Availability of caregiver-friendly workplace policies (CFWPs): an international scoping review

Ireson, Rachelle; Sethi, Bharati; Williams, Allison

doi:10.1111/hsc.12347

Cited by 69 publications

(91 citation statements)

References 26 publications

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“…In a recent quantitative study that examined microaggressions experienced by Latinos, Nadal et al 12 found that female participants experienced more microaggressions in the workplace or school settings as compared to male participants. The majority of Caregiver-Employees (CEs)-defined as family members and other significant people who provide unpaid care and assistance to individuals living with debilitating physical, mental or cognitive conditions, while also working in paid employment 13 --are women, and their participation in the workforce provides both social and financial support to their unpaid caregiving role. Further, women seem to suffer more from the negative health consequences of caregiving than men 14 .…”

Section: Microaggressions Of Caregiver Employees: What Has Social Wormentioning

confidence: 99%

“…As noted earlier, Caregiver-employees are defined as family members and other significant people who provide unpaid care and assistance to individuals living with debilitating physical, mental or cognitive conditions, while also working in paid employment 13 . Current evidence which illustrates the health benefits and cost-effectiveness of caregiver-friendly workplace policies (CFWPs) is needed if employers are to adopt and integrate CFWPs into their employment practices 13 . Consequently, the authors also interviewed twenty (n=20) managers working in the health care sector in the same region in Ontario, Canada, in order to explore their understandings of workplace policies that can assist CE's to manage their work and caregiving experiences.…”

Section: Study Backgroundmentioning

confidence: 99%

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Microaggressions of Caregiver Employees: What has Social Work Got to Do with It?

Sethi¹

2016

Divers Equal Health Care

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The aging demographics have intensified the demands on caregiver-employees, defined as individuals who are engaged in both paid employment and unpaid care labour. Many of these caregiver-employees are visible minority immigrants working in Canada's small and medium sized town and rural regions that are now experiencing increased migration from visible minority populations. This paper presents limited findings on microaggressions and racism from a larger study that examined the employment experiences of immigrant/refugee caregiver-employees working in the health sector. The study utilized qualitative interviews of thirteen women to capture the experiences of participants in a medium-sized region made up of both urban and rural areas in southern Ontario with a population approximately 237,339. Intersectionality and constructivist grounded theory provided the theoretical and analytical framework for the study. Participants' narratives capture multiple experiences of overt and aversive racism as their everyday reality; however, they continued to work amidst difficult and discriminatory work conditions as they needed their job to support their family in Canada and in their country of origin. Study findings highlight the urgency of social workers to take an active role in combating racism through anti-racist organizing and diversity training.

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Section: Microaggressions Of Caregiver Employees: What Has Social Wormentioning

confidence: 99%

Section: Study Backgroundmentioning

confidence: 99%

Microaggressions of Caregiver Employees: What has Social Work Got to Do with It?

Sethi¹

2016

Divers Equal Health Care

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“…Although the knowledge base on working carers is steadily growing, there has been, to date, no comprehensive review to that end. Previous reviews have addressed specific solutions, namely workplace‐based support and technology, or looked at the challenges of combining work and caring for an older person (Andersson, Erlingsson, Magnusson, & Hanson, ; Calvano, ; Ireson, Sethi, & Williams, ). This review takes a more inclusive approach, not limiting itself to any specific solutions or age of people needing care.…”

Section: Introductionmentioning

confidence: 99%

Challenges of combining work and unpaid care, and solutions: A scoping review

Spann

Vicente

Allard

et al. 2020

Health Soc Care Community

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The number of people who combine work and unpaid care is increasing rapidly as more people need care, public and private care systems are progressively under pressure and more people are required to work for longer. Without adequate support, these working carers may experience detrimental effects on their well‐being. To adequately support working carers, it is important to first understand the challenges they face. A scoping review was carried out, using Arksey and O’Malley's framework, to map the challenges of combining work and care and solutions described in the literature to address these challenges. The search included academic and grey literature between 2008 and 2018 and was conducted in April 2018, using electronic academic databases and reference list checks. Ninety‐two publications were mapped, and the content analysed thematically. A conceptual framework was derived from the analysis which identified primary challenges (C1), directly resulting from combining work and care, primary solutions (S1) aiming to address these, secondary challenges (C2) resulting from solutions and secondary solutions (S2) aiming to address secondary challenges. Primary challenges were: (a) high and/or competing demands; (b) psychosocial/‐emotional stressors; (c) distance; (d) carer's health; (e) returning to work; and (f) financial pressure. This framework serves to help those aiming to support working carers to better understand the challenges they face and those developing solutions for the challenges of combining work and care to consider potential consequences or barriers. Gaps in the literature have been identified and discussed.

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“…(7–13) In addition to its impact on employee health and well-being, high levels of WFC may also affect the company’s financial bottom line. (14–16) Efforts to reduce WFC and improve employee health may directly affect organizational costs associated with health care utilization (17) and sick leave. (12) Many studies have also shown an association between physical and psychological health risks associated with WFC and decreased work performance (7, 8, 13, 18–21) and increased turnover intentions.…”

Section: Introductionmentioning

confidence: 99%

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

Dowd

Bray

Barbosa

et al. 2017

Journal of Occupational &Amp; Environmental Medicine

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Objective To estimate the cost and return on investment (ROI) of an intervention targeting work-family conflict (WFC) in the extended care industry. Methods Costs to deliver the intervention during a group-randomized controlled trial were estimated, and data on organizational costs—presenteeism, health care costs, voluntary termination, and sick time—were collected from interviews and administrative data. Generalized linear models were used to estimate the intervention’s impact on organizational costs. Combined, these results produced ROI estimates. A cluster-robust confidence interval (CI) was estimated around the ROI estimate. Results The per-participant cost of the intervention was $767. The ROI was −1.54 (95 percent CI: −4.31 to 2.18). The intervention was associated with a $668 reduction in health care costs (p < 0.05). Conclusions This paper builds upon and expands prior ROI estimation methods to a new setting.

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Availability of caregiver-friendly workplace policies (CFWPs): an international scoping review

Cited by 69 publications

References 26 publications

Microaggressions of Caregiver Employees: What has Social Work Got to Do with It?

Microaggressions of Caregiver Employees: What has Social Work Got to Do with It?

Challenges of combining work and unpaid care, and solutions: A scoping review

Cost and Return on Investment of a Work–Family Intervention in the Extended Care Industry

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