The Twiga Foundation

What is Twiga? Or Why a giraffe?

The word Twiga is the translation of giraffe in Swahili. From the beginning we recognized that we would be sticking our neck out as an organization supporting family-consciousness at home, in the workplace and in the community. So the giraffe became a symbol of that effort. The giraffe is a gentle animal that is very protective of its young. They are a symbol of love, friendship and flexibility. They often reflect a spiritual element as they rest in a yoga-like position for short periods during the day. As the tallest animal in the world the giraffe exemplifies having a vision of the past, present and future. The giraffe also has the largest heart of any land mammal. There is a tradition in parts of Africa where the symbol of a giraffe is always taken to a business meeting to remember to involve our heart as well as our heads when making important decisions.

What is Workplace Flexibility?

Flexibility is a way to define how and when work gets done and how careers are organized. Workplace flexibility may include*:

• having traditional flextime (setting daily hours within a range periodically)

• having daily flextime

• being allowed to take time off during the work day to address family matters

• being able to take a few days off to care for a sick child without losing pay, having to use vacation days, or make up an excuse for absence

• being able to work some regular hours at home

• being able to take breaks when one wants to

• having a work shift that is desirable

• having complete or a lot of control over work schedule

• being able to work part-time (if currently full-time) or full-time (if currently part-time) in one’s current position

• being able to work a compressed work week

• being able to work part-year in current position

• seldom being required to work paid or unpaid overtime with little or no notice

• believing that one can use flexible work arrangements without jeopardizing job advancement

Aspects of Workplace Flexibility as Measured in the Families and Work Institute’s 2002 National Study of the Changing Workforce. Learn more

Why should employers care about Workplace Flexibility?

Ever since the term “family friendly workplaces” was coined, flexible work options (such as being able to take time off to address family matters, to work some regular hours at home, to change arrival and departure times at work, to move between part-time and full-time work, and so forth) have been thought of as benefits that employers may, or may not, choose to offer employees to help them manage their work as well as their personal or family lives.

Today, we have come to think about workplace flexibility differently. New research from Families and Work Institute (FWI) shows that when employers and employees partner in finding flexible ways to work, both benefit. In other words, working flexibly can not only help employees manage their work and personal responsibilities, it can enhance an employee’s effectiveness on the job, and benefit employers as much as employees. For instance, FWI’s research shows that employees with flexibility are:

• more engaged in their jobs and committed to helping their companies succeed;

• more likely to plan on staying with their employer; and

• more satisfied with their jobs.

(from Workplace Flexibility, A Guide for Employees by Ellen Galinsky, Erin Brown, Lois Backon and Dana E. Friedman, Families and Work Institute)

How can my company apply for the Alfred P. Sloan Award for Business Excellence in Workplace Flexibility?

The 2009 Sloan Awards will be presented in 30 cities this year. If you would like to apply, visit the When Work Works website and click on your city or click here.

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