Employer Content
Helps with getting started. Provides a framework for designing and implementing your program.
 


A growing collection of research, white papers, surveys and studies quantifying the impact of caregiving in the workplace and providing examples of model programs.
 


Checklists, forms, and other resources for employers AND employees.
Creating a Supportive Environment

Creating a Supportive Environment

Getting Started

When developing your programs consider these straightforward facts. Working caregivers say they need:

  • A stated corporate policy for caregivers
  • A source to help them understand and locate caregiving resources
  • Fact sheets, checklists or guides to help with caregiving responsibilities
  • Help in planning
  • Logistical flexibility - work hours, time for calls, etc.
As you prepare to meet their needs you should plan around four broad categories of needs:

  1. Emotional
  2. Educational
  3. Practical/logistical
  4. Financial
Throughout the process, learn about other employers' programs and build as you are able. It is perfectly ok to phase in programs and benefits. Start small, but start!


The Importance of "Culture"

The key factor between success and failure when implementing new caregiving and eldercare programs is whether one makes improving the culture a priority. Employees must feel sufficient corporate level support for caregiver programs in order to feel that it is safe to participate. And demonstrating that support is management's job.

"The immediate manager really sets the tone as far as sharing concerns," says Raymond A. Noe, Ph.D. and author of the Academy of Management Journal's 2001 study Caregiving Decisions, Well-Being, and Performance. "Managers can sometimes make employees feel as if they aren't dedicated enough in their careers if they take advantage of programs that could help them deal with their role as caregivers."

To help promote cultural change, focus on the benefits of this program, that it's been established to assist employees with adult caregiving issues, and that there will be no strings attached. Re-assure employees that all aspects of their use of the program will remain strictly confidential.

It is important to keep the program visible, by mentioning it in employee newsletters, lunch room posters or company-wide email. New programs can be underutilized if they are not consistently promoted and kept in the foreground. Remember, the benefits of your programs will become increasingly apparent over the longer term.

Here are four additional steps every organization-regardless of size-can take to help caregiving employees:

  1. Reduce the tension between work and family goals
  2. Consider alternatives and match your response to your needs
  3. Promote awareness of caregiver resources
  4. Keep the door open
After The Flood
Download this free, to-the-point, guide to help flood victims protect themselves against diseases and other hazards in the days and weeks following a flood.

AfterTheFlood.pdf

Provided by
the Illinois Department of Public Health

In the Press
Caregiving resources recognized by:



 

Caregivers Handbook

This handy guide provides resources, checklists and worksheets
 - all in one place.