Constructing an Action Plan for a Caregiver-friendly Workplace

There is growing recognition of the implications of caring for a family member while employed. Nevertheless, studies in Israel have found that there is no structured organizational policy addressing this issue. Thus, Caregiver Israel & JDC-ESHELl launched an innovative workplace program for family caregivers to raise awareness of their needs, help them construct an organizational action plan, and directly serve employees as needed. Over the past two years, the program began in 9 organizations: 4 – industrial, 1 hi-tech, 3 NGOs, 1 government ministry, employing 120-1,200 people. After receiving managerial approval for the program, the first stage consisted of an employee survey to raise awareness and map the phenomenon. Results revealed that 25%-33% of the employees serve as caregivers. Most, reported schedule disruptions (85%) and absenteeism (81%). Some 20% reported considering a change of employment, some 10% said they had declined promotion. The findings were presented to Human Resource Directors and senior management, and an action plan was formulated tailored to organizational needs. The action plan consisted of:

Policy – In all the organizations, Human Resources policy was developed on the subject. In 3 of them, written procedures were developed and circulated to employees.

Promotion – Flyers, an internal portal etc. are used to provide employees with information (9 organizations).

Tools for managers – Workshops for middle management help to raise their awareness to the phenomena and give them tools for identification and support (for example flexibility) (in 7 organizations).

Identification – Mechanisms to identify caregivers were: address the subject in annual feedback and on orientation days for new employees (6 organizations).

Practical support – Family caregivers were helped directly through external consultations (6 organizations), lectures (5 organizations), and peer group consultations based on personal and professional knowledge (2 organizations ).

The organizations differ in the number and diversity of support mechanisms developed. Apparently, the significant factor in developing an organizational plan for caregivers is the leadership ability of the Human Resources Directors and their cooperation with key personnel from senior management.

Having said that, the program succeeded in raising awareness of the issue at the organizational level and creating organizational mechanisms, such as human resources policies that recognize the needs of the family members and enable flexibility on the job. It created access to information and tools in internal communications channels. In addition it succeeded in establishing a support group of organizational peers that serves as an address for assistance and guidance for employees – family member care-givers, and it also brought about employee benefits that include individual personal consultation hours and / or support groups and information within the organization.

Since the challenge of family members who care and work concurrently has implications not only for the person himself but also for the organizations and for the entire economy, the program should continue to be disseminated nationally and reach organizations of various types. In addition, it is worthwhile to promote national legislation and policy on the subject.