Flexible Work Options (general)Statistic # 313In 2001, 13.2% of persons age 55 to 64 and 15% of wage and salary workers age 65 and above were shift workers. All other workers had regular day-time schedules. "This section presents statistics on the labor force; its distribution by occupation and industry affiliation; and the supply of, demand for, and conditions of labor. The chief source of these data is the Current Population Survey (CPS) conducted by the U.S. Census Bureau for the Bureau of Labor Statistics (BLS)." |
Flexible Work Options (general)Statistic # 2147Among the respondents to the 2002 National Study of the Changing Workforce, over 90% had access to health insurance -- paid in part or full by their employers, approximately 80% had employers that contribute to their pension or retirement plans, and 15-19% had access to a high level of flexible work options. (fig 7, p. 5)  Johnson, J. K. M., Pitt-Catsouphes, M., Besen, E., Smyer, M., & Matz-Costa, C. (2008). Quality of employment and life-satisfaction: A relationship that matters for older workers (Issue Brief No. 13). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB13_LifeSatisfaction.pdf Drawing on data from various sources, this issue brief offers insights about how employment experiences affect the life satisfaction of older workers. |
Flexible Work Options (general)Statistic # 2093According to a 2007 GAO analysis of BLS and CPS data, "the proportion of contingent workers [workers that are not full-time, year-round employees] offered pension and health care benefits is much less than that for full-time workers." For example, 76% of fulltime workers are offered employer-sponsored pension benefits, compared to 38% of contingent workers. For health care benefits, 81% of full-time workers were offered employer-sponsored plans, compared to 38% of contingent workers. (Fig. 4, p. 37-38). U. S. Government Accountability Office. (2007). Employer-sponsored health and retirement benefits. Washington, DC: U.S. Government Accountability Office. Retrieved from http://purl.access.gpo.gov/GPO/LPS82868 This report is based on data from three private-sector surveys of employer-sponsored health benefits and two federal surveys that address workforce characteristics and benefits costs and participation rates, including the Current Population Survey (CPS), which is designed and administered jointly by the Bureau of the Census and Bureau of Labor Statistics (BLS), and the Mercer National Survey of Employer-Sponsored Health Plans; Mercer's 2005 database contains information from 2,122 large (over 500) and small (under 500) employers who sponsor health plans. |
Flexible Work Options (general)Statistic # 2091According to a 2007 GAO analysis of BLS and CPS data, "employer's use of contingent workers, workers that are not full-time, year-round employees, has remained constant over the last decade at about 30 percent of the total workforce." Of those contingent workers, 43% are standard part-time workers, 24% are independent contractors, and 14% are self-employed workers. The others are direct-hire temps (7%), on-call workers or day laborers (6%), agency temps (3%), and contract company workers (2%). (Fig. 2, p. 12-13) U. S. Government Accountability Office. (2007). Employer-sponsored health and retirement benefits. Washington, DC: U.S. Government Accountability Office. Retrieved from http://purl.access.gpo.gov/GPO/LPS82868 This report is based on data from three private-sector surveys of employer-sponsored health benefits and two federal surveys that address workforce characteristics and benefits costs and participation rates, including the Current Population Survey (CPS), which is designed and administered jointly by the Bureau of the Census and Bureau of Labor Statistics (BLS), and the Mercer National Survey of Employer-Sponsored Health Plans; Mercer's 2005 database contains information from 2,122 large (over 500) and small (under 500) employers who sponsor health plans. |
Flexible Work Options (general)Statistic # 2089In a 2008 survey of over 2000 U.S. employees, flexible work options were believed to be related to happiness at work by 54% of workers of all ages combined. For specific generational groups, the proportion ranking flexible work options as important were: GenY workers, 52%; GenX, 54%; Baby Boomers, 47%; and Matures 51%. (Fig. 2, p. 9) Ranstad Work Solutions. (2008). The world of work 2008. Rochester, NY: Harris Interactive, Inc. Retrieved from http://www.us.randstad.com/2008WorldofWork.pdf The findings in this report are "based on 3,494 interviews conducted online. Among these are 1,295 employers and 2,199 employees in the United States who completed interviews. The Harris Poll Online panel was the sample source for this research. Two random samples were drawn from the larger population for each segment of employees and employers. All interviews were collected between December 14, 2007 and January 16, 2008. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed full-time or selfemployed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months." |
Flexible Work Options (general)Statistic # 1682When employers were asked in a 2007 study about the extent to which their organizations had implemented flexible work options, 7.6% stated that they had "not at all" established options for employees to work in a flexible manner, 33.8% reported that these options had been established to a "limited extent," 36.2% stated that they were available to a "moderate extent," and 22.4% indicated flexible work options were available to a "great extent." (p. 15) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options (general)Statistic # 1669Only 19.0% of respondants in a 2007 study stated that it is "very true" that their organizations acknowledge supervisors who support effective flexible work arrangements. (p. 16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options (general)Statistic # 1668Organizations responding to a 2007 national survey estimated that similar percentages of their early-career, mid-career, and late-career employees use flexible work options (16.7% early-career, 17.1% mid-career, and 17.3% late-career). (p. 16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options (general)Statistic # 1654Approximately one-quarter (26.2%) of the employers in a 2007 national study stated that it was "very true" that their organizations clearly communicate the importance that working and managing flexibly has for business success. (p. 15) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options (general)Statistic # 1646Flexible cafeteria style benefits plans were offered by 21.5% of employers responding to a 2007 national survey of employers. (p. 12) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options (general)Statistic # 1640In a 2007 national study of employers, only 19.0% of the respondants stated that it is “very true” that their organizations acknowledge supervisors who support effective flexible work arrangements. (p. 16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work / Workplace Flexibility at Boston College. Data on employer response to the aging workforce was gathered for a sample of 578 non-governmental organizations with 50 or more employees. |
Flexible Work Options (general)Statistic # 1602Employers participating in the 2007 National Study of Business Strategy and Workforce Development reported on possible barriers to implementing workplace flexibility. Employers were concerned to a moderate/great extent about abuse of policies (42.3%), the reactions of customers and clients (41.2%), difficulties with supervising employees working in a flexible manner (40.9%), loss of productivity (40.6%), and treating all employees equally (40.1%). (p. 19) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at |
Flexible Work Options (general)Statistic # 1599In the 2007 National Study of Business Strategy and Workforce Development, 7.6% of employers stated that they did not have established options for flexible work, 33.8% reported limited options for flexibility, 36.2% had options available to a "moderate extent," and 22.4% indicated these options were available to a "great extent." (p. 15) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at |
Flexible Work Options (general)Statistic # 1592According to analysis of the National Study of Business Strategy and Workforce Development, the flexible work options offered by the highest percentage of employers to “most/all” of their full-time employees include employees’ ability to: request changes in starting and quitting times from time to time (41.4%); choose a schedule that varies from the typical schedule at the worksite (39.6%); have some control when they take breaks (34.0%); take extended leave for caregiving (30.5%); take paid/unpaid time from work for education or training (27.9%); phase into retirement (25.6%); and have input into the decisions about the amount of paid or unpaid overtime hours that they work (25.5%). (p. 15)  Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at |
Flexible Work Options (general)Statistic # 1591According to analysis of the National Study of Business Strategy and Workforce Development, less than one-fifth (18.9%) of the employers indicated that their organizations link workplace flexibility and overall business effectiveness to a "great extent," but another third (36%) stated that their organizations make this connection to a "moderate extent" (p. 14)  Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at |
Flexible Work Options (general)Statistic # 1531Surveys of older workers consistently find that they indicate a strong preference for being able to use a range of different “flexible work options.” According to analysis of the National Study of the Changing Workforce, over 50% of men and women (52%) reported having access to a moderate level of flexible work options, while only approximately a quarter (20% men, 22% women) reported having access to a limited/no level of flexible work options. Only 28% of men and 26% of women reported having access to a high level of flexible work options. (p. 9, fig. 6)  Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. A. (2005). The diverse employment experiences of older men and women in the workforce. (Research Highlight 02). “This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.” |