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Caring for Caregivers

Employees bring their whole selves to work each day which allows for the highly efficient, effective, and creative workforce we enjoy. As Human Resource professionals, we appreciate the diversity of our workforce and continue to adjust within our employee benefit programs to meet the changing needs of our employees and their families. Top employers know that thinking more strategically about caregiving will help them fight for top talent and provide the corporate culture employees are seeking especially in this more complicated caregiving landscape brought on by COVID-19.

The concept of caregiving is not new but as our workforce evolves it is becoming more critical to consider caregiving as an area of opportunity within employee benefits. This shift, further amplified by the pandemic, highlights a cavern between top tier employers who appreciate the multitude of responsibilities employees must navigate versus those that hire people despite them.

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Seven Steps for Creating a Corporate Family-Caregiving Strategy During COVID-19

The first version of this piece appeared on NEEBC’s blog in June 2019. When I submitted it for inclusion, I did not imagine that it would be one of the most popular blogs on NEEBC’s site that year. Recently, NEEBC asked me to update the blog to reflect how the coronavirus pandemic has impacted a company’s ability to create a care culture. Read on.

Introduction
The Coronavirus Pandemic has launched companies and employees into a time of unprecedented change and uncertainty. For months now, human resources and benefits departments have been overwhelmed by the questions and challenging circumstances their employees have as the demands of work and family life collide like never before. Employees are grappling with the challenges of caring for children who may not be attending school or daycare like they are used to, family members who are ill with COVID-19 or other conditions, and what feel like diminishing opportunities to balance their own physical and mental well-being.

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