During the 1960s, when only 20% of mothers were in the labor force, employers could safely assume that committed workers in most jobs had someone else caring for their children, elders and ill family members. Those days are long gone. Today, men as well as women need to balance their desire to be responsible employees with their commitment to being responsible parents.

The Center for WorkLife Law provides a range of resources to help employers match today's workplace to today's workforce.

Best practices on work-life and gender equity: For resources to help academic employers retain women in STEM (science, math and engineering), including best work-life policies and the widely acclaimed gender bias bingo, click here.
The Project for Attorney Retention, which offers a wide range of resources for legal employers, was founded by WLL and is now a separate organization. AttorneyRetention.org

Improving work-life fit for hourly workers: Employers of low-wage workers often cope with turnover rates of 80% or higher without recognizing that ineffective scheduling practices drive high turnover and absenteeism and low worker engagement.
For a study and best practices, click here.

Diversity Beyond the Body Count: Too often, diversity initiatives simply document the low number of women and people of color, which does not help employers understand how to remedy this situation. WLL's "Diversity Beyond the Body Count" initiative mobilizes the latest in social science to give employers concrete guidance on how to change evaluation, work allocation and compensation systems to reverse the effects of implicit bias. (Coming soon)

Family responsibilities discrimination (FRD): Motherhood is the strongest trigger for gender bias against women—and men with caregiving responsibilities often encounter even stronger bias. WLL helps employers eliminate "family responsibilities discrimination" through fact sheets, trainings, a model policy, and employer's alerts.
To learn more, click here.