We Build Respectful Workplaces

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.


How We Innovate


We envision the fully flexible and inclusive future of work

The focus of early 21st century flexibility was on limited family-friendly options designed for the massive influx of women into the workforce. Informal flextime and occasional work-from-home became common for millions of white collar workers. Although the increasingly educated and mobile workforce came to value time as much as money, employers ignored the motivating power of robust rollout of options as diverse as regular part-time, compressed schedules, phased retirement and variants on remote work. Our deep knowledge in each of these areas and our ability to marry their potential to your company’s strategic goals sets our work apart from any competitor.


We transform the treatment and engagement of an aging workforce 

It is a longstanding habit of employers to treat workers 55 and older as approaching a “sell-by” date. In times of severe retrenchment and cost-cutting, longer tenured and higher salaried employees offer tempting targets. The fact that more mature employees possess valuable and hard-to-replace organizational knowledge is not often part of the equation. Post-COVID such assets will be unusually valuable in rebuilding the economy. While surveys show that up to 60% of 55-year olds would like to continue working and ease into retirement, only 5% of employers offer formal phased and partial retirement programs. We pioneered the mutually respectful phased retirement systems that add value and challenge age discrimination, putting to rest employer, employee and manager implementation concerns.



We incorporate fully flexible workforces into equally flexible workplaces

The near-universal adoption of COVID-driven remote work for the white collar workforce has challenged the need for and nature of costly central offices. Nervous executives and all forms of office developers are rushing to settle on a new office model. The notion of the “hybrid office”, with employees working from home 2-3 days a week with the balance in collaboration-oriented office space is gaining currency. Our research and best practice perspective suggest that this conclusion is premature, based on outdated assumptions. We work with clients to think through and implement the organization’s new ways of working and then create the quantity and quality of central office space that intentionally enriches that work. Exceptional talent demands that workflow, not realtors, shape tomorrow’s offices and their schedules.

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