Contact: Mai Browne
Deloitte Services LP
Senior Manager, National Public Relations
212-436-2553
Contact: Barbara Henricks
Cave Henricks Communications
512-301-8936
NEW YORK, September 20, 2007 – Sweeping changes in the way we work, live and build careers are not just on the horizon, they are here and here to stay. In keeping with Deloitte’s reputation for innovative work practices, a new book by two Deloitte executives takes a clear and cogent look at the realities of the workforce and offers a new and innovative model to meet these needs. MASS CAREER CUSTOMIZATION: Aligning the Workplace with Today's Nontraditional Workforce (Harvard Business School Press; September 20, 2007; hardcover), presents an elegant solution to a complex issue – one that can no longer be classified as a women’s issue, a generational difference or a heated debate about work/life balance.
“The workforce has changed, but the workplace has not," said Cathy Benko, Vice Chairman and Chief Talent Officer, Deloitte & Touche USA LLP. “Never before has the collective face of the employee changed so much in so little time. Men and women, Gen Y and Baby Boomers are all looking for alternatives to the one-size-fits all approach of the proverbial corporate ladder.”
Rather than climbing the corporate ladder, authors Benko and Weisberg explain why we'll all be scaling a Corporate Lattice™, providing workers upward momentum but with more and varied paths. Said Benko: "With Mass Career Customization™ (MCC), we're morphing the ladder into a more fluid, adaptive model we term the Corporate Lattice. The core feature of a lattice organization is its ability to continuously match employees' needs and evolving life circumstances with the needs of the business. The MCC framework provides a structured approach for organizations and their people to identify options, make choices, and agree on tradeoffs. MCC articulates a definite, not infinite, set of options along the four core career dimensions—Pace, Workload, Location/Schedule, and Role—as well as the tradeoffs associated with each at any point in time and over time.
Deloitte is now rolling out MCC to 20 percent of the U.S. based employees, and will complete the rollout in fiscal year 2009. The book details learnings from initial pilots conducted between 2005 and early 2007.
“People are already building lattice-like careers by moving in and out of organizations, dialing up or dialing down, but without support or structure from their employers”, explained Anne Weisberg, a director specializing in talent diversity Deloitte Services LP. “MCC is a tool for companies to win back the loyalty of their employees by acknowledging that everyone who has a career also has a life, and by helping their employees manage their career/life fit.”
