Promoting Employee Wellbeing: Change Demands, Remove Barriers

September 2022

September is always a busy month and this year it was particularly busy for the Center and our members. For many organizations, this September has meant a renewed push to return to the office and codify new ways of working - with an eye toward (re)building company culture and social connections and enabling a healthy work-life balance. Continue reading.



Employers in 2022: Jacks of All Trades?

July 2022

As we revisit our 2022 Trends, we continue to see employees redefine their relationship to work and demand greater work-life balance from their employers. Despite inflation reaching a 40-year high in June, job growth continues to be strong and many employers are scaling back return to office plans and offering flexible work and perks to attract and retain employees. 

Employers are also expected more than ever to respond to external events and play a role in issues like climate change, economic inequality, and social injustice. According to the 2022 Edelman Trust Barometer, business is by far the most trusted institution and nearly 60% of employees expect their CEOs to take a stand on societal issues. Read more on LinkedIn.


Father’s Day 2022: Why dads still don’t achieve equality on caregiving

June 2022

This Father’s Day marks the 12th year that the Boston College Center for Work & Family has been working to better understand the experiences of today’s working fathers. Over this time, we have published numerous reports, book chapters and journal articles aimed at helping the public and employers better understand the experience of today’s dads, especially with regard to work and family. Our research has focused mainly on the experiences of “white collar” fathers and we have studied a broad range of issues including the transition to fatherhood, at-home dads, millennial fathers, generational differences in fathering, and men’s attitudes about and utilization of parental leave. Read more on LinkedIn.


A Look Ahead: Workforce Challenges and Trends

February 2022 

Over the past two tumultuous years, our Center has dramatically altered our value delivery system in order to meet the needs of our corporate partners, many of the country’s most respected employers, during a time of unparalleled change. In March of 2020, we switched to virtual offerings in order to meet member needs, and were able to do so while continuing a very high level of member satisfaction and engagement.

In spite of the lack of face-to-face contact, we maintained a clear focus and set of offerings by picking objectives that mirrored the concerns of our organizational members. We focused on three issues that were the critical and urgent concerns of those employers. First, was the challenge of addressing race in the workplace which came to the forefront following the killing of George Floyd. Second was striving to achieve gender equality which had always been a mainstream concern for the work-family field. But COVID’s impact on working women / caregivers made this more challenging than ever as women took on the lionshare of not only caregiving but also homeschooling through most of 2020 and 2021. Read more on LinkedIn.


The Burnout Conundrum

December 2021

Benjamin Franklin was talking about fires when he famously said, “An ounce of prevention is worth a pound of cure.” But he could have been talking about burnout. Burnout, like many mental health issues, is growing at an alarming rate and driving employees to leave their jobs in significant numbers. Employers are grappling with the toll it is taking on those left behind and how to address it. 

In a 2021 Visier survey of over 1,000 US employees, 89% reported experiencing some burnout in the past year, 70% would leave their organization for one offering resources to reduce burnout, and flexible work hours were valued more than any other benefit. But what should these resources and benefits look like? And how do you get employees, who are already overworked and overwhelmed, to talk about burnout and utilize what you are offering?  Read more on LinkedIn.


Is the 'Great Quit' really happening and why?

November 2021

Over the summer and early fall as COVID seemed to be winding down, the terms “the Great Resignation” and “the Big Quit” entered the scene. As the economy began to move toward reopening, there was a new concern for organizations to contend with. Would employees return to work and the office? Anecdotal evidence suggested that many employees would opt not to return in person, and if required to, would choose to either (a) leave their present employer or (b) possibly leave the workforce altogether. Read more on LinkedIn.


Returning to normal and the office? I’m not so sure

August 2021

As August approached I was looking forward to a return to campus and teaching my fall class to our University’s seniors. I had the foresight (i.e. blind luck) to not commit to teaching in the 2020-2021 academic year and was happy to have dodged that bullet. The course I teach is a highly personal and interactive one and I couldn’t imagine fostering the same connections for the class while we were all masked and socially distant. But just a couple of weeks ago while prepping for class, looking forward to seeing my colleagues at the Center in-person, and discarding the masks that were scattered everywhere on the home front, life took yet another unexpected turn. Read more on LinkedIn.


As the world reopens, how are we?

May 2021

On Tuesday for the first time in nearly a year, the Commonwealth of Massachusetts reported zero deaths from the Coronavirus. After what has been one of the longest and darkest of winters, at least emotionally, we are seeing the signs of the past year’s burden being lifted. Life is returning to a semblance of normalcy, restaurants and bars are opening, and we can gather with vaccinated friends and family, indoors or out. 

In spite of this feeling of relief, people I speak with and articles I read often discuss a malaise many of us are feeling at present. Not depressed perhaps, but something short of the joie de vivre we felt before the pandemic. In a recent widely read and shared NY Times OpEd, Wharton’s Adam Grant described this feeling as “languishing.” Read more on LinkedIn.