We’re pleased to present the second annual list of The Best Places To Work for Working Daughters, recognizing companies that support family caregivers.
Savvy businesses know that supporting working caregivers at work is a business imperative. And by caregivers, we don’t just mean workers who are parents, we mean workers with parents, too. With 10,000 people turning 65 everyday in this country, chances are very high that todays’ workers will be called upon to care for an aging parent or relative at some point. In fact, caregivers are the fastest growing employee group.
Earlier this year we surveyed close to 700 family caregivers and conducted interviews with dozens of women balancing eldercare and career to understand how their caregiving responsibilities impact their work, and what they need from their employers to remain in the workforce. The research revealed that most family caregivers caring for adults feel invisible and unsupported at work. However, when employers do acknowledge working caregivers, it can make a big difference at home and at work.
This list represents the companies that are getting it right. We hold them up as examples of caring work cultures.
Special recognition: Careforth
It’s not surprising that the company that sets the bar for supporting caregiving employees is in the business of supporting caregivers. Boston-based Careforth has truly developed a culture of caring, not only for its clients, but for its employees. “Empathy, flexibility, work/life balance, and understanding individual needs are baked into our organizational messaging, from the CEO on down to direct line managers,” said Ethan Gottlieb, Careforth’s Director, People & Culture.
What we liked: Careforth provides up to 20 weeks of leave, paid through shared contribution through MA Paid Family Leave or through company paid short-term disability benefit. And for caregivers returning to work after a break, the company offers a return to work support program. Other caregiver-focused benefits include a concierge or referral service for eldercare needs and dependent care assistance plans that allow employees to set aside tax-free dollars for qualified elder care.
The company has truly created a culture where employees can integrate work and care. Employees can set their own schedules, allowing for the timing they need to integrate and balance personal needs with those of their job. In addition, many jobs can be done completely remotely, so employees can travel to care for family members without unnecessary interruption to their work. And finally, the company utilizes a coaching approach to build empathy and personal wellbeing into its management and leadership development programs.
What we liked: In addition to eight weeks of paid leave to care for a family member, Bristol Myers Squibb offers resources including guidance for home safety inspections, locating in-home care services, community resources, and tips for paying for elder care medical needs.
What we liked: Cisco partners with CareLinx, to help employees find and hire the right in-home caregiver for an adult family member, with Wellthy, to provide access to access to a care concierge, and with MetLife Prepaid Legal, so employees can get access to expert legal advice for tasks like estate planning and reviewing Medicare/Medicaid documents or nursing home agreements.
What we liked: The paid family leave policy is very generous: up to 16 weeks. In addition, Deloitte offers emergency, back up care via a partnership with Bright Horizons, plus it provides for reimbursement of fees paid, up to $100 per day for a maximum of seven days, for care not provided through the program.
What we liked: The company offers multiple caregiving resources. Torchlight Parenting & Caregiving, a Product of LifeSpeak, provides real-time access to strategies and solutions related to the everyday needs and challenges of caring for children and elderly family members, and Bright Horizons helps employees find in-home resources for care. Plus, DXC works with employees to develop long-term planning for caregiving and retirement.
What we liked: Employees can receive up to 8 weeks of paid time off per year for elder care, or to care for a dependent with special needs or a chronically ill family member through the company’s Modern Family Leave Program. In addition to offering employees financial planning support and comprehensive stress management programs, manager training includes work/life challenges and how best to support caregiving direct reports.
What we liked: Employees receive 10 days of paid family sick leave each year, which can be used for routine illness, and paid caregiver leave of up to 12 weeks to take care of a seriously ill family member. Plus, employees access to a dedicated Eldercare Consultant.
In addition to offering care concierge services, dependent care assistance plans, paid leave and flex schedules, HP has created a culture where family caregiving is acknowledged and supported. For example, the Caregiving Affinity Group, part of the broader Disability Business Impact Network, hosts events including a panel discussion on caregiving where employee family caregivers share their caregiving challenges, experiences, and the ways that HP helps them meet the needs of their family members.
What we liked: Navient offers a full range of caregiver-related benefits including dependent care assistance plans allowing employees to deduct a certain portion of their paycheck to pay for elder care costs, a return to work program for family caregivers returning from leave, a concierge or referral service for eldercare needs, and, training for managers to ensure they aware of the wellbeing programs offered for employees.
What we liked: In addition to generous flex and leave policies, Wellthy offers its employees the service it provides to other companies: personalized caregiver support for tasks like finding in-home aides, moving into a senior living facility, recommending local socialization programs, navigating Medicare, Medicaid, Social Security and Veterans’ benefits, and more.
