The conversation around caregiver needs reached an unprecedented level during the pandemic, forcing organizations across industries to recognize that their employees were in need of more help. Now, the volume on those discussions may be getting softer — but the crucial need remains.
In response to this, Jessica Kim, CEO of caregiving platform Ianacare, recently formed the I Am Not Alone Care Alliance, a collection of corporate and HR leaders that will work to build additional support and infrastructure around caregiving needs, as well as influence policy. At launch, the alliance's founding members included such heavy hitters as Indra Nooyi, former CEO of PepsiCo and Amazon board member; David Novak, former CEO of Yum! Brands; and Dr. Rajiv Kumar, former chief medical officer of Virgin Pulse, among others.
"If someone is responsible for any level of care for another human being, they are a caregiver," says Kim. "We have to broaden the definition, because it is not about being by someone's bedside for hours every day, and it doesn't just include your nuclear family. It's not only those in dire situations; it's just if you care for another human being, because that takes time and energy."
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There are nearly 53 million caregivers in the U.S., according to AARP and the National Alliance for Caregiving, and today, the term "caregiver" is a more inclusive label than it used to be. The role has always been present, but is now more acknowledged, and it encompasses a group that is only poised to grow. Nearly 70% of the workforce qualifies as caregivers, and their personal obligations need to be supported in order for them to be successful in their jobs.
How should employers go about this? The Alliance's mission is to solve this dilemma by connecting employers with resources, support programs and benefits that they can provide to their employees.
Alliance member Lindsey Lanzisero, VP of total rewards, HR systems and operations at H&R Block, believes it's imperative that employers recognize and act to assist caregivers within the workforce.
"Fundamentally, these benefits show that your employer cares about your whole self, not just the person who shows up to do the job," says Lanzisero. "We actually offer four weeks of paid caretaker leave every year, so we're recognizing that there's a need there and trying to support our associates across the different spectrums — different cohorts, generations, etc."
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The positive impact of caregiver benefits goes far beyond just helping employees out. "It's an equity and a diversity issue," explains Lanzisero. The strain that workers feel as they try to maintain job responsibilities can take a huge toll, and factors such as socioeconomic status, parenthood and family structure add to this pressure, leading many to give up their jobs.
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Kim also points to the financial strain felt by many caregivers, noting that most Americans cannot afford to spend $40 per hour on in-home help in order to continue working. That personal stress can often translate to operational impact for employers.
There is a similar disconnect with existing leave benefits, Lanzisero says.
"Everyone has protection to take caregiver leave if they need it, but who can afford to take up to eight weeks of unpaid leave?" she asks. "So many people are living paycheck to paycheck, and that would devastate them."
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No matter what kind of care someone is providing, their needs deserve to be recognized, and the payoff for employers is a big one. Consistency within an organization is a must, explains Lanzisero, and messaging needs to go all the way down to those for whom freedom and flexibility are more limited, and all levels of management need to live the values an organization says it believes in.
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