6 Simple Ways To Make Your Workplace Caregiver-Friendly
Is your workplace caregiver-friendly?
Creating a caregiver-friendly environment can improve the workplace for everyone, which is always likely to improve performance too.
No doubt the American workplace could use a serious overhaul when it comes to accommodating the fact that workers have lives outside of the job. The United States, after all, is the only country in the developed world without a national maternity leave policy. Furthermore, it is one of only thirteen countries in the world that does not guarantee paid time off. Yes, there is the Family Medical Leave Act (FMLA), however many workers are not eligible for that benefit. Even when they are it is still unpaid leave.
But we don’t have to wait for a massive fix to start making working more compatible with family responsibilities. Businesses can take some simple steps now to support employees who are caring for family members. Here are 6 surprisingly simple ways to make your workplace more caregiver-friendly:
1. Offer flexible work schedules
According to a survey conducted by Zenefits, an HR software company, 30% of small businesses don’t offer any flexible work benefits. But you can bet that 100% of the people employed by those businesses have work/life conflicts at some point. Flexibility is critical for caregivers – and pretty good for employers too. It allows us to shift our hours to accommodate a home health aide’s schedule, or take a few hours off to bring our parents to the doctor instead of taking the entire day off. It gives us the breathing space we need to accommodate two critical needs – earning a living and caring for family.
2. Create and communicate flex policies
As well as offering flexibility, it is important to create a clear policy for it and then let employees know. The same Zenefits survey revealed “53% of employees say there’s no official flexible work policy in place.” As the report states, “A lack of an official policy might sound insignificant, but it could be a big problem when it comes to ensuring proper use of these arrangements, or even reminding workers of what opportunities are available to them.”
3. Understand benefits and train managers too
Likewise, managers should understand the benefits available to caregiving employees. Don’t assume because there is a policy in a handbook, that your managers know how to access or apply it; make sure they are prepared to support their employees.
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4. Apply benefits equally to childcare, elder care, spousal care, etc. (Talk about them equally too!)
Workers who take time off to care for an adult family member – whether a few hours, a few days, or a few months, often feel “othered” in the workplace. They are the ones taking time off with no advance notice. They are the ones making hushed personal calls at their desks. Their personal stressors and responsibilities are often invisible to the rest of the company. The answer to this isolation isn’t to share their personal business, but rather to normalize all types of care.
Think about it; most companies celebrate maternity leaves with a cake and a baby shower. Do they then bemoan elderly care-leave because of the hole it creates in the staff? Can you imagine not acknowledging the fact that a coworker had a child when they returned from parental leave? How do you support an adult when they return to work after dealing with a major life experience – perhaps the death of a parent? Support all working caregivers in your company by creating policies for “family caregivers,” rather than for mothers, fathers, and others.
5. Tone down the forced fun
Speaking of parties at work, why not ease up on the company outings? Forced company fun can cause a lot of stress for caregivers who feel the pressure to be a part of the team. They understand that missing a round of drinks in the name of team-building comes with unspoken, negative consequences. The truth is, outside of the 20-somethings in your company (and not all of them), nobody wants to go bowling as a team. Nor do they want to take a duck boat tour with their department, or play dodge ball with the CEO. If you don’t believe me, you could ask your employees. But they will probably lie because they think they are supposed to.
6. Preach, and teach, compassion
The simplest way to make your workplace more caregiver-friendly is to cultivate a culture of compassion. A bad manager can torpedo a great employee. So don’t just share the company values – train your leaders on how to implement and embody them. Remember that caregiving isn’t just about time and tasks; it is an emotional and sometimes heartbreaking responsibility. I’m not suggesting we give caregivers a pass at work – if you show up you should be expected to perform your job. But we could give them a break from time to time. The day after taking a family member to the ER, wouldn't you like to hear “How can I make your day easier?” It is so much better than “When do you think you can have that done?” A small and genuine gesture of support can go a long way.
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This post first appeared on WorkingDaughter.com.
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