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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 BrightHorizons
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College of Business Administration
Scenario
Top notch researcher
Awards in teaching excellenceFellowships and research grants
Service recognition
Media darling
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College of Business Administration
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College of Business Administration
The Emotions Associated with Caring forDependents
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What do we mean by dependent caresupports?
WorkWork--sitesitechildchild carecare
Adult careAdult care
BackBack--upupcarecare forfor
well/mildlywell/mildlyillill childrenchildren
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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 bytheir employer during the past year
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College of Business Administration
The Research Questions
Are employees who haveaccess to and utilize
dependent care supportsthrough their workplacehealthier?
Are they more engaged atwork?
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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)
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College of Business Administration
Why is this important?
Sleep loss costs U.S. employers billions.over $100billion annually due to lost productivity, medical expenses,
sick leave (National Sleep Foundation)
Work-family conflict Mood, anxiety and substancedependence disorders (Frone, 2000)
Behavioral health problems cost U.S. employers anestimated $105 billion (National Business Group on Health)
Stress increase minor health problems such asheadaches, upset stomach and insomnia (Families and WorkInstitute)
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College of Business Administration
Study Findings
Effects of Dependent Care Supports on EmployeeHealth and Well-Being
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College of Business Administration
2010, Bright Horizons, LLC
Personal Health Concerns Cause Somewhator
VerySignificant Stress
N=3,129
Dependent Care Users Have Less Stress
over Personal Health
0%
5%
10%
15%
20%
25%
30%
35%40%
No Dependent Care
Supports
Dependent Care
Supports
36%
27%
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College of Business Administration
2010, Bright Horizons, LLC
Reported Productivity Lost Due to Stress (during previous month)
N=3,129
Dependent Care Users Lose Less Productivity
0%
2%
4%
6%
8%
10%
12%
No Dependent re
Supports
Dependent re
Supports
11%
7.6%
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Users Lose Less Productivity Due to
Sleep Problems
Reported Sleep Problems that Affected Job Performance (during previous month)
N=3,129
Fairly or Very Often
0%
2%
4%
6%
8%
10%12
%
14%
No Dependent Care
Supports
Dependent Care
Supports
13%
8%
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Users Report Fewer
Mental Health Issues
Problems Experienced in the Last Month as a Result of StressN=3,129
0% 10% 20% 30% 40% 50%
Lack of
interest, motivation, or
Feelingdepressed or
sad
43%
40%
32%
30%
Dependent care supports No dependent care supports
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Users Report Fewer Mental
Health Issues
0% 10% 20% 30% 40% 50%
Little or no pleasure in doing
things
Down, depressed, or hopeless
46%
49%
29%
37%
Dependent care supports No dependent care supports
Problems Experienced in the Last Month as a Result of StressN=3,129
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Users Report Fewer MajorHealth Issues
0% 5% 10% 15%
Diabetes
High cholesterol
High blood pressure
6%
10%
15%
2%
4%
4%
Depe de t care supports o depe de t care supports
Perce t ofRespo de ts Bei g Treated for Each Co ditio
=3,129
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College of Business Administration
2010, Bright Horizons, LLC
0% 10% 20% 30% 40% 50% 60% 70%
14%
25%
41%
65%
9%
17%
33%
58%
Dependent care supports No dependent care supports
Health Issues Experienced in the Last Month as a Result of Stress
N=3,129
Headache
Upset stomach/Indigestion
Change in appetite
Feeling faint or dizzy
Dependent Care Users Report Fewer Minor Health Issues
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College of Business Administration
Employee Engagement
Broad approach looking at quality of overall
work experience:Attitudes toward the organization and the workitself
Relationships with supervisors and co-workers
Workplace culture
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College of Business Administration
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)
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College of Business Administration
Why Engagement Matters
Engaged employees
Are 2 times as likely to be top performersMiss 20% fewer days of work
Exceed or far exceed expectations on their mostrecent performance review (75% of engaged
employees)Are more loyal
(Watson Wyatt, 2009; Towers Perrrin, 2005)
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Supports Positively
Impact Employee Engagement
42%
54%
47%
80%
79%
86%
55%
69%
70%
85%
88%
96%
My job inspires me
I have confidence in the leadership of myorganization to successfully navigate
My organization promotes work/lifebalance
I enjoy working in my position
I intend to stay at my place of work for at leastone year
I have a good relationship with coworkers
Dependent care supports N=1,457
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College of Business Administration
2010, Bright Horizons, LLC
Dependent Care Supports Positively Impact
Employee Engagement
52%
56%
55%
70%
79%
90%
65%
68%
69%
78%
85%
95%
I look forward to going to work
The mission or purpose of the organizationmakes me feel my job is important
I feel my employer has effectivelycommunicated how the economy is impacting
our organization and the future
My work is valued in the organization
I am proud of the work I do
I feel competent and fully able to handle my job
Dependent care supports N=1,457
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2010, Bright Horizons, LLC
% Net AgreeDependent Care
Supports
N=1,457
No Dependent Care
Supports
N=1,672
My supervisor accommodates me when I have family orpersonal business to take care of e.g., medical
appointments, meeting with childs teacher, etc.91% 73%
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,
meeting with childs teacher, etc.82% 70%
Dependent Care Supports and
Workplace Culture
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College of Business Administration
Return on Investment
Improved productivity
Lowered absenteeism
Increased retention
Positioned as employer of choice
Enhanced employee engagement
Healthier workforce reduced healthcarecosts
Health & Wellness, Engagement
Employees who use Dependent Care Supports:Are healthier than individuals who work fororganizations that do not offer dependent caresupports
Report less stress and fewer minor and majormental and physical health issues
Are less likely to report lost work andproductivity due to stress
Are less likely to have considered looking for anew job because their current one is toostressful
Dependent Care Support
Full Service Child Care Back-Up Child Care Adult/Elder Care
Why Offer Dependent Care Supports?
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College of Business Administration
Bottom Line.
Policies matter.but. Good management matters too
TRUSTME.ITMATTERSESPECIALLYTO ME.