Written by L&T Contributor: Hannah Lacy

There is a large majority of the workforce that often remains unsupported by leaders, management, and workplace policies. This is the caregiving population and according to the Harvard Business School study titled The Caring Company, 73% of employees have some type of caregiving responsibility. This means the majority of employees are working a second shift outside the office. They are the unsung heroes who dedicate themselves to caring for others, whether it’s for children, elderly parents, family members with disabilities, or individuals with chronic illnesses.

In today’s rapidly evolving society, where work-life balance is increasingly prioritized, it is crucial for organizations to recognize and support the needs of caregivers. In order to retain employees and continue to attract a diverse talent pool, the all-or-nothing workplace has to change. Blended workforce models that allow for flexibility and measure impact over hours are a way to keep caregivers in. The integration of caregivers into the workforce not only benefits individuals and families but also contributes to the success and well-being of companies.

Enhancing Employee Engagement and Retention

By providing support for caregivers, companies can foster a sense of loyalty and commitment among their employees. Caregivers face unique challenges in balancing their professional and personal responsibilities, and when organizations acknowledge and address these challenges, they cultivate a positive work environment. This, in turn, boosts employee engagement and satisfaction, leading to higher retention rates. A study conducted by the Boston College Center for Work & Family found that employees who felt supported in managing their work and family responsibilities were more likely to stay with their organizations for the long term. A workforce that feels supported is more likely to stay motivated and productive, reducing turnover and associated costs.

Attracting Top Talent

In today’s competitive job market, offering family-friendly policies and benefits can give companies a competitive edge in attracting and retaining top talent. Prospective employees often consider work-life balance as a critical factor when evaluating potential employers. A study conducted by Working Mother Media found that 97% of working mothers considered work-life balance programs to be an important factor when evaluating job opportunities. By implementing policies such as flexible working hours, remote work options, parental leave, and childcare assistance, organizations demonstrate their commitment to supporting working caregivers. This attracts highly skilled individuals who are seeking a workplace that aligns with their personal and professional goals.

Boosting Diversity and Inclusion

Supporting caregivers in the workplace is an essential step towards building a diverse and inclusive workforce. By providing adequate support to caregivers, companies can help bridge the gender gap and create equal opportunities for all employees. Policies that facilitate parental leave, offer lactation rooms, and provide childcare resources can help remove barriers that often disproportionately affect women in the workforce. Embracing diversity and inclusion fosters creativity, innovation, and a wider range of perspectives, resulting in stronger and more successful organizations.

A report by McKinsey & Company called “Women in the Workplace 2020” emphasized the link between supportive workplace policies and gender diversity. It found that companies with more gender-diverse executive teams were 25% more likely to have above-average profitability.

Increased Productivity and Engagement

When employees feel supported in balancing their work and family responsibilities, their overall well-being improves. Reduced stress levels, improved mental health, and a better work-life balance all contribute to increased productivity and engagement. A study published in the Journal of Marriage and Family found that employees who had access to flexible work arrangements experienced higher job satisfaction and increased commitment to their organizations. When employees are confident that their needs are being met both at work and at home, they can devote their full attention and energy to their job responsibilities. Furthermore, organizations that offer workplace flexibility and family-friendly policies often witness a decrease in absenteeism and presenteeism, as employees are more likely to be present and focused when they feel supported.

Positive Corporate Reputation

Organizations that prioritize and support caregivers establish a positive corporate reputation in the eyes of employees, customers, and the public. Being recognized as a family-friendly employer helps build trust, loyalty, and brand equity. Word-of-mouth recommendations from satisfied employees can attract not only customers but also potential talent. The 2020 Edelman Trust Barometer reported that 63% of employees consider the company’s treatment of its employees as one of the most important factors when assessing a company’s reputation. Additionally, as consumers become increasingly socially conscious, they are more likely to support businesses that prioritize the well-being of their employees. According to a study by Cone Communications, 76% of consumers are more likely to trust a company that supports its employees’ well-being. A strong corporate reputation can lead to improved recruitment outcomes, customer loyalty, and positive media coverage.

Economic Contribution

Caregiving has a significant economic impact. Many caregivers have to reduce their work hours, take extended leaves of absence, or even quit their jobs to fulfill their caregiving responsibilities. According to a report by AARP, in 2020, approximately 53 million adults in the United States provided unpaid care to an adult or child, resulting in an estimated economic value of $470 billion. Recognizing the economic contribution of caregivers is vital, as their sacrifices often come at a personal cost, including decreased income, diminished retirement savings, and limited career advancement opportunities.

Supporting Caregiving Employees: Building a Better Work Environment for All

Companies have a unique opportunity to create a supportive work environment that recognizes and accommodates the needs of caregiving employees. By implementing caregiver-friendly policies and initiatives, organizations can not only retain valuable talent but also foster a culture of empathy and work-life balance. Here are some ways companies can support their caregiving employees while creating a better work environment for all:

Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options, flexible hours, or compressed workweeks, allows caregiving employees to manage their responsibilities effectively. Flexibility enables caregivers to attend medical appointments, handle emergencies, and balance work and personal commitments.

Blended Workforce Models: Enabling non-traditional ways of working through a blended, layered workforce model, comprised of FTEs, independent workers and vendors, advances access for caregivers, resulting in a more diverse and inclusive workforce for employers.

Paid Family Leave: Implementing paid family leave policies provides caregivers with the opportunity to take time off to care for their loved ones without sacrificing their financial security. Paid family leave recognizes the importance of caregiving and promotes a healthy work-life integration.

Childcare Support: Onsite childcare or childcare stipends are benefits some companies are including to support their caregiving employees. Companies such as JCPenney are leading the way to support their caregiving employees as part of their DEI efforts and policies. According to Biz Journals, JCPenney partnered with the childcare network WeeCare to provide childcare benefits to i’s 50,000 employees across the US.

Employee Assistance Programs (EAP): EAPs can offer counseling services, financial planning, and work-life balance support to all employees, including caregivers. EAPs provide a confidential space for employees to address personal and caregiving-related challenges, promoting mental health and well-being.

Caregiver Resource Groups: Establishing caregiver resource groups within organizations allows employees with caregiving responsibilities to connect, share experiences, and access valuable resources. These groups foster a sense of community and support among caregivers, reducing feelings of isolation.

Training and Education: Providing training and educational opportunities related to caregiving, such as workshops on managing caregiver stress or navigating healthcare systems, equips employees with the knowledge and skills necessary to balance their caregiving responsibilities effectively.

Managerial Support and Flexibility: Managers play a crucial role in supporting caregiving employees. By fostering an open and supportive dialogue, managers can offer flexibility, understanding, and realistic expectations. This approach allows caregivers to feel valued and supported in the workplace.

Health and Wellness Programs: Companies can prioritize employee health and wellness by offering comprehensive wellness programs. These programs may include access to fitness facilities, mental health resources, and wellness initiatives that address the unique needs of caregiving employees.

Workplace Policies: Reviewing and revising workplace policies to accommodate the needs of caregivers can make a significant impact. Policies such as paid time off for caregiving, bereavement leave, or job protection for caregivers can alleviate stress and provide a sense of security.

Conclusion

The importance of supporting caregivers in the workplace cannot be overstated. By implementing family-friendly policies, creating as supportive environment, and enabling non-traditional ways of working through a blended workforce model, organizations can attract and retain top talent, enhance employee engagement, and foster diversity and inclusion. The benefits extend beyond the individuals and families involved, positively impacting productivity, corporate reputation, and the overall success of the organization. Embracing the needs of working parents and caregivers is a win-win situation that promotes a healthier work-life balance and paves the way for a more inclusive and prosperous future.

Additional resources

 “Avoiding the All-Or-Nothing Workplace: Enabling People to Operate at their Highest & Best Use™”  is an open-source playbook authored by L&T Founder & CEO Brea Starmer built to empower you with the information and frameworks you need to de-risk P&Ls, unlock skills agility to keep pace with customers and competition and create access to more diverse and inclusive talent, driving profitability and innovation.

Source: Harvard Business School study titled The Caring Company

Source: Boston College Center for Work & Family

Source: A study conducted by Working Mother Media

Source: McKinsey & Company called “Women in the Workplace 2020”

Source: A study published in the Journal of Marriage and Family

Source: The 2020 Edelman Trust Barometer

Source: study by Cone Communications

Source: report by AARP

Source: Biz Journals