For employers who don’t offer eldercare benefits or who want to enhance an existing program, what’s the best way to get started? Here are three tips.
Employers interviewed all agree that the most important thing employers can do before implementing or modifying an eldercare program is to find out what their employees need and want. “Begin with a survey of your employees and then consider staring small with a pilot project in one area,” Fannie Mae’s Stone says.
Get senior leadership support.
Making sure the entire organization is on board with changes is vital. Deloitte’s Fisher believes that senior management support at the consulting firm made all the difference when they enhanced eldercare benefits. “Our U.S. CEO Cathy Engelbert was very passionate about our new family leave program, and made it an organizational priority.”
Incorporate small changes.
Introducing support for caregivers doesn’t have to be expensive or difficult, says ReACT’s Holzapfel. “The goal is not just to spend more money and have more benefits.There are low cost and no cost ways to support employee caregivers by incorporating community resources and using EAPs more effectively,” Holzapfel says. “But we need to create a culture shift that will remove stigma and normalize care giving through effective top down communication.”