Julia Hartz Quotes

I have a supportive family and an outstanding team, but I also have a flexible work schedule that allows me, at least some of the time, to get to the kids' school program or the doctor visits when I need to. So family-friendly work schedules have become more of a passion of mine, and the cost of childcare is also a huge issue.

As women, we're presented this false choice that is either our children or our work. But I don't think I fully understood the paradox until I had a child. I bring my son to work and let other parents do the same. I am very intentional about the workplace that I create, and my son is a big part of that.

Being transparent about parental leave and pay policies will help build a workplace culture where men also feel supported in taking on their fair share of caring responsibilities.

What I don't underestimate is everybody's deal is different and everybody's deal makes it difficult. And so it is incumbent upon employers to create flexible work environments that allow people to fulfill their professional and personal lives in a way that works for themselves.

The workplace should have a place where the kids can visit. They should have places at the mother's or the father's work where professionals can have their kids visit them whenever they feel like it.

You can't be a great mum and work the whole time necessarily; those two things aren't ideal. We have an awful lot to work on and to debate about in relation to our working lives, because it isn't working for a lot of people, particularly for a lot of women.

We must make working life more human.

'Job Killer.' Those are the two words you are most likely to hear uttered by most American CEOs when confronted with proposals to enact family-friendly work policies.

If we are to create a new agenda for family/work policies, employers and employees have to take a seat at the same table and recognize their mutual gains.

I'm just paid to do whatever I want to do. Some of the time it's development, and some of the time it's just goofing off.

The Chili Peppers have a real strict two-week on/two-week off policy - aside from me, everybody has families.

I have an office in my house and one about five minutes from my house. I worked solely out of my house for many years, but find, with children, that I have to be in a different ZIP code to think.

Since coming to Congress in 1971, I have been fighting to help create an environment where the goals of the National Work and the Family Month can become a reality.

I always supported the women I worked with having time off to go to parent-teacher conferences and doctors' appointments or bringing their infants into the office.

If you look at the workforce and the way our laws work around so many issues, it's as if women are supposed to retrofit themselves into a workplace that was never created for them.

Working parents, working families, and expectant workers are vital members of our workforce. Ensuring their success is how we maintain our global economic advantage.

As intense as our work is, I try my hardest to live my life so that people in my office feel they can work at 'Frontline' and be parents if they choose to. This goes for the men as well.

Family-supportive policies, which enable women to remain and progress in paid employment and encourage men to take their fair share of care work, are crucial to achieving gender equality at work.

What I want in my career is different to what I wanted when I was 21. It's got to be something that keeps my family together, that allows me to be present in their lives.

A workplace culture where fathers are encouraged to take paternity leave would result in stronger families, a more equal labour market and a better economy.

If workplaces that enlist happiness consultants really care about worker satisfaction, why not offer better maternity and paternity policies? Daycare options? They could advise managers to stop calling workers to come in on weekends or expect them to answer emails late on weeknights.

Many of the things we do at Basecamp would be considered unusual at most companies: paying for employees' hobbies, allowing our team to work from anywhere, even footing the bill for fresh fruits and veggies in our staff members' homes.

Allowing our staff to mix their life with work only makes them more productive and in love with the work that they're doing.

I'm working from home a lot. That's very unusual because I'm away a lot, sometimes working on the other side of the world for long periods of time. So, it's hard to manage in the sense that I want to be the best dad I can be but it's almost harder when you have your kids outside the door.

As an actor, I'm in such a privileged position because my work is job by job. If something doesn't fit in with family life, there's more flexibility.