The Business and Professional Women's Foundation estimates that by 2025, 75% of the global workforce will be Gen-Y. As early as next year, this group of younger Americans will already comprise 60% of the employees at companies such as Ernst & Young. And increasingly, companies creating workplace flexibility programs because it makes good business sense, not in the least because that's what their employees demand.
Gen-Y is spearheading this change because they don't want the same work environment their parents had. Between new technology and global workplace dynamics, companies are implementing flexible work arrangements for everyone, inclusive of Gen-Y. A recent Vodafone UK survey illustrates that 90 percent of employers enable work flexibility instead of sticking to traditional hours.
Leading the charge in the shift toward allowing employees to work anywhere around the world, at any time they want, are companies such as Ernst & Young, Aflac, and MITRE, which realize that they need to accommodate employees' personal lives if they want to retain them. "This notion of an eight-hour day is rapidly disappearing simply because we work so virtually and globally," says Maryella Gockel, Ernst & Young's flexibility strategy leader. By understanding Gen-Y's need for workplace flexibility, companies are better able to recruit and grow young talent for the future.
Aside from early adopters of workplace flexibility programs, many other companies are hesitant because of the traditional "command and control" approach laid out for older generations. The challenge these companies face is letting go and trusting their young employees -- even when they are telecommuting or using Facebook regularly at work.
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