Colorado Essentials for Childhood is a partnership of stakeholders who are committed to a future where children and families thrive in the places where they live, learn, work and play. Our ultimate goal is to prevent and reduce child abuse and neglect in our state.

Increase family-friendly employment practices

Current Activities

Community level strategies:
  • implement and/or fortify existing evidence-informed, family-friendly endorsement system that includes incentives for businesses. 
  • further develop and support business roundtables of companies in support of family-friendly practices and policies (including existing business roundtable). 
Societal level strategies:
  • engage legislators and business leaders to support tax incentives for businesses that meet family-friendly criteria. 
  • engage legislators and business leaders to increase Colorado’s living wage covered by minimum wage. 
  • engage legislators and business leaders to increase parents’ abilities to take paid leave to care for children

Return On Investment

The Impact of Family-Friendly Benefits 
The majority of professionals in Human Resources Director positions or above rated benefits like on-site child care and back-up elder care as very effective for attracting and retaining employees. As flexibility policies become more widespread, organizations must find other ways to differentiate and compete for top talent 
Benefits and Policies Lead to Many Important Organizational Outcomes Offering family-friendly benefits/policies led to the decrease in many negative outcomes such as, absenteeism and turnover. It led to the increase of job satisfaction, diversity, employee referrals, and the attraction of the right people to the organization.  

By simply offering  Supportive Work-Life Organizational Culture, there is an effect on organizational outcomes (particularly engagement and job satisfaction), which is good news for employers concerned about utilization costs. The most impact on positive employee outcomes occurred when organizations offered benefits/policies AND fostered a culture of organizational work-life support. Organizations that are work-life Integrators have employees who are more satisfied, engaged, and less likely to turnover versus organizations who are work-life separators.

Champion Agencies

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