future career plans, and concerns about how future potential employers will perceive them are all matters of great concern. For example, research we found regarding at-home fathers suggests that feelings of social isolation are significantly greater for men than women.  
  • At-home dads make very good parents. Not only did the fathers we interviewed view themselves as good parents, but their spouses strongly confirmed their assessments. The at-home fathers were clearly devoted to their children and active, involved parents. Much like our image of the competent and caring at-home mom, these fathers are committed to their children, supportive of their spouses, and doing the myriad of daily tasks needed to maintain their households (even if in a few cases their assessment of a clean house fell slightly short of their wives' standards).
  • In addition to exploring the effects of at-home fathering on the men in our study, we also gathered data from the men's spouses. Not surprisingly, we found that having an at-home husband greatly facilitated the careers of their working partners. The overwhelming response from the wives was that this arrangement had enabled them to pursue their careers in a much more assertive fashion without the limitations that virtually all other working mothers experience. 
  • Very often, we focus on work-family conflict and the "burdens and responsibilities" of parenting that mostly fall to American mothers. However, we should not let this conflict / burden paradigm lead us to forget the richness and rewards that also go with parenting. The men we interviewed made it clear that they relish the opportunity to be primary players in their children's lives and were very cognizant of the fact that they were enjoying meaningful relationships with their children that most men never enjoy to the same degree.

Men's involvement in raising the next generation of American children is clearly on the rise. While the number of at-home fathers is still small when compared to fathers who work outside the home, it is clear that most fathers will be more engaged with their children in the future than was the case in the previous generation. While that brings with it new challenges and work-family arrangements for many men (and employers), our research suggests that the benefits of fathers' greater active involvement with their children will likely outweigh the costs in men's lives. As these changes occur, however slowly and awkwardly, we should never forget what a difference a dad makes.


I hope your summer is off to a great start !!


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