ustainability

Ideas for Sustainable Work-Life Balance

Frnzi Threr, Journalist

24.04.2014

"Work-life balance" is a much-discussed topic, but how can you experience it? How can you keep
this term from being merely an empty expression, to which lip service is paid, while its
implementation in our highly computerized and interconnected world, with its 24/7 online office,
does not exactly resemble a paradise? Sustainability is extremely important when it comes to
your human "resources" as well.

"Career and family: checking emails while changing diapers?" Is this a contradiction? This question was the subject of discussion at the 14th
Lifefair Forum, held in April 2014 (see box). The organizers set a good example by arranging childcare during the panel discussion. It was
the first time this had been done, and three children were looked after.
Work is an important part of our lives. Life is work, and work is life. Add to that another factor that is largely shaping and rapidly accelerating
our day-to-day work: the advancement of technology. Bruno Bischoff from Credit Suisse, the host, mentioned this development in his
welcome address. Are technological innovations such as smartphones suitable tools for balancing work and personal lives, or are workers
finding it more and more difficult to draw the line between office time and leisure time? Getting to the theme of the forum, Kuno Spirig from
organizer Lifefair also posed the question of whether writing emails while changing a baby's diaper can actually work, and whether it is even
desirable. The introduction was followed by a speech given by Dr. Hans C. Werner, member of the Group Executive Board at Swisscom.
Afterwards, Dr. Werner took part in a panel discussion. Other members of the panel included Nia Joynson-Romanzina, Global Head of
Diversity & Inclusion at Swiss RE; Brigitte Lchinger, CEO of Lchinger Metallbau; Dr. Lucrezia Meier-Schatz, National Council member and
Managing Director of Pro Familia Switzerland, and Dr. Markus R. Neuhaus, Chairman of the Board of Directors at PwC.
Happy Employees = Successful Company?
The Lifefair Forum focuses on the topics of economy and sustainability. Is it possible to permanently promote the well-being of a company's
workforce? By taking appropriate measures, can a company contribute to its own long-term success? Can or should people be viewed as a
"resource" that at best is utilized "sustainably?"
A look at recent developments from various (mostly major and international) corporations shows they are recognizing and supporting the
needs of their employees. Hans C. Werner, member of Swisscom's Group Executive Board, emphasized that the dynamic changes of our
time are extremely demanding for everyone. However, the changes cannot be stopped. Instead of instituting bans and placing restrictions on
their employees, Werner says companies would be smart to support and strengthen them. That includes permanently maintaining the
employability of their labor force, because only workers who feel free can exploit their full potential and apply it at work.
According to Markus R. Neuhaus, Chairman of the Board of Directors at PricewaterhouseCoopers, taking into account workers' desire for
greater flexibility on the job as a contribution to employee satisfaction leads to increased productivity. From an economic point of view, it
creates a "win-win situation," he said. Workers are better adjusted, and economic output improves.
The Ideal and Its Implementation
The moderator of the panel discussion, Dominique Reber of Hirzel.Neef.Schmid.Counselors, asked the critical question of whether the
subject of work-life balance in public discussions didn't invariably paint a picture of a "workers' paradise." After all, no company is going to
admit that it doesn't care about the satisfaction of its employees and the flexibility of their lifestyle choices. The panel unanimously said no.
Yet, how can companies address hugely diverse needs internally? Does greater flexibility lead to more complexity? Will the good intentions

fail, leaving the idea of a workplace climate that can give consideration to everyone's needs as just an illusion? On this issue, the panel
members pointed to the fact that employees are responsible for themselves. In their opinion, workers should personally decide for what
needs they should request job flexibility during any given stage of life. However, there are consequences to any decision, said Markus R.
Neuhaus. Depending on the project, it may be difficult or impossible to accommodate everything. Kids, part-time work, and maybe some
overseas assignments sometimes you have to make a choice.
Nia Joynson-Romanzina, Global Head of Diversity & Inclusion at Swiss Re, pointed out a Swiss Re initiative dubbed "Own the Way You
Work," which follows four principles. The first rule is "one size does not fit all." Each person has to come up with his or her own system.
Depending on the position, completely different approaches make sense. The next rules are to "work smarter, not longer;" "focus on the team
rather than the individual;" and the workplace must be characterized by an "atmosphere of trust, openness, and transparency." This allows
work models such as job sharing and home offices to be implemented. She added that a strategy of "deep flexibility" should be pursued
certain tasks, meetings, and deadlines remain fixed for employees, but they should be given as much flexibility as possible to divide up and
organize their duties within that framework. Ms. Joynson-Romanzina also expressed her conviction that no technology tools can guarantee
the flexibility and thus the success of a company if their corporate culture is not right. That is tremendously important to the flexibility of
employees and calls for companies to attract and hire the best talent.
Who Bears the Responsibility: Government or Private Industry?
How workers can strike a good balance between work and their personal lives not only depends on the economy but also the underlying
political and social conditions. This point was made by Lucrezia Meier-Schatz, National Council member and General Manager at Pro
Familia Switzerland, who also criticized the lack of day schools, which would promote a work-life balance. She said it was not just companies
that needed to create flexible work models. Schools also need to face up to the new challenges by introducing day schools and structured
daytime activities. "It will take pressure from parents as well as a rethinking by society for Switzerland to make possible what other countries
have been doing naturally for a long time," said Meier-Schatz. She also pointed to the new challenges and addressed the need for corporate
and government leaders to change their mindset. That change is required in order to satisfy the new demands of skilled employees.
Brigitte Lchinger, CEO of Lchinger Metallbau, spoke as a representative of a Swiss SME in the construction industry that can as she put
it hardly implement solutions such as home offices or flexible hours but would try wherever possible. She stated that the issue of work-life
balance was also relevant to SMEs, but that it was not as widely discussed by them as it is by multinational corporations due to the more
limited options.
To implement more flexible work models, it would take a suitable legal framework and an open corporate culture. Companies would benefit
from higher motivation of their employees. Supervisors should attempt to lead their staff by example when it comes to these work models in
order to make them part of the corporate culture. As an example, Nia Joynson-Romanzina cited her principle as a parent and supervisor of
taking only extremely important phone calls between 6 and 8 p.m. in the evening. Moreover, the work-life balance discussion should not be
dismissed as a "women's" issue. It's about combining different aspects of life, and the issue is important to men as well.
Don't Forget the People
The discussion made it apparent that attitudes towards work in Switzerland are shifting. Employees should, according to the consensus
reached by the panel, be given the ability to organize their working lives as they see fit and adjust them to their individual needs. That would
boost motivation on the job and improve results accordingly. The ideal of sustainability should not apply to natural resources only, but also to
working people. That could help prevent burn-out and sickness-related absences. The focus must always remain on individuals themselves
and their well-being.
Lifefair
Lifefair is a thought leadership platform for sustainability, combining the areas of economy, environment, and social
responsibility. The Lifefair Forum is a series of events on the subject of sustainability held in Zurich, with Credit Suisse as
the presenting partner. The 14th Lifefair Forum took place in Zurich on April 3, 2014.
Discussion panelists:

Dr. Hans C. Werner, member of the Group Executive Board at Swisscom (keynote speaker)

Nia Joynson-Romanzina, Global Head of Diversity & Inclusion at Swiss Re

Brigitte Lchinger, CEO of Lchinger Metallbau

Dr. Lucrezia Meier-Schatz, National Council member, General Manager of Pro Familia Switzerland

Dr. Markus R. Neuhaus, Chairman of