DEVELOPING SUPPORTS FOR EMPLOYED CAREGIVERS: Through The Caregiver Toolkit and Caregiver Policy Lens © Marian Krawczyk, Wendy Sutton March, 2012

Project Partners Caregiver Toolkit and Policy Lens Marian Krawczyk Project Coordinator Manitoba Caregiver Coalition Wendy Sutton MCC – Strategic Planning / © 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:Caregiver Policy Lens  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.Employed Caregiver Survey  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 Responsibilities Part 2: Caregiving and Work Part 3: Caregiving and Culture Part 4: Caregiver Support Part 5: Caregiver Data Part 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 In the past year, caregiving responsibilities have caused employees to

Part 2: Caregiving and Work © Marian Krawczyk, Wendy Sutton March Employees who missed work due to caregiving, used the following to fulfill caregiving responsibilities.

Part 2: Caregiving and Work © Marian Krawczyk, Wendy Sutton March 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

Part 3: Caregiving and Culture 15. Do you feel that your cultural background is relevant to your experiences as a caregiver? © Marian Krawczyk, Wendy Sutton March 2012

Part 4: Caregiver Support Caregivers asked for facts about: © Marian Krawczyk, Wendy Sutton March 2012

Part 4: Caregiver Support Caregivers asked for strategies to help them: © Marian Krawczyk, Wendy Sutton March 2012

Part 4: Caregiver Support 19. Dissimilar © Marian Krawczyk, Wendy Sutton March 2012 Comments from Company B employees mentioned privacy as a issue.

Part 4: Caregiver Support 19. Similar © Marian Krawczyk, Wendy Sutton March 2012

Part 5: Caregiver Demographics © Marian Krawczyk, Wendy Sutton March 2012 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

Proviso © Wendy Sutton Sept  Survey ended March 9, 2012  Very provisional analysis  Secondary analysis emerging  Feedback and collaboration welcome  Information brochure will be complete by April 31, 2012

Employed Caregiver Concerns © Wendy Sutton Sept “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”.

Employed Caregiver Recommendations © Marian Krawczyk, Wendy Sutton Sept “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 & VoiceRecommendations/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 & MarginalizationRecommendations/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  Manitoba Caregiver Coalition  Caregiver Toolkit © Marian Krawczyk, Wendy Sutton March 2012