United For ALICE at Work

ALICE at Work Unlocks Potential

In a world where hardworking individuals struggle to afford life’s essentials, it’s time to take action and make a change.

United For ALICE at Work helps businesses implement policies that enhance workforce success and sustainability. Partnering with local United Ways and forward-thinking companies, we help employers build strategies to reduce turnover, increase retention and boost engagement.

With 42% of U.S. households facing financial instability, ALICE (Asset Limited, Income Constrained, Employed) workers struggle daily to make ends meet. ALICE at Work responds by offering a comprehensive program for business leaders. The program helps employers understand their workforce through the lens of data and human experience, which fosters dignity, resilience and opportunity.

ALICE at Work provides key offerings, including:

Company data report
Dynamic, real-time course facilitation led by an expert trainer engages participants in interactive sessions, either virtually or in-person. This approach helps businesses refine internal strategies and gain deeper insights into employees' experiences, while ensuring responsiveness to participants' needs.
12-month engagement on action planning to support the implementation of new and adapted processes for ALICE workers.
Successful completion of the course earns 12 SHRM and/or HRCI Professional Development credits.

United Way of Northern New Jersey is recognized by SHRM to offer 12 Professional Development Credits (PDCs) for SHRM-CP^® or SHRM-SCP^® recertification activities. This program has also been pre-approved for 12 recertification credits toward aPHR^®, aPHRiT^™ SPHR^®, GPHR^®, PHR^®, PHRca^®, PHRiT^™ and SPHRiT^™ through the HR Certification Institute^® (HRCI^®).

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Understanding The Basics

What is United For ALICE at Work ALICE Workers Our Solutions Resources to support you in making a difference for ALICE

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Explore Employer Strategies

Find out how business leaders across the U.S. create workforce strategies and solutions that build resilience for employees.

We have to find ways to support our employees. In our organization, we don’t just match your 401k, we contribute whether or not you’re contributing, so we’re helping our people build assets over time. We provide really good health benefits, which is hard to maintain when your healthcare company comes back and says we are going to raise your rates by 28%. Those are the investments that we’ve chosen as an organization, but those are hard financial decisions to make.

– Executive Director, Nonprofit

I’ve gotten to watch the trickle-down effect of what a few dollars can do over the past year. When we pay somebody twenty and twenty-five dollars an hour, all of-a-sudden, literally within weeks or months, you see the stability. Showing up, they don’t have car problems anymore because they took care of things. They were able to pay for a babysitter so they could stay a little late. Just those few dollars translate so quickly into stability and it can make employees better—and they can grow.

– Commercial Real Estate, Builder

At the center of Landmark is the concept that our greatest asset is our employee. But we need to begin by acknowledging the inequity. Don't judge. Understand. One of my favorite Scotsmen, Thomas Carlyle, said, “All work is honorable.” How honorable is it when we look in disdain at certain roles? The solution is putting humanity back in the center.

– Chief Operating Officer, Hospitality Business

It is absolutely critical that business leaders today invest in their existing team members and workforce to make sure that it’s a win-win for everyone, because we know that when our teams are winning and healthy, when our workforce is healthy.

– Executive Director, Nonprofit

People don't decide to no-call, no show. People don't make decisions to be late. There are circumstances behind it. We need to find those circumstances and do what we can before government or anything else does anything to try and rectify them, whether it means giving somebody $400 to fix their windscreen or to institutionalize policies such as mentoring.

– Chief Operating Officer, Hospitality Business