Lilly Eng has a combined title that makes sense: She’s director of diversity and work/life at Allstate Insurance Co., headquartered in Northbrook. Too often, diversity and work/life functions are separate at many large U.S. corporations.
But Eng, who has an MBA and is a certified public accountant, emphasizes that the combination makes sense.
“They go together,” said Eng, who started at Allstate in l984 as an accounting manager.
She moved to human resources in 1994 and has been in her present post since 2001. The company has 40,000 employees nationwide.
“Our workforce is so diverse and you have employees with so many different needs. Unless you can understand the composition of your workforce and unless you’re in tune with employee needs, you can’t develop effective work/life programs. Instead, you’re operating in a vacuum.”
But Eng has the sensitivity needed for her position: She knows the score.
“I understand on a personal level,” said Eng, who is married to Howard Eng, an actuary. They have three college-age children.
“A few years ago, I struggled between a demanding full-time job and the flexibility I needed to care for my late mother-in-law who lived with us until we could find an appropriate nursing facility.”
The director was helped by a “wonderful boss who allowed me to work flexible hours to make the arrangements. The company’s employee assistance program helped with referrals. It took me about three months to find the right place,” she said.
During that time, Eng got all her work done, did it well and “was motivated by the fact that I work for a company that really cares about me. I give 110 percent.”
Shortly thereafter, she was offered her present job.
“It was a huge career change for me, but the experience I had just gone through made me very open to it,” said the director, who has a staff of six.
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Eng also was impressed by the fact Allstate already had in place excellent work/life benefits, such as on-site child care, flexible hours, a fitness center, tuition reimbursement, a barber shop, nail salon, dry cleaning services, an on-site convenience store and employee discount programs.
And one of the first benefits she introduced is right on target: Financial assistance to help eligible employees buy housing near their offices. It allows up to $5,000 for a down payment for a home, according to Eng. In addition to helping, it also reduces commuting time.
The pilot program was introduced in November at Allstate’s two service centers in Vernon Hills, where 900 employees work. Eleven applicants will be chosen.
Samantha DeKoven, a housing associate at the Metropolitan Planning Council in Chicago, says her organization introduced the model and helped Allstate design its program. Allstate has a contract with the Affordable Housing Corporation of Lake County to implement the program.
She adds: “We also have pulled together housing counseling organizations in the region to partner with employers and have worked with the state to make incentives available.”
DeKoven notes there is an Illinois state housing tax credit for employers who invest in housing programs for employees. It pays up to 50 percent of the total program cost.
At Allstate, eligibility is determined by family size and gross household income. Employees who are granted a down payment don’t have to return it if they stay with the company for five years. If they leave, it has to be repaid on a pro-rated basis.
“Employees could also qualify for matching funds from the state and county, which could bring it up to $15,000, which is significant,” said Eng.
“If the pilot program is continued, the benefit will reduce commute time and help employees maintain work/life balance. It will help us attract and retain employees and increase productivity.
“It’s awesome,” she said.
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Carol Kleiman’s columns also appear in Tuesday’s and Thursday’s Business sections. Hear her on WBBM Newsradio 780 at 6:21 p.m. and 10:22 p.m. Mondays and 11:20 a.m. Saturdays. Watch her “Career Coach”segments on CLTV. E-mail [email protected].