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A number of workplace-trend surveys of benefits and employee job satisfaction show a fading rather than growing emphasis on work/life balance, in spite of the many demographic trends suggesting that work/life balance would be gaining more attention. Many employers continue to experiment with innovative approaches to help employees make the most of their time and balance their responsibilities. Demographic and social trends suggest that demand for work/life balance will grow in the years ahead. While many employers may currently be reluctant to expand offerings, employers who continue to think creatively about how they can support their employees' work/life balance needs may be rewarded by a more loyal workforce and stronger employer brand.

The baby boomers are getting ready to wind down careers and retire while Gen Yers are moving into the workforce, bringing values that emphasize a balanced approach to work and personal responsibilities. Meanwhile, women have overtaken men in educational attainment and are gaining leverage in a labor market where highly educated workers are in demand. With these demographic and social changes, employers are responding by dramatically restructuring their approaches to work/life balance.

Except they're not. A number of workplace-trend surveys of benefits and employee job satisfaction show a fading rather than growing emphasis on work/life balance, in spite of the many demographic trends suggesting that work/ life balance would be gaining more attention.

For example, HR professionals surveyed in the latest Society for Human Resource Management (SHRM) Workplace Forecast rate the implications of baby boomers retiring, an aging workforce, the need to develop retention strategies for the current and future workforce, and demographic shifts leading to a shortage of highly skilled workers among the top 10 trends they suspect will impact the workplace and the HR profession in the years ahead. Only 20 percent report that their organizations are planning to implement policies aimed at encouraging better work/life balance.

Similarly, a look at the changes during the last few years in the types of benefits employers are offering- documented in the SHRM 2008 Employee Benefits survey report-does not show any significant rise in the number of employers with flexible working or family-friendly benefits and even indicates a decline in benefits such as formal phased retirement programs, vacation purchase plans and paid family leave.

The economy is likely to be a key reason why work/ life balance has moved to the back burner. In a downturn, employees may focus on holding on to jobs and health benefits. Indeed, the SHRM 2008 Job Satisfaction survey report saw work/life balance drop off the list of the five most important job satisfaction factors as rated by employees for the first time since the survey began in 2004. That year, 62 percent of the employee respondents rated the "flexibility to balance life and work issues" as "very important." In 2008, only 44 percent did. Now, the No. 1 satisfaction factor is job security followed closely by benefits and compensation.

Concerns about the economy may be leading employees and employers to place less emphasis on work/life balance- but that doesn't mean the issue has gone away.

Many employers continue to experiment with innovative approaches to help employees make the most of their time and balance their responsibilities. Demographic and social trends suggest that demand for work/life balance will grow in the years ahead. While many employers may currently be reluctant to expand offerings, employers who continue to think creatively about how they can support their employees' work/life balance needs may be rewarded by a more loyal workforce and stronger employer brand.