Since 1986 our principals have pioneered the flexible and inclusive workplace practices that engage employees and fuel business innovation. We partnered with our best practice clients to integrate women into previously hostile environments; to unleash the power of telework and fully remote work; and to secure knowledge transfer and systematic mentoring through thoughtfully designed phased retirement initiatives.
As companies the world over scramble to understand and integrate the enormous disruption and potential of near-universal work from home and the intense talent challenges looming after COVID-19, we possess the knowledge, experience, analytic skills and design acumen to create the mutually respectful cultures that will mark the business winners in the years ahead. We focus on three domains.
ROD provides the research, diagnostic and strategic tools that enable our clients to understand what their current and prospective workforces need and the changes that they must make to remain competitive in the intense search for talent in the years ahead. For three decades we have recognized that we are exiting the industrial era and must reap the full potential of transformed ways of working. We relish partnering with fearless clients who are prepared to drop the exclusive, discriminatory habits of old and treat their employees with the respect and full inclusion they expect and deserve.
While surveys show 60% of 55+ workers want to continue working and ease into retirement, only 5% of employers offer such options. Our firm pioneered the mutually respectful phased retirement systems that add value in multiple ways: the retention of mature contributors on reduced schedules, the capture and transfer of vital knowledge, and the creation of long sought-after intergenerational development pathways. The mainstreaming of part-time schedules open up similar possibilities for other populations, while the defeat of age bias strengthens such success with other forms of discrimination. Our proven models and tools virtually eliminate the risk that discourages many employers from pursuing this option.
While a mixture of public entities and private employers will inevitably share in the delivery of skills ranging from STEM components to a range of operational capabilities, the transformational process we are undergoing demands the provision of core interactive skills that enable a truly inclusive workplace. Our public and private institutions fail to cultivate the deep communication, conflict resolution and collaboration capabilities that are essential for diverse, team-centric, remote and goal-driven workforces. Our Mutual Respect framework is a live, habit-oriented transformational regimen that provides a foundation for all forms of operational skills development. It requires and represents a serious investment of private capital in the social capital necessary for success in the post-industrial workplace.
These priorities have not diminished, and in fact have only intensified in the wake of the pandemic. According to a September, 2021 study by Donald Sull and Charles Sull in MIT Sloan Management Review, the most crucial factor in a positive employee experience is that leaders, managers, and peers treat employees with respect. The study points out:
“…the single best predictor of a company’s culture score is whether employees feel respected at work. Respect is not only the most important factor; it stands head and shoulders above other cultural elements in terms of its importance. Respect is nearly 18 times as important as the typical feature in our model in predicting a company’s overall culture rating.”
Your phased retirement expertise helped more than you might realize. Our enrollment is very high and we continue to get great feedback. Your support was critical.
We continue to be pleased with the thoroughness and attention to detail you delivered on all of our “Freedom to Work” program design and materials. We haven’t run into any big issues we hadn’t anticipated.
I have attended a lot of training here focusing on bias awareness, communication, etc. The Mutual Respect process goes far beyond those with a focus on confronting and overriding bad habits.
Rupert & Company has been co-creator and co-champion of our innovative Managing through Cancer initiative. Working with our diverse membership and user base, they consistently overcame challenges in ways that served everyone. We all won.
Rupert’s web-based tools are a wonderful platform for making decisions and training users. Their business-based view of flexibility’s role in engaging talent and enhancing productivity enabled our senior leadership to buy in to our Flexibility Initiative.
Rupert & Company has worked with Sodexo for several years, helping us design and implement highly strategic and effective formal Flexible Work Arrangements as well as a consistent approach to informal flexibility.
The Mutual Respect process has opened up the dialogue between very diverse management & staff, greatly increasing our ability to work together across our many differences. Patient flow, staff satisfaction and patient and family feedback are greatly improved.