Taking Care of Business

Forward-thinking employers would do well to offer resources to caregiving workers

With the first of the baby boomer generation turning 60, the “silver tsunami” is upon us, and working caregivers are being faced with the added responsibility of caring for aging parents or other loved ones. What was once referred to as the “sandwich generation” is now becoming the “club sandwich generation.” Those in the 35–55 age group are sandwiched between caring for their own families and assuming the responsibility of caring for aging parents, grandparents, or aunts and uncles—all while working full time.

Balancing the responsibility has become a juggling act. Deciding between attending a child’s final soccer game and taking an elderly loved one to a medical appointment is stressful, a decision that tugs at the hearts of caregivers. Days grow longer as the nights grow shorter.

Although statistics show the burden of caregiving still falls on the woman in the family, the number of men in this role is increasing steadily, with a 60-40 ratio of female-male caregivers.

Assisting an elderly loved one is not a one-time event. It is ongoing and constantly changing as medical, social, and financial needs evolve. This added responsibility compounds the stressors of daily life, and in many cases a negative change occurs within the family. Often, caregivers are overwhelmed by guilt, confusion, and fear because they made a promise to take care of their loved one, and many feel they need to provide that care themselves.

Today’s slumping real estate market has exacerbated the need for informal caregivers since many elderly are forced to remain in their homes. When a health crisis suddenly arises, the family is faced with making arrangements without full knowledge of what eldercare options are available. Searching for appropriate care or services is often a confusing and daunting task, and the maze of eldercare options available on the Internet can often lead to more confusion.

Eldercare as a workplace issue is now at the stage where child care was 20 to 30 years ago. If eldercare follows the same trajectory, employers could find themselves radically restructuring employment benefits policies to accommodate this social change. It is estimated that eldercare issues cost the national economy $34 billion annually and is expected to increase at a staggering pace. Realizing the impact that caregiving responsibilities have on their employees, some forward-thinking employers have made eldercare services available to their workers as a benefit. Providing greater access to the right kind of information allows employees to balance their commitments to career and family.

With caregiving to the elderly expected to reach major proportions in the next 10 to 15 years, more employers must start laying the groundwork to ensure that they are taking good care of their business by taking good care of their employees and providing them with resources to address eldercare issues.

By Rita Files
Aging with Grace Blog