Case Study Summaries (companies F-M)

IBM's Global Partnership for Workforce Flexibility is an initiative to identify barriers to flexibility in the workplace and develop strategies to overcome those obstacles. Using employee survey data, countries developed action plans to address the issues that existed in their area and had to be able to deliver measurable outcomes. Some actions that have resulted from this strategy include POWR (a web-based tool to address workload), mobility and efforts to make IBM feel like a smaller community.

Maria Ferris
Manager, Work/Life & Women's Initiatives
Ph: 919-388-8362
mferris@us.ibm.com

Joan Giue
Ph: 914-766-3108
jgent@us.ibm.com

Andre'a Jackson
Manager, Worklife Mobility & Flexibility
andreaj@us.ibm.com

Jim Sinocchi
Director, Diversity Communications
Ph: 914-765-6638
sinocchi@us.ibm.com

In order to create a more flexible-friendly work culture, JPMorganChase formed a Work-Life Task Force that is changing the way people think about work and productivity within the company, and encouraging employees and managers to find flexible work solutions for meeting personal and business demands. The Task Force, a council of 16 senior-level executives representing a range of JPMC business units globally, evaluates the corporate culture around flexibility through employee surveys, identifies problem areas, and formulates action steps for improvement.

Christine Fossaceca
Vice President, Work-Life Solutions
Corporate Human Resources
Ph: 212-552-3804
Christine.A.Fossaceca@chase.com

KPMG LLP recently implemented a new tool called the Reduced Workload Model to foster an even greater culture of workplace flexibility, which includes such flexible work options as flextime, job sharing, and part-time work. The Reduced Workload Model was established to boost usage of flexibility by attempting to eliminate the perceived penalty of working a reduced schedule by decreasing an employee's chargeable hours to be commensurate with their workload. The Reduced Workload Model creates equity among employees by ensuring that users of flexible work arrangements have similar opportunities for career progression and for meeting and exceeding goals.

Barbara Wankoff
Director, Workplace Solutions
Ph: 201-307-7569
bwankoff@kpmg.com

Laura Sheridan
Corporate Communications
Ph: 201-505-3889
lsheridan@kpmg.com

Merck conducted a 2-part assessment in order to measure and understand the extent to which employees have flexibility beyond formal policies and tools. This included a self-assessment, which continually updates as employees change their work arrangements, and an anonymous survey to capture perceptions of flexibility.

Olga Beattie
908-423-4274
olga_beattie@merck.com

Tony Plohoros, Director of Media Relations
Ph: 908-423-3644
tony_plohoros@merck.com



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