MR-128E
ELDERCARE AND THE WORKPLACE:
THE ROLE OF BUSINESS, LABOUR AND GOVERNMENT
Report on the Roundtable held in Ottawa,
21 June 1994
Prepared by Nancy Miller Chenier
Political and Social Affairs Division
15 September 1994
TABLE OF CONTENTS
INTRODUCTION
WHAT IS ELDERCARE?
STRUCTURE
OF THE ROUNDTABLE
HIGHLIGHTS
FROM CARNET RESEARCH FINDINGS
A. Differences between Eldercare and Childcare
B. Pattern of Job and Personal Costs for Employed Canadians
C. Workplace Support
HIGHLIGHTS
FROM PARTICIPANTS' DISCUSSIONS
A. Business Perspective
B. Union Perspective
C. Government Perspective
D. Research Perspective
CONCLUSION
ELDERCARE AND THE WORKPLACE:
THE ROLE OF BUSINESS, LABOUR AND GOVERNMENT
(Roundtable, Ottawa, 21 June
1994)
INTRODUCTION
On 21 June 1994, approximately 25
individuals, drawn primarily from business, government and labour, attended a one-day
roundtable in Ottawa on Eldercare and the Workplace. This roundtable, organized by The
Conference Board of Canada and the Women's Bureau, Human Resources Development Canada,
continues work initiated by the two organizations in the late 1980s. The overall goal was
to facilitate ideas and action on eldercare issues within a framework of family,
community, business, labour and government.
Present were representatives from
several departments and agencies of the Government of Canada, major private companies and
private and public sector trade unions.
WHAT
IS ELDERCARE?
"Eldercare" has been
defined by the Canadian Work and Family Services as "the provision, purchase or
securing of care and/or assistance for individuals over the age of 55 by a family member,
friend or community agency."
Eldercare has taken on increased
significance with the rapid aging of Canada's population, particularly the major increase
in those aged 75 years and over. Eighty percent of this care is provided by family
members. Women are disproportionately represented in the caregiver group at a time when
they are increasing their participation in the paid labour force. Workers across Canada
struggle to meet both the needs of respective employers and those of family members
including, increasingly, aging relatives as well as dependent children. To meet these
diverse needs successfully, employees may require assistance.
STRUCTURE OF THE ROUNDTABLE
The keynote speaker was Lisa
Barham, from the University of Guelph's Canadian Aging Research Network (CARNET), launched
in 1990 under the Government of Canada's Network of Centres of Excellence Program. Ms.
Barham presented findings from recent research carried out by the Work and Eldercare
Research Group.
Following her presentation,
discussion was organized into two sections. First, in a plenary session, participants were
asked to define their view of eldercare and to outline their perspectives on the key
issues. Second, in smaller groups, participants considered eldercare issues facing
employees and employers and complex issues requiring a wide range of solutions. Previously
prepared questions were useful in directing the discussion.
HIGHLIGHTS FROM CARNET RESEARCH FINDINGS
A. Differences between Eldercare and
Childcare
Numerous differences between
eldercare and childcare were mentioned; some were seen as realities, others as beliefs. As
realities, it was suggested that most of the elderly have the ability to select their care
while children generally do not. Also, several family members, such as siblings, may be
involved in deciding on care for the elderly. Care of the elderly is more likely to
require addressing complicated medical problems and less likely to have substitute care
available.
The beliefs underlying elder care
are different from those underlying childcare: people think that the elderly should be
involved in any decision on their lives; that there are limits to the amount of personal
involvement expected from carers; that institutional options (such as nursing homes) are
acceptable; that the level of dependency is less; and that carers are less willing to
accept the job costs resulting from their caring role.
B. Pattern of Job and Personal Costs for Employed
Canadians
In a national survey in 1992,
individuals were asked if they had provided any of 18 kinds of assistance to a relative
aged 65 or over in the past six months. Such assistance ranged from general eldercare
(occasional assistance with shopping and household maintenance) to personal eldercare
(daily involvement in dressing and bathing). Almost half of the sample of 5,121
respondents reported having been involved in eldercare, usually of parents.
In relation to personal
variables, compared with those responsible for no caregiving or for general eldercare,
those involved in personal eldercare reported higher levels of stress; less
satisfaction with their jobs with respect to autonomy, skill use and opportunity for
personal development; and higher levels of work-family conflict. In relation to job
variables, employees providing personal eldercare reported more absenteeism and
more difficulty in attending business meetings, taking on extra projects, seeking or
accepting promotions, working desired shifts and going on business trips.
C. Workplace Support
Some organizations have
introduced flexible work arrangements and assistance programs in an effort to attract and
retain a productive workforce. These strategies include extended leave, short term leave,
personal days, time off in lieu of overtime pay, short work week, part time work, flexible
hours, job sharing, work at home, eldercare information and employee assistance programs.
Those respondents involved with
eldercare reported high use of personal days, employee assistance programs, and part-time
employment, an indication of their need for such options. Despite the large percentage of
respondents (46%) involved in eldercare, eldercare information was available to only 8%.
Overall, those respondents with access to flexible work arrangements and assistance
reported lower stress, higher levels of job satisfaction, and less work-family conflict.
HIGHLIGHTS FROM PARTICIPANTS' DISCUSSIONS
A. Business Perspective
Some representatives from
business argued that the current economic constraints mean that employer-initiated
eldercare cannot be an issue. Programs of early retirement are more of a focus than
flexible work arrangements. It was noted that single people often perceive that they
receive less from the employer than do those with family responsibilities. There is a
concern that organizations are opening themselves to unrealistic expectations from their
employees and the community. On the other hand, the idea of employer collaboration with
community services to build a base for employee support was discussed, as was mandatory
management training to sensitize managers to employee needs. Managers who approached work
and family issues from an equity perspective were reported to be more supportive than
those approaching them from a human resources or benefits perspective.
B. Union Perspective
Most union participants agreed
that the current economic debate has pushed family and workplace issues off the agenda.
Most contended, however, that for unionized workplaces, eldercare support should be
negotiated as benefits within a collective agreement. They noted that significant barriers
exist for certain groups, such as non-unionized employees, contract workers, and immigrant
workers. They felt that eldercare and childcare should not be viewed solely as women's
issues and that they should both be considered as essential to a supportive and productive
workplace.
C. Government Perspective
The federal and provincial
governments, faced with large deficits, are seeking new ways to control spending.
Cost-containment can lead to alternative ways of organizing and managing resources needed
by the elderly or to reduced health care, housing and community services for this group of
Canadians. Many participants argued that governments have a role to play in eldercare and
that there is room for taxation-based state provision of services, though they also
thought duplication of existing employer-initiated programs should be avoided. Some
participants observed that formal legislation in areas affecting the family could be
problematic for governments.
D. Research Perspective
The need for data collection and
evaluation of existing workplace and community options was emphasized repeatedly. Economic
analysis, particularly of information on costs and benefits, could be used to convince all
parties that support for work and family is important. Evaluation of available assistance,
whether provided spontaneously by individual employers or through collective bargaining
agreements, could be used to determine effective approaches and those that need
adjustment. Programs in other countries could also be assessed.
CONCLUSION
Participants agreed that, as an
issue already affecting a significant percentage of Canadian workers and promising to
affect even more in future decades, eldercare cannot be left to individual solutions; it
is a complex issue requiring participation by all sectors. Business, labour and government
participants indicated that they are focusing on this issue, with several options being
tried and others under consideration. In the meantime, individual employees are also
seeking their own solutions.
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