supporting carers at work
Carers – who are they?
Whether they’re mothers, fathers, sisters, brothers, sons, daughters, aunts, or uncles – together these often unsung heroes (who we salute) – make up the 2.65+ million carers in Australia. That’s 11% of the total population.
Contributing an estimated whopping $78 billion a year in informal care – they provide unpaid support to family members and friends living with a disability, medical issue, mental illness, chronic condition, drug or alcohol related issue, or age-related debility.
Disproportionately women...
In Australia, women make up 70% of all primary carers – and as a result are far more likely to work part-time, earn less, experience career interruptions, forego income, have less superannuation in retirement, and experience depression or anxiety.
What about male carers?
In addition to the challenges that women face as carers – men are challenged by pervasive legacy cultural norms – traditionally dubbing caring as ‘women’s work’. Which means they’re more likely to experience discrimination than non-carers, and are less likely than women to be granted flexible working arrangements.
These entrenched attitudes mean men are less likely to take up caring responsibilities – further perpetuating women’s overrepresentation among unpaid carers.
Why support carers in your workplace?
Employers who support carers not only help alleviate some of the strain employees and their families experience as a result of caring, they also make for richer workplaces (carer participation is reflective of the inclusiveness and diversity engendered within a culture) and contribute to building a better future for all of us. They’re also likely to see better business outcomes, with supportive workplaces likely to have improved employee loyalty (and retention), productivity, and job satisfaction.
Employers leading the charge on support for their employees are also more likely to attract great talent – demonstrating a point of difference and a compelling employee value proposition (EVP) to potential candidates – and are more likely to be recognised as an employer of choice.
What can my business do to support carers better?
Offer support to carers:
Implement flexible work-practices: Flexible working arrangements are a great way to support carers who need to balance work with caring responsibilities. You can offer a variety of flexible working options to support the unique and varying needs of carers and employees. Remembering there’s no one-size-fits-all. Guidelines and policies can provide the guardrails of good governance.
Support and inclusion is key: Remember to manage flexible working in a way that is supportive and inclusive. Keep employees who work flexibly connected to the workplace and in the know – with regular communication. Ensure out of sight is not out of mind. Make sure they have access to equitable career opportunities including promotions, and learning and development.
Consider a care package to show you care: You may want to consider care packages for carers, with information on entitlements, balancing work with caring, and where to access free support (e.g. EAP program). Got it covered and want to do more? Consider providing carers leave above the minimum legislated requirement – as part of your employee benefits.
Transparency, accessibility, visibility: Regardless of which supports you choose – make sure they're transparent, easily accessible, and visible (don’t be shy about promoting the benefits).
Foster inclusive workplace cultures and environments:
Remember it starts from the top: Instil a culture of flexibility and care – by making sure leaders role model behaviours.
Empower your people: Equip managers with the ‘know how’ to support carers to feel safe to talk about their caring responsibilities and discuss their needs for flexibility
Promote carers and their stories – to engender a culture of support. Celebrate the work that carers do outside of work, and the positive contribution they’re making to your workplace and the world.
Ensure facilities/events cater to the needs of carers – consider when and where you host events – make sure you make the time and place accessible.
Remember… Making a difference doesn’t have to be costly or require major operational change. Even small adjustments can make a big difference to the lives of carers in your business. Making them feel supported, included, and connected is a great start.
Need support with your strategy? We’re here to help.
These tips are just the beginning. equidi is a world-first platform that’s leveling up the ledger on gender – one business at a time. With a full suite of resources, policies, strategies, and action plans to help you support your employees to be all they can be – equidi’s tools can help you develop and implement an inclusive strategy to support carers and build flexible work practices in your business. So, join us here to find out more about how we’re equipping businesses to make your world of work – even. better.
