He went happily along with
the nurse, delighted that an activity was waiting for him just down the hall.
That was the day we moved
my father into his new home, a memory care facility. Alzheimer’s had been steadily robbing him of
his identity and all that was familiar in his life. He had become like a special needs
child. And so my life and my business
were going to have to adjust to a significant change; still being my dad’s
advocate, but not being involved in his day to day care.
You are probably thinking,
is this the employment article? Have I
been reading a piece from a medical journal?
This is the employment article, and I want to talk to you about an
overlooked, and often underutilized segment of the workforce… the caregiver. He
/ She can be a hidden source of extra potential for your company.
Here are some sobering
facts and figures:
“Today, someone in the United
States develops Alzheimer's every 65 seconds. By mid-century, someone in the United
States will develop the disease every 33 seconds.”
“A majority of dementia caregivers are women (58 percent). On average,
they are 54 years old—. Employed
dementia caregivers work an average of 34.9 hours per week while caregiving,
and more than half (57 percent) work full time.
Still, a majority of employed caregivers struggle to balance their job
and their caregiving responsibilities.”
National Alliance for Caregiving Research Report
2017.
In recent years, there has
been great focus on the Millennials; the developing workforce. I invite you to
troll the websites of your competitors. There
you will see pictures of staff happily engaging in competitive games of ping
pong, socializing around the company’s coffee bar, and yes… team building
exercises involving pumpkin carving contests.
Along with the Millennial workforce came WIFM… “What’s in it for me?” Companies are concerned about retaining the
latest and greatest. But I suggest another, often overlooked
workforce population… the caregiver.
The caregiver population
is poised to explode. More than likely,
caregivers represent a greater number in your employ than they did just 10
years ago. You have taken great care to
supply the ping pong table, coffee bar, and other Millennial perks, but what
ways support your retention of the caregiver group?
The caregiver employee wants
to work, and all too often financially needs to work, and would
appreciate some work/life options. In
this group, you have a collective of experienced personnel who, while they have
a financial need to work, can usually only put in part-time hours that offer flexibility. This is a workforce that looks different from
the Millennial staff, and would also love to contribute. “Only 53% of employers
offer flexible work hours/paid sick days, 32% offer paid family leave, 23%
offer employee assistance programs, and 22% allow telecommuting regardless of
employee caregiving burden.”
National Alliance for
Caregiving and AARP. (2015). Caregiving in the U.S.
You understand your company’s
culture, and know what makes it thrive.
I am suggesting that this employee group may be an overlooked asset. I encourage you to start company
conversations focusing on new and innovative ways that they can impact your
bottom-line while resolving their needed flexibility. Could their jobs be changed to look more
project based? Could they utilize skills
that have not been tapped but could also greatly contribute to your
organization?
Additionally, there are
very cost-effective educational initiatives that can help this employee group. Perhaps a lunch and learn from the local
chapter of the Alzheimer’s Association.
Maybe coffee breaks can be accompanied by YouTube type videos on a range
of topics such as ways to access dementia-specific training, or guiding your
loved one through the healthcare system (very challenging, having been there
myself), and also how to maintain the very illusive health & well-being of
the caregiver.
National Alliance for Caregiving & National
Alliance for Caregiving Research Report 2017.
Juggling employment and
caregiving is a 24-hour a day, 7 day-a-week situation. By investing in this special population, you
are addressing their real needs, and very possibly ensuring better productivity
and retention for your business. This is
a win-win for all involved.
