As Guilford Technical Community College (GTCC) celebrates its Family Forward NC® Employer Certification, the institution is strengthening its commitment to creating a supportive environment for faculty and staff.

Dr. Anthony (Tony) J. Clarke, Ph.D., president of GTCC, learned about the certification in 2023 through the Greensboro Chamber of Commerce.  After several months of consideration, he decided to move forward with the process.

His motivation was twofold:

• He wanted to support the Chamber’s efforts to enhance Greensboro’s reputation as a destination for talent. “We want Greensboro to be a place where people start and continue their careers,” Dr. Clarke says. “By getting certified, we knew we could contribute to the economic development initiatives aimed at strengthening Greensboro’s workforce.”
• He saw value in taking inventory of GTCC’s existing family-friendly practices. “I knew we were doing a lot of different things, but this certification process allowed us to evaluate our benefits and identify both strengths and potential opportunities for improvement,” Dr. Clarke says.

How healthcare benefits make a big difference

GTCC provides substantial healthcare coverage, contributing $674.62 per month for each full-time employee’s medical insurance. Employees pay as little as $25 or $50 monthly for their coverage, depending on the plan selected and completion of a non-smoking attestation.

“This type of plan would be almost impossible to find outside of state government,” says Dr. Cheryl Bryant-Shanks, associate vice president of human resources at GTCC. “Some of our more experienced employees recognize the value of that. Some of our employees who haven’t worked in many places don’t realize that it is not unusual to pay a few hundred dollars a month for your healthcare.”

In addition, GTCC’s Employee Assistance Program (EAP) provides extensive support that extends to employees’ family members and continues up to 90 days post-employment. Services address a wide range of needs, from mental health concerns like depression and anxiety to practical matters such as childcare referrals, financial wellness, and credit counseling.

Parental leave that supports family bonding

GTCC’s parental leave policy provides eight weeks of paid leave after a parent gives birth to a child and four weeks of paid leave when the qualifying event occurs, which means an employee becomes a parent to a child (through adoption, foster care, and other legal placement).  Employees may use additional accrued paid or unpaid leave beyond these periods with approval, potentially extending their time away to 12 weeks or more while maintaining job security.

“As a college that supports the development of students, we certainly understand the importance of family bonding,” Dr. Bryant-Shanks says. “Also, for nursing moms, we provide spaces across our campuses that are comfortable, private, and have refrigerators for storage.”

Navigating academic flexibility challenges

One of the challenges for educational institutions is balancing workplace flexibility with the demands of face-to-face instruction and student services.

“In academics, everyone is working for the same goal, but the job descriptions and hours for faculty and staff are different,” Dr. Clarke says.

GTCC has implemented creative solutions, including summer hours that allow employees to leave earlier on Fridays during summer months, and a flex-time program for exempt employees. The institution also offers a personal observance day, allowing employees to select a day of personal significance — religious, cultural or otherwise — for paid time off.

What’s next? 

As GTCC refines its approach to supporting employees, Dr. Clarke sees the Family Forward NC® certification as an internal assessment tool and an external recruitment advantage.

GTCC is also looking at ways to measure the impact of their family-friendly policies, potentially modifying their annual employee survey to “get a little more granular into people’s perception of the benefits and how to use them,” Dr. Clarke says.

By placing people at the center of its mission, GTCC continues to create a workplace where employees can bring their best selves to work — ultimately benefiting both staff and the students they serve.

“We help people move forward,” Dr. Clarke says. “And as we say, we make amazing happen.”

Sample Benefits:

• Medical: Medical insurance is subsidized for employee-only coverage, with employees contributing $25 or $50 per month, depending on the plan option selected and completion of the non-tobacco attestation.
• Dental: 100% college-paid employee-only dental coverage for eligible employees.
• Disability Leave: Short-term and/or long-term disability coverage for eligible employees.
• Employee Support: Mental Health/Employee Assistance Program (EAP).
• Family Leave: Paid parental leave is up to 8 weeks; employees may use additional accrued paid or unpaid leave (12+) with approval.
• Health and Wellness: Activities throughout the year (relaxation, healthy eating, yoga, walking club/challenges, financial planning and access to extensive educational resources).
• Other Leaves: Paid sick, annual, personal leave (for faculty), personal observance leave, and voluntary shared leave (for eligible employees).
• Regular part-time employees earn leave on a pro-rated basis.
• Supplemental Retirement: 401(k), 403(b) and NC 457 plans available for all employees.

More than fifty business leaders recently attended our “North Carolina Economic Update” discussion with Chris Chung, Executive Director of the Economic Development Partnership of North Carolina. The event also featured a panel discussion with Family Forward NC Certified Employers, including:

• Gary Graham, President, Graham Personnel Services
• Elizabeth Bostian, Chief Financial Officer, First Bank
• Damali Orozco, HR Senior Director, Procter and Gamble
• Theresa Roedersheimer, Executive Director, NC Early Childhood Foundation

The message was clear: Family-friendly workplaces aren’t just a nice perk — they’re the bedrock of North Carolina’s strong community and competitive economy.

“What we’ve learned as an industry in the economic development sector is that childcare is probably one of those most pronounced barriers that hold people back from employment,” Chung says.

Roedersheimer, Executive Director at NC Early Childhood Foundation, added early childhood development plays a role in shaping future workforce capabilities because 90% of a child’s brain develops in the first five years of life.

“Forming secure relationships and having a safe place for your child to go when you’re at work matters so much,” Roedersheimer. “Just having the child know that when their caregiver drops them off and is going to come back — and they feel safe and happy where they’re at — can make a big difference in a child’s life.”

Access to quality child care matters so much because in North Carolina, almost 70% of young children aren’t reading proficiently by the end of third grade, she said. This underscores the importance of supporting families and providing access to quality early childhood education.

Real Stories, Real Impact

The panelists shared the challenges and successes of creating workplaces where parents and caregivers can succeed.

Bostian, Chief Financial Officer at First Bank, shared her journey as a working mom, navigating the balance of career and family. She emphasized the importance of a supportive culture, where employees feel empowered to voice their needs without fear of judgment.

“We’ve created a culture where everyone knows they can say what they need,” Bostian says. “These policies have created a place where people are proud to work. I also encourage fellow leaders to mention their children at work because we need to set the tone that models work-life balance.”

This attitude has led to improved talent acquisition and retention. Bostian said they’ve been able to attract high-level talent from competitors because people are willing to take pay cuts for a more supportive work environment.

“We’re getting a ton of talent from people leaving their old jobs — and willing to accept a pay cut because they know they’ll be treated like human beings with lives outside of their job,” Bostian says.

Orozco, HR Senior Director at Procter and Gamble, said what was most rewarding about going through the certification process was having employees fill out the Family Forward NC employee survey. This survey is required for certification.

“The survey gave us a lot of deep insights that we wouldn’t normally have,” Orozco says. “Now, we have a data set that we can use to build awareness among leaders, managers and employees.”

Because Procter and Gamble’s workforce is 70% men, they wanted to attract more women to the industry. But in the manufacturing industry, the hours typically aren’t traditional or consistent, which can be tough for working moms.

“One of the biggest changes we made was adjusting our shift schedule,” Orozco says. “Instead of rotating days and nights — which was a big competitive disadvantage — we changed it to a fixed schedule.”

Graham, President of Graham Personnel Services, encouraged fellow business leaders to get certified because he’s seen first-hand how it has helped his company grow.

“How can your people take care of your customers if they’re worried about their family? The answer is clear: They can’t,” Graham says. “Talent has the choice. And so I think everyone who is looking to acquire, keep and engage talent — taking care of your people is a core piece of that. We’ve seen a lot of positive revenue growth. And I think a lot of that has to do with the way we treat our people.”

Graham also highlighted the value of the certification process because it caused him to look more closely at internal company policies and make some positive changes for employees. He encouraged employers to apply.

“Getting certified is an easy, straightforward process and it can happen quickly,” Graham says. “I would encourage all business leaders to learn more about getting certified.”

Get Certified! 

So far, more than 18,000 employees in Greater Greensboro work for Certified businesses. Do you want to join the list? Learn more.

Greensboro, NC – July 16, 2024 – Action Greensboro and the Greensboro Chamber of Commerce are proud to report a significant milestone in our commitment to supporting families: More than 10,000 employees in the Greater Greensboro community work for companies that are Family Forward NC ® Certified Employers. This achievement underscores Greensboro’s dedication to fostering a work environment that prioritizes the well-being of employees and their families.

The Family Forward NC certification recognizes companies that go above and beyond to provide family-friendly policies and practices. These policies include:

• Flexible work arrangements
• Parental leave policies
• Childcare support or subsidies
• Wellness programs
• Health benefits
• Tuition assistance programs

“Reaching 10,000 employees is a validation of the growing number of businesses in Greensboro that understand the importance of investing in their employees’ well-being,” says Cecelia Thompson, executive director of Action Greensboro. “These companies are not only creating a more supportive and inclusive workplace, but also contribute to a stronger and more resilient community.”

The Society for Human Resource Management (SHRM) cited a recent survey that said the top three reasons people leave a job are lack of career opportunities/development, health and family issues, and work/life imbalance. This trifecta of answers underscores the importance of family-friendly policies in attracting and retaining top talent.

Mike Gillis, partner and CEO of DMJPS PLLC, said being a Family Forward NC certified employer will make it easier to recruit new talent in a tight labor market.

“My generation was in the office every day, wearing a suit and tie and cranking out work,” Gillis says. “Recruiting great young professionals and retaining them can be challenging — they saw everything our generation gave up for a job; and they don’t want to do the same thing. This certification is a testament to our commitment to creating a workplace where employees feel valued and supported, personally and professionally.”

Looking ahead, Action Greensboro has set an ambitious goal of having 85,000 employees working for Family Forward NC certified employers by 2025.

“This milestone of 10,000 employees is just the beginning,” Thompson says. “We’re creating a new normal in Greensboro, where ‘family-friendly’ isn’t just a buzzword, but a fundamental aspect of our work culture. We hope to inspire other communities in North Carolina to follow our lead and prioritize the well-being of working families everywhere.”

To learn about certified employers, new family friendly workplace resources, and trends in these workplace benefits, follow Family Forward NC on LinkedIn.

About Action Greensboro

Action Greensboro, together with the Chamber of Commerce, serves as the city’s primary economic and community development group. Formed in 2001, Action Greensboro is comprised of eight local charitable foundations. In collaboration with business, higher education, and municipal government, Action Greensboro works to strengthen Greensboro’s economy and ensure the continuation of its excellent quality of life.

About Family Forward NC

Family Forward NC improves children’s health and well-being and keeps North Carolina’s businesses competitive by inspiring employer-led change to increase access to research-based, family-friendly practices — big and small — that improve workplace productivity, recruitment and retention; grow a strong economy; and support children’s healthy development. To date, Family Forward NC has engaged with more than 9,500 employers across North Carolina.

Family Forward Certified Employers receive access to exclusive programming to support their continued journey toward becoming family-friendly workplaces, along with marketing materials to help them promote their certification and an employee assessment of current policies and practices. Certified employers are also listed as part of the online Family Forward NC Employer Directory.

Want to learn more?

Read our Certification Overview
Apply to become certified!
Check out our directory of certified employers to learn more about their policies and practices.