Here’s why you want to offer care for caregivers
Ah, school’s out (or almost out) for summer! And suddenly, your employees have to reconfigure their work-life balance, coordinating drop-offs, pick-ups, and a multitude of other caregiving responsibilities.
Did you know that 60% to 75% of your employees do double duty as caregivers? Whether it be a child, an elderly parent or grandparent, another relative, or a neighbor, these responsibilities can conflict with their ability to be their best at work. So, how can you best support your employees who are caregivers?
Start by defining the term for your organization broadly and inclusively so that it goes beyond childcare to encompass caring for other individuals. Along with parenting responsibilities, your definition of caregiving should consider emotional, functional, medical, and social support employees provide to family, friends, and neighbors. Examples can range from accompanying people to doctor’s appointments and managing schedules for multiple people to being available to answer questions via texts or phone calls.
Next, flexibility is one of the most powerful tools you can offer a caregiver. Can they adjust their hours to start slightly later or work a different schedule for parts of the year? Can you allow more work-at-home options during periods when their caregiving responsibilities ramp up?
Next, take a look at your Employee Resource Program to identify or add elements to support caregiving. Promote these services, such as nanny finders, backup or respite care, doctor recommendations, and senior living housing options, to let your employees know all the options available to them. In my experience, HR has amazing caregiver support resources that no one knows about!
Providing and promoting caregiver support is a powerful way to show employees — and candidates — you care. One survey found that 1 in 5 employee caregivers don’t mention their responsibilities because they don’t believe their employers care — and almost half don’t bring it up with employers because they’re afraid it will negatively impact how they are perceived. Talk with your leaders about the prevalence of employees with caregiving responsibilities. Share insights and tips to help them empathize, along with ideas on how to offer flexibility, resources, and respite.