developing supports for employed caregivers: through the caregiver toolkit and caregiver policy lens...

© Marian Krawczyk, Wendy Sutton March, 2012

DEVELOPING SUPPORTS FOR EMPLOYED CAREGIVERS:

Through The Caregiver Toolkit and Caregiver Policy Lens

Project Partners

Caregiver Toolkit and Policy Lens

Marian Krawczyk

Project Coordinator

[email protected]

Manitoba Caregiver Coalition

Wendy Sutton

MCC – Strategic Planning

204.477.1387 / 204.230.8670

[email protected]

© Marian Krawczyk, Wendy Sutton March 2012

mailto:[email protected]

mailto:[email protected]

Context


Caregiver Recognition Act – Manitoba has recently passed Bill 42, the CRA, the first provincial act of its kind in Canada. The act calls for improved supports for caregivers in the workplace.

80% of home care to elders is provided by family and friends. This is the portion of care not provided by government or private services.

70% of caregivers are balancing work and eldercare (1 in 4 employees age 45 and over). This number has tripled in the last 15 years.

Purpose


Through application of the Caregiver Policy Lens, the pilot will: Implement an anonymous, web-based survey for

caregivers who are employed at the two participating organizations in Winnipeg, Manitoba: Manitoba Blue Cross, Employee Assistance Branch Manitoba Lotteries Corp, Human Resources Dept.

Analyze the data from the surveys and share organization-specific findings with participating organizations.

Develop a practical informational booklet for employers to address workplace policy and supports.

http://caregivertoolkit.ca/?page_id=2

Long Term Goals


Support for Caregivers in the Workplace Models of workplace support for

caregivers will be developed in Manitoba.

Support for Caregivers Through the Workplace Manitoba workplaces will become

important links between caregivers and centralized access to information, education and resources.


“In the beginning you don’t even know what you need to know.”

Manitoba Caregiver

Breaking Trail


It is important to state that this project is a learning experience for all involved.

The current lack of effective supports either in or through the workplace is the result of all parties, caregivers, employees, employers, government being at the starting line.

Both businesses committed to having healthy work environments and well-recognized for their continuing efforts to do so as provincial leaders

Purpose:


Through application of the Caregiver Toolkit: Determine workplace concerns and needs of

employed caregivers in Winnipeg, Manitoba. Creation of an informational resource

relevant to diverse employers across Canada that addresses key concerns and needs of caregivers in relation to developing workplace policy and supports.

Share organization-specific findings, as well as the developed resource, with participating organizations in Winnipeg.

Process


The Employed Caregiver Survey has been developed and validated by researchers at the University of Wisconsin, and it has been used extensively in both the United States and Canada. It has been adapted for Manitoba with permission. This is an anonymous, web-based survey consisting of 28 questions, taking approximately 10 minutes to complete.

Delivered online through workplace; supported to complete survey during work time

N = 93

http://fyi.uwex.edu/balancingcare/2011/04/12/employed-caregiver-survey/

Respondents


Company A Total Started Survey: 51 Total Completed Survey: 46 (90.2%)

Company B Total Started Survey: 42 Total Completed Survey: 35 (83.3%)

Manitoba Survey - Supporting Employed Caregivers


Part 1: Caregiving ResponsibilitiesPart 2: Caregiving and WorkPart 3: Caregiving and CulturePart 4: Caregiver SupportPart 5: Caregiver DataPart 6: Caregiver Response

Part 1: Caregiving Responsibilities

Overall, our findings matched the current research on this topic

Three items are worth mentioning at this time Financial Burden: 33% of respondents are

providing cash to pay bills. Respite: 22% have not taken a holiday in two

or more years Stress: 20% are not sure they can to continue

to provide care, 2.5% say they will not be able to continue


Questions 2-9

Part 2: Caregiving and Work


12. In the past year, caregiving responsibilities have caused employees to

Response Percent0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Leave work early

Respond to calls or emergencies during work hours

Be at work but feel unable to focus

Rearrange your work schedule

Use break or lunch times to arrange for caregiv-ing services

Miss days of work

Arrive at work late

Take leave of absence

Consider leaving work entirely

Consider changing employer

Cut hours of work



13. Employees who missed work due to caregiving, used the following to fulfill caregiving responsibilities.

Response Percent0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Vacation

Personal time

Flexible hours

Time off without pay

Sick leave

Work from home

Have not needed to miss work



14. Overall, has providing or arranging care for the individual you are caring for made your current employment more difficult?

Discrepancy? Compare to #12 where 62% unable to focus at work

Yes37%

No63%

Part 3: Caregiving and Culture15. Do you feel that your cultural background is

relevant to your experiences as a caregiver?


26%

66%

8%

YesNoPerfer not to answer

Part 4: Caregiver SupportCaregivers asked for facts about:


0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%Provincial and federal tax credits for seniors and caregiversManitoba Government services – home care, long term careCaregiving benefits offered through your employerLegal, financial and/or health care planningCommunity resources to assist with caregiving tasks and responsibilitiesLong term care insuranceExploring housing and long-term care op-tions RespiteFinding and hiring paid helpPersonal care skills such as bathing, trans-ferring, and feeding

Part 4: Caregiver SupportCaregivers asked for strategies to help them:


0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

cope with caregiving responsibilities, including stress management

juggle work and caregiving

understand how relationships change throughout the caregiver journey

handle difficult decisions such as moving to care facility, etc.

deal with problem behaviors (wandering, asking same question, etc.)

communicate supervisors/colleagues about caregiving situation

deal with loss and grief

Part 4: Caregiver Support19. Dissimilar


Company A Company B0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Lunchtime sem-inarsOn-site support groups

Comments from Company B employees mentioned privacy as a issue.

Part 4: Caregiver Support19. Similar


0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

E-mail

Fact sheets

Online

Printed directory of caregiver services

Employee newsletters

Individual meetings with someone to help you problem solve

Before or after work seminars

Part 5: Caregiver Demographics


0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%Overall, our findings for age, gender, length of employment with company matched the current research on this topic.

Ethnocultural heritage is worth noting.

Other responses: 4 Canadian, 1 French/Metis

Applying the Caregiver Policy Lens


© Wendy Sutton Sept. 2010

Proviso

Survey ended March 9, 2012 Very provisional analysis Secondary analysis emerging Feedback and collaboration welcome Information brochure will be complete by

April 31, 2012

© Wendy Sutton Sept. 2010

Employed Caregiver Concerns“While I don't expect to have time off with pay when I haven't accumulated the time it would be so helpful if the company would allow care providers such as myself with the opportunity to "bank" time for when I need the time off.”

“I don't feel I can approach my supervisor to discuss these personal issues without being attacked.”

“Communicate to all employees what we are entitled to when it comes to flexible work life. It seems that there is one rule for one department and another rule for another. Inconsistencies here are extremely frustrating and have put me in a position of looking for employment elsewhere”.

© Marian Krawczyk, Wendy Sutton Sept. 2010

Employed Caregiver Recommendations

“All supervisors and managers should have the same schooling and read from the same book. Consideration should not be given only to those who have ‘an understanding boss’”.

“I believe that stress management information and courses are most important to me and that it would assist with other symptoms such as depression, anxiety, and the inability to focus”.

“Bring in a speaker to discuss how to access available elder care and personal home care services”.

“Make employees aware the benefits are available but let them have a place to pick up this information privately and access if needed”.

Recommendations from the Caregiver Policy Lens

Caregivers, caregiver advocates and organizations providing services to caregivers must be engaged in developing, reviewing and evaluating policies and programs that affect them directly or indirectly.

Survey an essential first step

Development, implementation and evaluation of employment information and/or supports further incorporate caregiver perspective (see next slide)

Caregiver Inclusion & Voice

Recommendations/Next Steps


A diversity of relevant organizations, advocates, levels of government, and individuals concerned with caregivers of older adults must be involved in developing or reviewing the policy or program.

Promote collaboration in both long-term strategic planning and immediate initiatives

Post information in diverse sites about any plans to develop workplace supports asking for input

Creation of a working group with representatives from employees, administration, and caregiver advocacy organization

Champion these businesses as provincial and federal leaders through partnering with other organizations/government departments

CollaborationRecommendations/Next steps


All policies and programs should be based on the best available evidence, including the experimental evidence of caregivers and service providers.

Continued use of the CGPL

The MB CRA The Manitoba

Caregiver Coalition Connect to the

“Caregiving & Work Project” of The Vanier Institute of the Family

Evidence InformedRecommendations/Next Steps


The policy/program must reflect respect for caregivers, value the importance of their contribution, and acknowledge the importance of their relationship with the senior.

Acknowledge the value of caregiving in developing, communicating and implementing supports

Promote initiatives that will support a positive workplace culture regarding the value caregiving

Respect & DignityRecommendations/Next steps


The policy or program must acknowledge and demonstrate sensitivity to diversity, and particularly to those who are marginalized.

Acknowledge that there are a diversity of caregiver experiences, and therefore a diversity information/information formats may be required

Cultural issues should be explored further to ensure relevance in both access and content of support/information.

Further attention to how workplace culture can facilitate or block acknowledgement of marginalization

Diversity & Marginalization

Recommendations/Next steps


The policy, program or practice must promote and support caregivers’ self-determination and independence.

Creation of flexible work time

Promote awareness that some employed caregivers desire privacy and confidentiality

Offer information/supports in a variety of formats

Choice, Self-Determination and Independence

Recommendations/Next steps


Ensure policy, program or practice facilitates access to available services and make appropriate adaptations to accommodate diverse needs.

Not only should policy be accessible but information and resources should be made accessible through the workplace either by employer or EAPs/Unions - employee benefit providers and gov't.

Information should be available in a variety of formats, easy to find, and offered more than once

Recognize the diversity and learning style of employees as outlined in survey results

AccessibilityRecommendations/Next steps


Caregivers have the right to have their own needs assessed and addressed, separate from those of the care recipient.

Not as relevant as other categories to developing workplace supports…

Caregiver AssessmentRecommendations/Next steps


Caregivers must be equipped with the necessary information, education, skills, respite and other supports to enable them to carry out their role.

Recognition that the workplace can play a substantial role in supporting caregivers both though sharing existing information/supports as well as developing organization-specific information/supports

Further development of flexible work times/places

Sustaining CaregiversRecommendations/Next steps


The system that supports caregivers of seniors (directly and indirectly) requires appropriately educated and skilled human resources, and must be organized and resourced to facilitate continuity if care and to avoid crises leading to excess use of services

Appoint a resource person/champion who would be responsible for compiling and sharing caregiving information across department/organization

Ensure that management and appropriate staff (HR/employee assistance) are aware how caregiver issues may be a source of stress for employees within their organization

Ensure that management and appropriate staff have sufficient knowledge of how to address and direct these concerns (e.g. internal and external resources available)

Recognition that disseminating and developing information and/or supports will decrease employee stress, increase productivity, and decrease sick days, absenteeism, etc. thereby directly benefiting organization

Sustaining SystemsRecommendations/Next steps


Policies and programs must be fair, ethical and equitable, taking into account the current and future health and economic risks of caregiving, and consider the competing needs of other populations.

Continued consideration of the impacts of caregiving on the caregiver within the workplace

Strategic planning initiatives to address caregiver issues as the population ages and more employees become caregivers

Standardized and consistent application in policy development and implementation across all departments

Fairness & EquityRecommendations/Next steps

Key Recommendations

Include caregivers in further development of policies and programs

Improve awareness and recognition of: impact of caregiving in the workplace differences between eldercare and childcare that caregivers are struggling to be good employees ethno-cultural demands

Creation of flexible work time (flex time, banking time, discretionary leave time, working from home)

Create more than one information ‘site’ within the workplace to disseminate information relevant to caregiver supports – both public and private

Create standardized, fair and equitable policy Initiatives to support a positive workplace culture regarding

the value caregiving Provide more than ‘informational’ supports such as stress

management and support groups


Links

Employed Caregiver Survey http://fyi.uwex.edu/balancingcare/2011/04/12/employed-caregiver-survey/

Manitoba Caregiver Coalitionhttp://www.ccc-ccan.ca/content.php?doc=59

Caregiver Toolkithttp://caregivertoolkit.ca/


http://fyi.uwex.edu/balancingcare/2011/04/12/employed-caregiver-survey/

http://www.ccc-ccan.ca/content.php?doc=59

http://caregivertoolkit.ca/

developing supports for employed caregivers: through the caregiver toolkit and caregiver policy lens...

Documents

employed caregivers

purpose marian krawczyk

context marian krawczyk

process marian krawczyk

workplace policy

employed caregiver survey

workplace concerns

manitoba blue cross