No time to lose on cognitive decline in workplace
MARY, AGED 58, has been the financial controller at Carryon Ltd for the past 10 years, coordinating and directing the preparation of budgets and financial forecasts for the company.
For the past year, it was becoming evident to Mary that the coping strategies she had developed to hide her memory lapses, and concentrate sufficiently on tasks long enough to finish them, were no longer working. Mary was getting less and less work done. Her colleagues were beginning to question her competence in the job.
Things came to a head; when Mary turned up for a budget meeting she had convened and was totally confused about the reason and had to ask her colleagues several times throughout the meeting why it was called.
At age 58, Mary had early-onset Alzheimer’s disease. Alzheimer’s disease is a brain disorder that slowly destroys memory and thinking skills and, eventually, the ability to carry out the simplest of tasks (National Institute on Ageing). People with Alzheimer’s disease have symptoms including memory loss, confusion, mood changes, reduced problem-solving abilities and difficulty with day-today tasks. As the illness gets worse, people with Alzheimer’s disease will need someone to take care of all their needs either in the home or a nursing home. These needs may include feeding, bathing and dressing.
Alzheimer’s disease can be classified as early-onset or late-onset. The signs and symptoms of the early-onset form are most commonly diagnosed in someone’s 50s but can be diagnosed as early as the 30s or 40s, while the late-onset form appears during or after a person’s mid-60s.
Early onset Alzheimer’s (a type and cause of dementia), also called younger-onset or working-age Alzheimer’s, is much less common than the late-onset form, and accounts for less than 10 per cent of all cases of Alzheimer’s disease. This form of dementia has been found to have strong genetic (familial) links; Mary’s children are at a high risk of developing Alzheimer’s disease.
UNIQUE CHALLENGES
Early-onset Alzheimer’s poses unique challenges for individuals diagnosed in the prime of their careers. People like Mary are still employed, raising families or involved in community activities. For Mary, over time, the workplace, which was once a familiar space where she was productive, is now a place of uncertainty. Routine tasks that she would perform in her capacity as the financial controller have now become difficult, coupled with her fear of making mistakes, which can take an emotional toll.
An article published by Independence Blue Cross and Blue Cross Blue Shield Association in February 2020 in The Health of America Report series titled “Early onset dementia and Alzheimer’s rates grow for young Americans” revealed unsettling statistics about the rise of early-onset dementia and Alzheimer’s among younger American adults. According to the report, the prevalence of these conditions increased by 83 per cent in members aged 30-44, 50 per cent for those aged 45-54, and 40 per cent for members aged 55-64 between 2014 and 2017.
So the question arises, have employers started to think about how they will manage cognitive decline in the workplace?
Employers and policymakers can no longer ignore the issue of cognitive decline in the workplace. Here, I will offer a few suggestions to employers:
1. Acknowledge the dread the employee must be going through. Not knowing what to expect as the disease progresses and the stigma and shame associated with mental illness can be distressing. The Human Resource Department should take the lead in building a supportive workplace culture where employees feel safe to share health-related issues. Highlighting how Alzheimer’s disease is affecting the particular employee.
2. An organisation’s culture has a lot to do with its leadership. Organisations should invest in emotional intelligence training for managers and leaders.
3. Employers can raise awareness of the challenges those living and working with dementia face. Partner with your local Alzheimer’s Association and become a dementia-friendly employer.
4. Have a health and wellness programme where employees can have educational sessions about eating better, exercise, yoga, mindfulness, cognitive decline, and steps employees can follow once they are diagnosed.
5. Employers should educate themselves on The Jamaica Disabilities Act to ensure that they provide reasonable accommodation for staff members like Mary living with early-onset Alzheimer’s. An important note to employers is that each case of Alzheimer’s is unique to the individual, so the focus should be on their specific job accommodation needs.
6. Employers could review their health plan to cover dementia medication such as Aricept.
Navigating early-onset Alzheimer’s is complicated, stressful, and emotionally taxing for the employee and has legal and ethical implications for the employer. While there is no simple solution, it will require balancing professionalism with compassion, understanding and flexibility. By fostering open communication, implementing reasonable accommodations and building a supportive workplace culture, employers and colleagues can create an environment that recognises the dignity and worth of individuals facing this challenging diagnosis.
This approach benefits those directly impacted and contributes to a workplace culture that values the diversity of human experiences and strives for true inclusivity. There is no time to lose in tackling this critical issue.