Family-friendly firms hard to come by

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Dear Joan
I have been in my position of marketing and advertising for over 5 years with the same company. I recently returned to work after taking a maternity leave for a few months.

I love being a mom but I'm finding the challenge of being a wife, mother and career woman to be overwhelming! I have made the decision to work part-time.

I have approached my manager about restructuring my position to accommodate less hours. He is very open to the idea but upper management won't approve it. They feel it is not in the best interest of the company (they fear too many others will want to work part-time). We have only a few part-time employees out of a total of 300.

I would like to stay with my company if they would become more flexible with hours. Unfortunately, they have become less flexible in recent years and I don't believe they will make any positive changes in the near future. Therefore I have made the tough decision to move on.

I have read about a number of companies that are becoming flexible with working hours. I plan on sending them resumes. My challenge lies in how to approach a company when I am looking for part-time work. My fear is that a company may view me as "unmotivated" or "lazy," rather than a working mother trying to create a better balance between career and family. I am willing to accept a position with less responsibility and pay.

I would like some advice on how to write a cover letter...Do I state that I am looking for part-time work? Do I get the interview first and then mention it? What kinds of companies typically hire part-time marketing professionals?

Answer:
Unfortunately, most companies haven't changed much when it comes to family-friendly policies. They resist getting involved in their employees' lives and are even more fearful of the cost. The traditional way companies do business is not conducive to creative working arrangements, and many company executives simply don't see this as a core issue. (A Wall Street Journal survey shows over 90 percent of CEO's wives cared for the children--most are now grown-- and didn't work outside the home, which is likely to influence their perspective.)

In a special 14-page report in The Wall Street Journal (June 21, 1993), it reports that companies seem to be more hype than help in situations like yours. Their surveys show 35 percent of 188 companies saying they allowed employees to work at home, while none had more than 3 percent actually doing so. Job-sharing fared worse with only 1 percent using it. Of 759 employers who said they offered child-care assistance, 52 percent offered only a dependent-care spending account.

Even the brave few who have tackled this issue acknowledge that it's a tough road (Johnson & Johnson, Corning, Inc., Xerox Corp., American Express Co., IBM Corp., NationsBank Corp., Aetna Life and Casualty Co., UNUM Corp., U S West Inc.) Most of these have in-house consultants who work full-time at implementation.

Downsizing has hurt the progress of these programs; companies want more from each employee. Managers resist the change and the perceived increase of administration. Add to these barriers the age-old idea that promotability is measured by "face time" --long hours spent in dedicated service-- and there is little doubt that it's going to be slow going.

The good news is that employers with active programs are realizing it as a strength in recruiting good people. They report that allowing employees to work part-time pays off. These employees appreciate their working arrangement; they're motivated and often get as much done as full-timers. In another study by the Conference Board, a business-research group, flextime was shown to reduce tardiness and absenteeism, improve attitudes, and aid recruiting. 80 percent of these companies said it cost them nothing to implement.

What's the bottom line for you? You won't get far telling traditional companies you are looking for part-time work, unless you're responding to an advertised part-time position. You may find small to medium-sized companies are more flexible, since many only need a part-time person. Another promising alternative is non-profit organizations. You may even be able to pursue freelance work in your field.

Another approach is the temporary route. The July issue of "Fortune Magazine" reports a huge growth in rent-exec services. Professionals who register with this new breed of job broker--the interim management firm--can work anywhere from two weeks to two years for an employer, and some are working out of their homes. These assignments offer part-time options.

You might as well tell employers you are looking for part-time work, or you'll waste a lot of time--yours and theirs. To avoid the perception that you don't take your career seriously or you are "lazy," write a sparkling cover letter. Outline your past track record and demonstrate your high energy level and commitment. When you network face-to-face, convince them you are professional and dedicated. Be willing to take on a trial assignment so they can see what you can do. With determination and persistence you'll find a company smart enough to hire you part-time because they know they'll get your "full-time" commitment.

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