Supporting Caregiver Wellness

You know it. I know it. Return to office isn't neutral. It disproportionately impacts women, especially mothers and caregivers. I was honored to share my thoughts with Taylor Telford for her latest The Washington Post piece exploring how aggressive RTO policies are pushing women's progress backwards. (Link in comments) As I shared in this piece, it is not a "choice" when the options are so limited. Women are once again finding themselves pushed out of the paid workforce. Some key takeaways from the article: 👉 After decades of gradual progress, the gender wage gap is widening again. In 2024, women earned just 80.9 cents for every dollar earned by men, dropping from 84 cents in 2022. 👉 For many women, especially those with caregiving responsibilities, rigid office policies are forcing "choices": accept demotions, take pay cuts, or leave entirely. 👉 Turnover among women at companies with strict in-office mandates is nearly THREE TIMES that of men. 👉 The lack of affordable, accessible childcare continues to widen the pay gap. 👉 Policies like RTO and limiting flexibility are stagnating women who feel forced to step off the ladder towards career growth to manage caregiving. This is exactly why at WRK/360, our mission is to help workplaces ACTUALLY be family and caregiving friendly. Not just in rhetoric, but in policy, culture, and practice. The dynamics the article highlights aren’t hypothetical; they are the exact challenges we work with our clients on daily. ✔️ We help companies design policies (e.g., hybrid, flexible schedules, core hours) that allow for collaboration without penalizing caregivers ✔️We coach leadership on equitable performance criteria so that remote or hybrid contributors are not implicitly devalued ✔️We partner with organizations to embed family-supportive programs that retain talent. HR and leadership teams: 👉 Still considering an RTO mandate? Think about what this really means for women and caregivers. 👉 Already have one in place? Run an audit on your turnover. How has this policy impacted men vs. women? Caregivers vs. non-caregivers? What talent are you losing? Together, we can protect the progress made over decades and stop pushing women and caregivers out of the paid workforce.

Imagine losing half your talent pool. Not to competitors, but to caregiving duties. I know this struggle all too well. As a 21-year-old, I juggled my first full-time job while caring for my grandmother. Years later, I balanced deadlines with my mother’s cancer treatments right after my son arrived. Those experiences taught me that when caregiving overwhelms, careers can derail—and so can organizational performance. In my new slide deck, “Future-Proof Your Workforce,” I share data that every leader needs to see: • 𝟭 𝗶𝗻 𝟮 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 juggle full-time work and caregiving (Ministry of Manpower, 2024). • 𝟭 𝗶𝗻 𝟱 will leave the workforce because they simply can’t cope. • The solution isn’t perks alone—it’s 𝗽𝘂𝗿𝗽𝗼𝘀𝗲𝗳𝘂𝗹 𝘀𝘂𝗽𝗽𝗼𝗿𝘁: acknowledging goals, valuing opinions, and offering real-time help. Swipe through to discover: 1️⃣ Why caregiver-employees are your hidden talent at risk. 2️⃣ Three simple but powerful ways to build a support culture that retains them. 3️⃣ How reducing caregiver stress is also #dementiaprevention by strengthening #cognitivehealth, for both employees and their loved ones. Let’s stop losing our best people to burnout. How has your organization stepped up for caregiving employees? Drop your biggest win (or challenge) in the comments—and let’s learn together. #CognitiveCapital #DefyDementia #FutureProofWorkforce GeroPsych Consultants Pte Ltd

Like so many people, I have struggled to balance work with caregiving responsibilities—and I’ve seen firsthand the urgent need for a national paid leave policy and the difference that supportive employers can make. When my mother was diagnosed with advanced lung cancer, she asked for my help, and I gladly gave it. I searched for the right doctors and accompanied her to treatments, which gave us an unexpected gift: the chance to spend more time together, time that had suddenly and very definitively become finite. Thankfully, my boss encouraged me to take that time, which helped relieve some of the pressure I felt. It helped me better care for my mother, and it helped me be more focused and meet my responsibilities at work. When my father was later diagnosed with Alzheimer’s, however, I didn’t share my situation with my colleagues at work. And carrying that responsibility without that give and flexibility made it much heavier and harder to manage. Sadly, there’s a good chance you can relate more to the second story than the first one. The number of caregivers in this country has drastically increased in recent years. Most of them are women, many of them are the only person their loved one can rely on, and many are navigating the challenges of caring for both a parent and a child—all while struggling to pay the bills. And few of them have the support they truly need. We need systemic solutions to address this crisis. And I’m grateful every day to be a part of an organization, Pivotal Ventures, that is working with some incredible partners to help support caregivers. They’re working to pass paid leave policies in states around the country—and fighting for a much-needed national policy. Coming up with products and services to make caregivers’ lives easier. Producing research that demonstrates why it’s good for businesses to offer care benefits. And helping to change attitudes around care. Each of us has a role to play, too—including employers. As leaders and managers, we can create an environment where our colleagues don’t feel like they have to hide what they’re going through. And if your employees do share that they are caring for a loved one, show them support. It can make all the difference. #NationalCareGiversDay https://lnkd.in/gwXWTuNM

The first week of an in-office job, I got a call from my kids’ school on Friday afternoon: School had been out for 35 minutes, and my kids were still waiting to be picked up. I reached out to my friend, who was on pickup duty, and she’d just gotten distracted, forgotten. This could have happened to anybody. I really didn’t blame her. But suddenly, I wasn’t so sure the new job was going to work out. Transitioning to 5 days in the office wasn’t easy for my family. But I’d done all the red-yarn-on-the-wall scheming to make sure I’d have childcare coverage. And still, something slipped. Right now, the US is experiencing a massive exodus of women from the workforce—and 58% of the women leaving are giving up their jobs voluntarily. The #1 reason why? Lack of support for caregiving responsibilities. It’s not that women aren’t ambitious, professional, or committed. It’s not that we’re bad at what we do. It’s not that we refuse to adapt to workplace structures. We’re trying. But still, some things slip. Workplaces can retain more talented women and primary caregivers by building structures that support them. A few suggestions from this article: 🩷 Adopt policies that support employee caregiving 🩷 Try on-site childcare, FSAs, or financial subsidies. BCG found that companies that invest in childcare benefits see a positive ROI of 425%. 🌟 Offer Scheduling Flexibility 🌟 Measure results instead of time-in-seat, and you might find your business growing. The Economic Policy Institute found that flexibility is a top priority for recruiting ALL candidates in 2026. 💸 Conduct Regular Pay Audits 💸 The #2 reason women are leaving the workforce is dissatisfaction with pay (which often goes hand-in-hand with childcare costs). Pay audits and transparency help address internal and external inequities. Read more here: https://lnkd.in/gXVsu7eA

Caring for others while holding down a full-time job isn’t just a personal challenge, it’s a workplace reality. We often talk about supporting working parents. But what about the sandwich generation... those simultaneously raising children and caring for ageing parents? Recent data shows that over 45 million employees also take on caregiving roles. Many experience burnout, reduce their working hours, or leave the workforce entirely. The business cost? An estimated $33 billion annually from turnover, absenteeism, and lost productivity. But here's the hopeful part: employers can help. Caregivers benefit greatly from flexibility, elder care consultations, support groups, and part-time arrangements that still retain full-time benefits. These aren’t just “nice to have” perks, they’re strategic investments in wellbeing, engagement, and performance. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗰𝗮𝗿𝗲𝗴𝗶𝘃𝗲𝗿𝘀 𝗶𝘀𝗻'𝘁 𝗮 𝘁𝗿𝗲𝗻𝗱. 𝗜𝘁'𝘀 𝗮 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗮 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝗺𝗽𝗲𝗿𝗮𝘁𝗶𝘃𝗲. Perhaps we can broaden our lens beyond parental leave and consider how our policies can support all forms of caregiving. When we build systems that support caregivers, we build companies that work better for everyone. https://lnkd.in/gt2XgRQ5 #JaclynLeeThoughts #FutureOfWork #EmployeeWellbeing #HRLeadership #CaregivingAtWork #WorkplaceInclusion

Over the past months, I’ve joined 63 million other Americans as a caregiver, supporting my mom through some unanticipated health needs. Like many others, I’m navigating this role alongside life, work, and healthcare delivery systems that rarely make it easy. The experience has prompted a lot of reflection and gives me even more fuel to continue to make healthcare better. If we want better outcomes, we need to treat caregivers as partners in care delivery itself. Here are 4 policy shifts that can help: 1. Invite caregivers in care design EMRs, discharge plans, and care teams should recognize and support caregivers by default. Invite caregivers into decision-making, including policy and tech design. 2. Expand paid leave and workplace flexibility Caregiving shouldn’t mean risking your job or financial stability - especially for low-wage or shift-based workers. 3. Recognize caregiving as labor Through stipends, tax credits, and programs that compensate family caregivers. 4. Scale home-based support Technology, respite care, and home health that eases the burden - these are all investments in public health. We can't solve for quality and access without including caregivers. I feel lucky to hold her hand - hands that have supported and nurtured me my whole life. If you are so fortunate to have someone like that in your life, please ping them to tell them how much they mean to you.

IS your workplace a carer-friendly workplace? With the holiday season now a distant memory, employees are returning to work to pick up where they left off professionally as well as confront the ongoing challenge of balancing their jobs with caregiving responsibilities. This dual responsibility is more than a personal balancing act but a workplace issue that employers can no longer afford to ignore. While the start of a new year often comes with a sense of renewal, for employees juggling work and caregiving it can feel more like a daunting reset. The brief reprieve of the holidays has passed and the pressure of caregiving is back in full force. From coordinating medical appointments to navigating aged-care systems and supporting children returning to school, many workers find themselves stretched thin trying to meet the competing demands of their personal and professional lives. It highlights the critical importance of carer-friendly workplaces. With our ageing population and the rising cost of living making dual-income households increasingly necessary, more employees than ever are also shouldering significant caregiving responsibilities. Employers who recognise this challenge and actively support their staff are not just fostering goodwill but making a strategic investment in their workforce. Flexibility is often the most immediate need for employees returning after the holidays. The ability to adjust working hours, work remotely or take time off for emergencies can transform a difficult juggling act into something manageable. Tailored leave policies are another essential element. For carers, emergencies are not a matter of if but when. Whether it is responding to a parent’s sudden health crisis or arranging urgent care for a family member, access to carer-specific or compassionate leave can be a lifeline. Equally important is fostering a workplace culture that genuinely values carers. For those managing caregiving on top of their professional roles, returning to work can feel isolating if their challenges go unacknowledged. Leaders and managers play a pivotal role in shaping an inclusive environment where employees feel comfortable discussing their caregiving responsibilities without fear of judgement. Practical support also has a significant impact. Offering resources such as counselling services, guidance on navigating the aged-care system or creating internal support networks can ease the burden for carers. Organisations that offer flexible work options, practical support and a culture of understanding see real benefits including better staff retention, higher morale and stronger employee loyalty. The message for the year ahead is clear: a carer-friendly workplace is not just an advantage but a necessity for the modern workforce. #workplace #work #careers #leadership #hr #management #aimwa #work. Cartoon used under licence: CartoonStock

In healthcare—and in life—good intentions aren’t enough. A group of seminary students prepares to give talks on compassion—some on the Good Samaritan. On their way to the lecture hall, they pass someone in visible distress. Surely, their moral training would guide them to stop. Right? The study found something unsettling: If they were in a hurry, they were far less likely to help—regardless of how much they valued compassion. This reveals something profound. Context shapes behavior—not in a rigid way, but enough to influence whether we respond with empathy or walk by. Now think about healthcare. Most clinicians enter the field with a deep desire to care. But like the students, our ability to act on that intention is shaped by their environment: 🚨 Long shifts 📋 Endless documentation 🏥 Understaffing 💔 Emotional overload Over time, many experience empathic distress—the toll of witnessing suffering without adequate support. Some detach to cope. Others find compassion satisfaction—a sense of meaning that sustains them. Here’s the heart of it: Clinicians don’t burn out because they lack compassion. They struggle when systems make it nearly impossible to live it out. Even the most empathic hearts falter in environments that reward speed over presence, output over connection. And yet, people vary—strengths and coping styles make a difference. What helps? To preserve empathy, we must create spaces where care can breathe: • Time to Care – Like the students in the low-hurry group, clinicians need room to connect. • Psychological Safety – A culture where emotions can be shared without fear. • Better Systems – Workflows that reduce burden and protect humanity. • Individual Support – Because no two people handle stress the same way. Compassion isn’t simply a personal trait. It’s a shared resource—one that systems can either nourish or deplete. If we truly value empathy in healthcare, we must design for it—while honoring the diverse ways providers stay connected to their purpose. What combination of systemic and individual support do you believe makes the biggest difference? I’d love to hear from those on the front lines—and those shaping the future of care. #JustOneHeart #Healthcare #Compassion #BurnoutPrevention #PsychologicalSafety #Empathy #PatientExperience

Stop the "𝓦𝓮𝓵𝓵𝓷𝓮𝓼𝓼 𝓦𝓱𝓲𝓽𝓮-𝓦𝓪𝓼𝓱𝓲𝓷𝓰". I'm seeing the national well-being agenda unfold. But I can predict that for many, corporate wellness will feel like a checkbox. Many will hear it but not understand it. Sure, wear that pedometer. Or download that mindfulness app. It's not going to be enough. Transformative sacrifices of leadership attitudes are necessary for genuine growth. 𝟏. 𝐑𝐚𝐢𝐬𝐞 𝐂𝐨𝐦𝐟𝐨𝐫𝐭 𝐟𝐨𝐫 𝐓𝐨𝐮𝐠𝐡 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Leaders must move from advising to being in the comfort of what I call professional silence. Almost everyone thinks they "listen" when all they are doing is "hearing". Non-judgmental, active listening. Being present. Deep empathy. Stitching together common ground. These support destigmatizing difficult conversations. They will help people become more willing to speak, because you were willing to listen. 💬 𝟐. 𝐐𝐮𝐢𝐜𝐤 𝐅𝐢𝐱 𝐯𝐬 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 It's tempting to slap on a wellness program and call it a day. True well-being is a marathon, not a sprint. Just because you woke up fine today doesn't mean it will be permanent. Commit to continuous learning. Understand the growing literature on well-being. Don't brush it off as "positive thinking". Everyone is on a journey to growth. Often, hurt people will hurt people. This is a greater call for even more conversations. Effective Conversation is NOT "chit-chat". It requires skill. It requires regularity. It's the leader's ultimate tool for solid culture. It shows that you value people beyond their immediate output. 🌱 𝟑. 𝐇𝟐𝐇 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 𝐃𝐞𝐩𝐭𝐡 𝐢𝐧 𝐏𝐨𝐥𝐢𝐜𝐲-𝐌𝐚𝐤𝐢𝐧𝐠 There are diverse needs. Be open to deeper conversations. Resonant policies empower individuals. Empowered individuals will be more engaged and productive. Enaged and productive culture cements competitiveness. Human being to human being. Not just another list of tasks and checklists. 𝟒. 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲 𝐯𝐬 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 A collective approach is the power of thinking together. Move from leader-centric to people-centric needs. Invite input from all levels. Hire a trained and grounded facilitator to manage this conversation. Develop clarity of conversation challenges. Enable leaders to navigate difficult convos. Build a shared responsibility for these. Sense of community will emerge. Community improves chances for retention and succession. It enables sustained progress. 👥 𝟓. 𝐅𝐞𝐚𝐫 vs 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Transparency breeds trust, even when unpleasant. Share not just successes. Share struggles and setbacks. Build collective stories. Vulnerability takes courage. Courage enables transparency. Transparency breeds authenticity. Authenticity leads to genuine connection. Connection enables thinking together. Thinking together enables progress. 🌟 Thoughts?