developing supports for employed caregivers: through the caregiver toolkit and caregiver policy lens...
TRANSCRIPT
© 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
Manitoba Caregiver Coalition
Wendy Sutton
MCC – Strategic Planning
204.477.1387 / 204.230.8670
© Marian Krawczyk, Wendy Sutton March 2012
Context
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
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.
Long Term Goals
© Marian Krawczyk, Wendy Sutton March 2012
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.
© Marian Krawczyk, Wendy Sutton March 2012
“In the beginning you don’t even know what you need to know.”
Manitoba Caregiver
Breaking Trail
© Marian Krawczyk, Wendy Sutton March 2012
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:
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
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
Respondents
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
Questions 2-9
Part 2: Caregiving and Work
© Marian Krawczyk, Wendy Sutton March 2012
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
Part 2: Caregiving and Work
© Marian Krawczyk, Wendy Sutton March 2012
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
Part 2: Caregiving and Work
© Marian Krawczyk, Wendy Sutton March 2012
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?
© Marian Krawczyk, Wendy Sutton March 2012
26%
66%
8%
YesNoPerfer not to answer
Part 4: Caregiver SupportCaregivers asked for facts about:
© Marian Krawczyk, Wendy Sutton March 2012
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:
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
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
© Marian Krawczyk, Wendy Sutton March 2012
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
© Marian Krawczyk, Wendy Sutton March 2012
© 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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
Recommendations from the Caregiver Policy Lens
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
© Marian Krawczyk, Wendy Sutton March 2012
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/
© Marian Krawczyk, Wendy Sutton March 2012