The issue of family caregiving has risen to the top of the domestic policy agenda with the introduction of the 2022 National Strategy to Support Family Caregivers. To help achieve this national strategy, the Administration of Community Living funded a grant to the National Alliance for Caregiving (NAC) with the goal to “expand data, research, and evidence-based practices to support family caregivers.” Starting in 2024, the Employee Benefit Research Institute is serving on the NAC’s CARE Network Steering Committee as part of this cooperative agreement.
This four-year commitment arrives after a substantial effort by EBRI to focus on the financial and workplace needs of family caregivers. One such example of EBRI’s caregiving efforts was an intimate roundtable held last fall by EBRI’s Diversity, Equity, and Inclusion (DEI) Council. The session featured special guests Rita B. Choula from AARP and Christina Matz from Boston College, focusing on caregiving and its impact on employees, with speakers presenting data on the economic value of unpaid care and the challenges faced by diverse caregivers. The importance of supporting caregivers was emphasized, particularly through implementing policies supporting family caregivers, including recognition of family of choice for LGBTQ caregivers and the need for paid leave.
The roundtable discussed the challenges faced by older adults in the new world of work, including the mental health crisis, lack of support for caregiving and other forms of care work, and the impact of structural inequities. The speakers emphasized the need to focus on social determinants of health and respond to the changing work landscape.
After the guest presentations, the roundtable focused on the support provided by employers to caregivers, with the council highlighting the challenges faced by employees who are also caregivers and the need for employers to recognize and support them. The importance of education and financial planning assistance for caregivers was emphasized, as well as the need for employers to communicate and make relevant caregiving support programs available to their employees, taking into account the intersectionality of different identities that may impact their caregiving responsibilities.
Concluding the roundtable was a policy discussion, with guest speakers advocating for paid family leave and a caregiver tax credit, along with a review of executive orders that support family caregivers. The importance of policies preventing discrimination against caregivers was also highlighted, as well as the need for policies addressing the paid caregiver work force to provide respite care options for unpaid family caregivers. The group emphasized the importance of education and seeking legal advice when necessary to ensure compliance with policies and the law.
We thank the members of the DEI Council for their contributions to this discussion.
Point of View on Caregiving The acce ss counc to eixi l a st ddr inge ss pre ogr d fa ur m ts he to r st mud axi ie m s itz ha e te f hi fe gh ctliive ght ne tss he . The need cf ounc or educ il di asc tion usse and d the fina enc duc iaalt ipona lanni l cng oma pone ssistnt anc s e to f or Caregiving Through the Lens of DEI c The im arpl e gi c eounc m ve ernt s.ii lng A as l so la e a rdi ve efsc e pol russ enc ic e eid e poi s. the nt i,m apor ccor tadi nc ng e of to ba the ckup EBR cI h/iG ld re ce anw re a and ld R elede sera r cc ah re2023 beneR fites, ti rw em hie cnt h a C re onf beic de om ncie ng more Diversity, Equity, and Inclusion Council S com urve my, on. 50 A pe long rce nt the of se w lior neki s, ng the c a W reW giS ve fround s and tha 58 t pe am rc on ent g t of hose ret iw reh eo c a ha reve gi ve acrcs epr ss ovi to c de ar e figi na vi nc ng ial be suppor nefits ta of nd ove take r R ita Choula presented data on caregiving, including the economic value of unpaid care and the impact of the $5, adva 000 nta (ge Fi gur of te he 2m ). , satisfaction is strong. Specifically, 12 percent of caregivers were aware of access to pandemic on caregivers. She also discussed demographic trends and challenges faced by racially and ethnically Challenges With Leave Policies and HR Education July 9, 2024 di “ C ve arre se gi vi and ng LG suppor BTQ t a cnd aregi seve rvirc s. e s”; among those, 45 percent had used the benefit, with 100 percent saying it was Figure 2 helpful. Members of the council also raised challenges with existing caregiving programs. For example, parental leave Approximately How Much Fina ncial Support Have You Provided in the Past 12 Months? Some of the challenges faced by different groups of family caregivers include difficulty accessing local and policies among same-sex couples and for adopted children were noted as complicated. The group raised concern Caregiver who provides financial support to recipient; Workers n=293, Retirees n=89 affordable care, cultural obligations, and distrust of the majority culture due to historical factors. The importance Workplace Culture and Caregiving Responsibilities regarding consistent education on leave policies and the law, so that employees who take advantage of federal or A T A G L A N C E 40% of recognizing family of choice for LGBTQ caregivers was also highlighted. Workers Retirees workplace programs do not compromise their career advancement. The council reviewed studies showing the negative impact of caregiving responsibilities on physical and mental 35% The issue of family caregiving has risen to the top of the domestic policy agenda with the introduction of the 2022 Supporting Older Adults in the New World of Work he Conclu alth as sion wel l as career advancement. The discussion highlighted the need for support for caregivers, particularly National Strategy to Support Family Caregivers. To help achieve this national strategy, the Administration of those who are women, and examined the long-term economic and health consequences of caregiving. Support 30% Community Living funded a grant to the National Alliance for Caregiving (NAC) with the goal to “expand data, C inc hr lude istina d eMa mpl tz oye disc e us ass se ist d atnc hee c p ha rogr llenge ams s suc face h d aby s ca ol rede gir ve adul r suppor ts in tthe gr oups new w and orld reof sour wor cek, s f ior nc e ludi mot nig ona the l sup ment por alt , The roundtable captured the unique challenges of caregivers with a specific eye toward the needs of underserved research, and evidence-based practices to support family caregivers.” Starting in 2024, the Employee Benefit he lata elrta h l c trra isi nsi s,t ilons ack , of and suppor flexibl t fe or w c or ark e gi arvi rang nge am nd ent otshe . The r for se m pr s of ogr ca am res w ca or n k, he alnd p a td he dr e im sspa im ct m of edi st artuc e ftiur na anc l ii ne alqui , mtein es. ta l, groups. 25% What was clear from the roundtable discussion was that there may be no single silver bullet to improving Research Institute is serving on the NAC’s CARE Network Steering Committee as part of this cooperative a The nd he nea eld th to ne foc eds usa s on wsoc ell a ia sl a de ctt e ar s m pot ina ent nts ia of lly he longe alth ra-nd term cha sol ngi utng ions w or for k l ra endsc tainia ng pe t a w le ant s e . mphasized. the financial and workplace wellbeing of caregivers. Instead, the combined effect of several policy and employee a greement. 20% benefit solutions will be needed to meet the unique needs of caregivers. D Ar c.c Ma ordi tz ng the to nEB disc RI uss ’s e 2023 d the F c ina hanc lleinge al W s a end llbe im ing por Empl tanco e ye ofr cS aur reve wy, or k rough in the ly post two- iC nO thr Ve ID e ecm lim pla oye te, risnc sa ludi id tng he y the This four-year commitment arrives after a substantial effort by EBRI to focus on the financial and workplace 15% ne cur erd ent to ly foc ofus ferm or or a er a et goi tentng ion t o on of c fe ar r ec a w ror egi k vi due ng t be o ne the fi gr ts.ow Wihe ng n nu ofm febe red, r of em ol pl de oye r ar dul s rt es por prov ted idi tha ng t c va arre ious giving forms of The Employee Benefit Research Institute is a private, nonpartisan, and nonprofit research institute based in needs of family caregivers. One such example of EBRI’s caregiving efforts was an intimate roundtable held last be unpa nef ii d ts csa are w . S the he m alost so h einga ghlge igh m te ed ntt he ove lirm the ita tlia ons st se in ve the ral de yefa ir ni s.t iThe ons of mos ca tr c eom givi m ng on use are da s in for re se expa arch ndi litng eraitn ur ne e xt and one the Washington, D.C., that focuses on health, savings, retirement, and economic security issues. EBRI does not lobby fall by 10% EBRI’s Diversity, Equity, and Inclusion (DEI) Council. The session featured special guests Rita B. Choula t di o ftfw ero ing yea pe rs rc w ee pt re ions care pe giopl vere lha eave ve pol of w iche ies the and r the ely dea rr e c ac ra er e cgi onc ve ir es rge or ( not Figur . De r . 4Ma ). tz emphasized the need to hold up and does not take policy positions. The work of EBRI is made possible by funding from its members and from AARP and Christina Matz from Boston College, focusing on caregiving and its impact on employees, with the value of the work that unpaid caregivers do and celebrate the racial, ethnic, and cultural contexts that shape sponsors, which include a broad range of public and private organizations. For more information, visit 5% speakers presenting data on the economic value of unpa Figu id ca re re 4 and the challenges faced by diverse caregivers. caregiving. www.ebri.org. The importance of supporting caregivers was emphasized, particularly through implementing policies supporting Does Your Company Offer or Plan to Offer Any of the 0% family caregivers, including recognition of family of choice for LGBTQ caregivers and the need for paid leave. Following Benefits Focused on Family Caregiving Less Than $1,000 $1,000 –$2,999 $3,000 –$4,999 $5,000 –$14,999 $15,000 –$19,999 $20,000 –$24,999 $25,000 or More Caregiving Research and Employer Support (to care for an adult family member or ### Source: Employee Benefit Research Institute and Greenwald Research 2023 Retirement Confidence Survey. The roundtable discussed the challenges faced by older adults in the new world of work, including the mental child, outside of parental leave)? The council spoke about the significance of recognizing employees as caregivers and the challenges they face in health crisis, lack of support for caregiving and other forms of care work, and the impact of structural inequities. Offer Not Planning to Offer, Not Planning to Offer, Not Sure balancing caregiving responsibilit Pl ie an s to w Oiftfh er t inheir job. The 2023 EBRI/Greenwald Research Workplace Wellness The Sup spe por at ke inrg s e F m apha milsi y zCar ed the egiver neeN d s et x o tin 1 – f 2 oc t Ye hus e ars Wor on soc buk t Ip i na te lace lre de stet d erminants anof d No he t In atl et re h sta ed nd respond to the changing work Survey (WWS) found that one in four workers currently have unpaid caregiving responsibilities. As a result of landscape. Allow for Flexible Work Arrangements (e.g., 60% 23% 10% 5% caregiving, caregiver workers face greater degrees of work/life imbalance and higher financial stress. For teleworking, compressing the work week) The council discussed the trend of more organizations offering paid caregiver leave and the ability to use sick example, 44 percent of caregiver workers spent their own money on caregiving and 25 percent reduced working Long-Term Leave Policies 46% 28% 15% 8% After the guest presentations, the roundtable focused on the support provided by employers to caregivers, with the time to care for family members. The 2023 WWS revealed that only 12 percent of caregivers said they have hours (Figure 1). council highlighting the challenges faced by employees who are also caregivers and the need for employers to access to a pa Emp id lc oye ar ee R gi eso ve urce r l e Ga ro ve up program (Figure 3). 45% 28% 14% 10% recognize and support them. The importance of educ Fa ig tiu on re a1 nd financial planning assistance for caregivers was Paid Family Caregiver Leave Policy 39% 31% 16% 10% emphasized, as we W ll h aa s tt he Ac ne tio ed ns for H e am ve p lY oye ou rs T to ak ce om n m as uni ac R ate es au nd lt m ofa Ca ke rree le gva ivnt in g ca Du regitvi ieng s?support programs Figure 3 Childcare Referral System and Subsidies 37% 23% 21% 14% available to their employees, taking into account the intersectionality of different identities that may impact their Does Your Employer Offer Employees Any of the Following? Spent Your Own Money on Caregiving Expenses 44% caregiving responsibilities. (Caregivers only) Unpaid Family Caregiver Leave Policy 37% 32% 16% 11% Reduced Your Work HoursOffered Not Offered Don't Know 25% Programs or Education Around Caregiving 33% 30% 20% 13% 2% 1% Concluding the roundtable was a policy discussion, with guest speakers advocating for paid family leave and a 100% Taken on New or Additional Debt 5% 20% 15% Employer-Provided Child Care 14% 15% 27% 30% 19% 16% 21% caregiver tax credit, along with a review of executive orders that support family caregivers. The importance of 90% 22% 19% 26% Taken a Job With More Flexibility 19% policies preventing discrimination against caregivers was also highlighted, as well as the need for policies 80% Backup Care 27% 28% 22% 16% Reduced the Amount Contributed to Retirement Savings addressing the paid caregiver work force to provide respite care options 18% for unpaid family caregivers. The group 48% 70% ABLE (Achieving a Better Life Exp Ple ari nence) 35% 26% 28% 20% 17% Accounts emphasized the importance of education and seeking legal advice when necessary to ensure compliance with 60% Used All or Nearly All Emergency Savings Funds 17% 44% policies and the lEl ad w er . Care Concierge 19% 32% 19% 25% 50% Borrowed Money From Family or Friends 16% 74% 72% 79% Source40% : Employee Benefit Research Institute 2023 Financial Wellbeing Employer Survey. 79% 73% Stopped Contributing to a Retirement Savings Plan 9% 30% Taken a Loan or Withdrawal From a Retirement Savings 51% 9% 47% P ublic Policy and Caregiving 20% Plan 34% Relocated to Be Closer to Caregiving Recipient or Services 10% 9% 12% 11% We thank the members of the DEI Council for their contributions to this discussion. 7% Many policy ideas were raised that could help address the financial challenges of caregiving. Rita B. Choula 0% Left a Job 8% Paid Vacation Paid Sick Paid Maternity Paid Paternity The Ability to Work Child Care Elder Care Paid Caregiver discussed AARP’s advocacy for paid family leave, a caregiver tax credit, and executive orders that support family Time Time Leave Leave From Assistance/SubsidyAssistance/Subsidy Leave Taken a Job With More PTO 5% Home/Telework (child or elder care) caregivers. She also highlighted the importance of policies preventing discrimination against caregivers. In Note: Percentages may not total to 100 percent due to roundin 0% g. 10% 20% 30% 40% 50% addition, the group discussed providing respite care options for unpaid family caregivers, tax code policies that Source: Employee Benefit Research Institute and Greenwald Research 2023 Workplace Wellness Survey. could support the purchase of care for oneself to lower the burden on loved ones, and equitable education and Source: Employee Benefit Research Institute and Greenwald Research 2023 Workplace Wellness Survey. 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