Happy to admit, I have been deeply locked into Malcolm Gladwell’s new book, Revenge of the Tipping Point. I am among the early adopters of his work – and even after 25 years, I am happy to let my geek flag fly! 

Now, looking through the rearview mirror, I have enthusiastically brought my curiosity and earbuds (that’s new from 25 years ago!) to listen. Name dropping some of my forever-heros Indra Nooji (you should absolutely listen to her book as well) the former Pepsi CEO who broke through barriers, walls, and built an active offense to correct many of the unspoken ways in which we are not living equally (I know, this is not news).  Gladwell brings new context, a full spectrum of scenarios and outcomes. A “new Revenge” topic focused on women includes the evolution of female occupied board seats. As in the past, Gladwell established, the actual tipping point was 30%-ish.

It was here I got super-energized. I know this one, I thought – it has an economic ending. A McKinsey report from 2020 revealed that companies in the top quartile for gender diversity on their boards were 25% more likely to deliver above-average profitability than companies in the bottom quartile.  Money, the private sector was making more money as a result of their continued effort to fill boardseats with women. Bingo!

However, I also know that there is a severe mid-career drip out of corporate America – this is connected to caregiving. Be it children, parents or other non-negotiable commitments – organizational culture, for the most part, has not elevated benefits in the name of retention. As I like to say – for the benefit of setting individuals up for success however that individual defines it. 

Now, recruitment was paying the price. Poor retention and marred reputations were keeping individuals from applying to join organizations which did not have a track-record of support. 

But 30%

Oh yes, I thought – I like where this is going. In theory, this would mean that if the appetite for adjusted, improved benefits continued to scale and those who as employees, needed such requirements to continue within an organization all that had to happen would be this category of employee would need to hit 30%

WRONG

At least according to most everyone with whom I engage professionally, personally and well, everyone. Including this person I do not know, Daniel Etra whose headline Working parents have reached their breaking point, employers need to rethink 2023 benefits

It was enough to squash that moment of pure joy. 

NOT WRONG

There is nothing wrong with hoping for better. In fact, I would argue that those of us who use our energy to course-correct, especially through a sharp policy and economic lens, are dealing in realistic shifts and long-term improvements with a lovely sprinkle of hope and optimism added for good measure. 

What would be better – to make sense of why, with economic success on the line for organizations this tipping point seemingly does not apply to caregivers.