Declaration of Work Life Flexibility November 12, 2008

1. Declaration of Work Life FlexibilityNovember 12, 2008

2. Genesis of the Idea • Conducted the 2007 People Survey in June. • Of our 9 key drivers, two were: • I am trusted to get my work done within a schedule that works best for me and my clients. (Work Environment, 88%) • My managers/leaders support my work/life flexibility needs. (Work Environment, 74%) • Even with the positive ratings, we also received numerous comments (65% of the 416 comments) were focused on work/life balance issues, mostly negative. • We felt there was a “disconnect” between how the questions were rated and the comments; therefore, we chose this as one of the focus areas for our further analysis.

3. Genesis of the Idea • Using our Root Cause Analysis (RCA) groups, we explored the concepts of work/life balance with all levels. The review indicated: • In one camp there were: • Many who perceived the FWO (flexible work options) as synonymous with a flexible work environment and • Partners / directors (who were not using FWO) who viewed the program as IWO or Inflexible Work Options, i.e., the person who was on the FWO was inflexible as to their hours, so everyone else on the team had to be flexible in getting the job done. • In another camp were: • Those that felt we had a flexible work environment (regardless of FWO) where people tried to be cognizant of everyone’s needs – client, team and individual. • We didn’t publicize the fact very well that we were trying to work with people on their schedules.

4. Genesis of the Idea • As an outcome of the input, we believed that: • More programs weren’t the right answer • That most of leadership valued people’s time and their personal lives and actually had been successful balancing their own work and personal lives throughout their careers. • We needed a “statement” of our EU’s belief about what we believed work environment flexibility meant to us. • One of our functional leaders (Jeff Johannesen) suggested we have fun with the idea and declare our intent to be flexible; hence, the Declaration of Work Environment Flexibility.

5. Actions to Date • Drafted the Declaration of Work Environment Flexibility with input from the HR team and management team. • Management team approved. • At our Partner meeting in Vegas 2008, each partner was asked to read and, if they agreed, to sign the declaration that was printed on large parchment paper formatted to look like the Declaration of Independence. All partners signed. • We prepared and framed copies of this for each location and presented at the Annual Employee Meeting we held in each location or corridor this year.

6. Actions to Date (continued) • It was presented with the following directives: • It was to be hung in the office for all employees and leadership to see and read. • Employees were to read and discuss the concepts as well as raise questions and challenge leadership when this wasn’t happening. Just like the Declaration in 1776, nothing changed overnight and, of course, we’re hoping a revolutionary war doesn’t ensue for the next five years!  • As we presented at each location meeting, a partner received the framed declaration and discussed his / her commitment to valuing the client’s needs, the team’s needs AND the individual’s need for flexibility.

7. Actions to Date (continued) • We surveyed each location following the employee meetings asking input on the following areas: • I support the tenets and principles stated in the Declaration of Work Environment Flexibility. • 84% Agree / 14% No Opinion / 2% Disagree • My office currently abides by the tenets and principles stated in the Declaration of Work Environment Flexibility. • 66% Agree / 21% No Opinion / 12% Disagree • I believe my office and/or line-of-business leadership will continue to improve our work environment flexibility so that my time, my teammates’ time and the client’s needs are in good balance. • 76% Agree / 8% No Opinion / 17% Disagree • Provide one idea that would help your location / LOB support the Declaration of Work Environment Flexibility tenets better.

8. What’s Next? • We will be creating monthly stories around those who have been successful in balancing their work life and their personal life using both those who have been on FWO’s and not. (National has done this for the month of October, so we’re exploring next steps.) • Complete further analysis of the All Employee Survey for our survey action plan. • Surveying within 12 months how well the office / location / leadership supported the tenets or do we need a revolutionary war. 

9. What’s Next? (continued) • Prepare an action plan for continued embracement of the Declaration during our agenda for Work Life Balance Month in October. • Complete “You think I work so hard, but did you know…..” soundbites • Have the Declaration laminated for individuals • Have the Declaration posted in each conference room to encourage reading / referencing in meetings • Take the work life / personal life roundtable agenda to all the other locations / corridors. • Consider 4th of July celebration format for each year! • Explore improvements in scheduling. • Explore improvements in operational efficiencies. • Develop communication strategies for the year • Hold a 4th of July party each year to commemorate the Declaration and openly and honestly evaluate progress

10. Comments / Questions • Some comments on cultural change. • Questions?