Are You Supporting Your Caregiver Employees?
(Image Credit: Ave Calvar on Unsplash)
The word “caregiver” in the workplace should not be taboo. This month we focus on what your organization can do to assist employees who are also caregivers.
According to the Ontario Caregiver organization, caregivers make up 35% of the Canadian workforce and just across Ontario there are 3.3 million caregivers. Caregivers take on additional responsibilities and care for their family members, partners, friends and neighbours who have physical or mental needs and also devote their time to give the support that is needed along with fulfilling their everyday roles and duties.
Caregivers are everywhere and deserve the recognition that they deserve. However, for some reason the word “caregiver” still remains taboo in many organizations when these organizations should be aiming to help caregivers.
Here are a few ways employers can support their caregiving employees:
1. Understand the Importance of Benefiting Caregivers
The first step as an employer to addressing what your caregiving employees need is to create an open and comfortable space for them to talk about their caregiving responsibilities. Once employees feel comfortable enough to talk about their responsibilities as caregivers, the next step is taking action and showing your employees the benefits you can offer them so they can manage all of their tasks in and out of the organization.
When considering benefits to provide employees who are caregivers, some examples of benefits you can offer are:
Offering paid time off if needed
Creating policies that are clear and inclusive along with communications
Creating and sharing well-being resources
Offering flexible work schedules
Understanding what workplace accommodations may be needed.
By adjusting the work and adding accommodations for your caregiver employees, you are showing that you respect the work that they are doing and are trying to make the organization as comfortable for them as possible.
For more on what employers can do to support their employees, check out these tips from The Government of Canada, Guardian, and The Ontario Caregiver Organization.
2. Implement The Right Toolkits and Resources
Having a toolkit or resources on hand for caregivers can help your organization develop policies and provide support. Providing resources offers information to educate employees and employers on the issues that caregivers face and how to help them maintain a work and life balance.
Resources and toolkits can also help employers and their Human Resources departments become more familiar with an organization’s benefits and what is being provided for caregivers. In relation to this, The Canadian Caregiver Coalition has a great toolkit for employers on how to evaluate your organization to make it more accommodating for caregivers. For example, the toolkit covers everything from knowing the impact that employees who are caregivers have on your organization to ways to create a supportive environment as well.
Another helpful resource is from The Ontario Caregivers Organization which provides a decision aid tool to assess your options. The checklist gives your caregiving employees time to think and reflect on what might be best for them in terms of work and provides a space for the employee to voice their opinion on what they might need from the employer to make their requests possible.
3. Create a Plan for Caregiving Employees
Creating a plan can help to organize the accommodations and schedules your caregiving employees might need to do their jobs to their full potential. A plan can also give your caregiving employees an idea of what would happen if an emergency were to arise with the loved one the employee is caring for and how the organization can help.
A plan can cover situations like what procedures would need to be followed if the caregiving employee needs to suddenly leave or cannot come to work because of their caregiving responsibilities. Other examples of a plan can include providing a private space for the caregiving employee to make calls or make care arrangements for their loved ones, or even having regular check-ins by the employer with the employee to see how they are doing.
By creating a plan, the caregiving employee can focus on their responsibilities in the workplace and also be able to resume their caregiving responsibilities as well and eliminate any fears or concerns the caregiving employee may have about being able to balance both.
Caregivers juggle the tough responsibilities of both full-time jobs and taking care of their loved ones. It is time to offer them the support they need to reach their full potential in and out of the workplace. This month we open the conversation on the importance of assisting caregiving employees and we hope that your organization tries to do the same.