Changes in attitudes not latitudes
The workforce has changed dramatically. I recently saw this demonstrated in the New Dad Study by the Boston College Center for Work & Family. In the study they showed how many households are now dual income (more than 80%), and how more than 50% of those earning college and advanced degrees are now women.
I also recently went to a workplace flexibility event focused on flex in higher education. After that event I was talking with another attendee who said the current problem for some colleges attracting great workers is that they not only need to have an opening for the great worker they want, there also needs to be an interesting job opening nearby for that worker’s spouse. If you have a college in a traditional college town, that’s not so easy. In an urban setting like Boston where the conference was held – much easier. So many more rural colleges are losing out on talent.
Which leads to an article I read today by Dr. John Sullivan. In it he contends that your company cannot possibly hire the best talent if you limit it to those who are willing to commute to your office.
After all it’s not just one worker you need to find a place for, it’s more often 2. And if you’re not offering remote work options, and their spouse’s company isn’t offering remote work options that’s a big risk for families to take – possibly sacrificing a tried & true workplace to experiment with one that hasn’t yet proven itself. Not to mention moving costs, school disruptions, etc.
Interestingly I’m in this debate myself. I’m in the initial phase of interviewing with a company. But me working there needs to work not just for me – it also must work for my already-happily-employed spouse and our family dynamic. As I’m in the first date phase of this workplace relationship we haven’t gotten to the who lives where conversation yet. But you know it will come up…and I already live in a major metro area.
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