We pioneer 21st century flexible and respectful workplaces.

Our proven innovations deliver superior recruitment and retention in an era of historically tight labor markets and the upending of traditional career models.

Checking the box of informal flextime or work at home fails to meet the most pressing and growing need of employees of all ages to deal with challenges of lifelong caregiving, significant breaks for continuing education and working well past traditional retirement age. We partner with pioneering employers to create the future of work.

How We Innovate

Age-Inclusive Workplaces

We build the future of work
The focus of 20th century flexibility was on family-friendly options for the massive influx of women into the workforce. Millions of these and other workers now approach the so-called “retirement years.” Longer and healthier lives and the erosion of financial prospects have broken the model of terminating employees in their 50s and early 60s. A new career model requires multiple changes that our team can design and support. 

Flexible & Phased Retirement

We engage older workers

10,000 Boomers a day reach age 65. Many are retired too early, taking vital labor, engagement and knowledge with them. Sixty percent want to work longer and/or ease into retirement; only 5% of employers offer extended and phased exits. We pioneered the mutually respectful systems that add value and challenge age discrimination, putting to rest employer, employee and manager implementation concerns.


Inclusive Flexibility

We transform potential

21st century flexibility respects employee needs and employer demands over the lifecycle. Our proven Classic toolkits offer guidance and monitoring that deepen the quantity, quality and equity of flexible work. Our Inclusive respectful management systems guide staff and managers through challenging life events including child rearing and eldercare, continuing education and the disruptions of health challenges.

According to the 2016 SHRM Employee Job Satisfaction and Engagement Survey:

Client Kudos

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.

Phased Retirement Initiative Abbvie

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.

Phased Retirement Retention Program Abbott

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.

Strengthening Respectful Behavior International Monetary Fund

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.

Managing through Chronic Conditions Cosmetic Executive Women/Cancer and Careers

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.

Flexibility Initiative for Global Retention Amgen

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.

Comprehensive Formal/Informal Flexibility Sodexo

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.

Hospital-wide Mutual Respect Initiative St. John’s Hospital Queens