Dementia in the workplace: are employers supporting employees living with dementia?

Abstract

Dementia in the workplace: are employers supporting employees living with dementia? Objectives As working lives extend and there is better recognition of early-onset dementias, employers need to consider dementia as a workplace concern. With suitable support, people living with dementia can continue employment-although this is not appropriate for all. The requirement for employers to support employees living with dementia has human rights and legal foundations. This paper considers whether employers consider dementia as a workplace concern; and the policies and/or practices available to support employees living with dementia. Thus, it develops understanding of whether employers are meeting their human rights/legislative obligations. Method A sequential mixed-methods approach was employed, with data collection undertaken in Scotland (United Kingdom). An online survey was sent to employers across Scotland, with 331 participating. 30 employer interviews were conducted, with the survey results informing the interview approach. Results The survey and interview data were analyzed separately and then combined and presented thematically. The themes identified were 1) Dementia as a workplace concern 2) Support for employees living with dementia and 3) Employer policy development and awareness raising. The findings demonstrate dementia awareness, but this knowledge is not applied to employment situations. There was little evidence suggesting that the rights of employees living with dementia are consistently upheld. Conclusion This research sends out strong messages about the rights and legal position of person living with dementia which cannot be ignored. The continuing potential of employees living with dementia and their legal rights are not consistently recognized. This highlights the need for robust training interventions for employers.

Prevalence and subtype distribution of early‐onset dementia in Japan

“…[2][3][4] For this reason, the onset of EOD has particularly serious impacts on their social lives and that of their families. 4 Appropriate services addressing workplace, 3,[5][6][7][8] families, [9][10][11][12][13][14] and meaningful social activities and participation should be planned in the context of national and local dementia measures. [2][3][4]15 However, these remain insufficient and people living with EOD and their families often have unmet needs.…”

Antecedents and Outcomes of Enrichment Among Working Family Caregivers of People With Dementia: A Longitudinal Analysis

“…This study suggests supervisor support is important for WFE among family caregivers of PWD. Although the importance of supervisor support for improving the work–family interface has previously been noted ( ten Brummelhuis & Bakker, 2012 ), understanding of dementia is not widespread in the workforce ( Egdell et al, 2019 ). With the recent increase in the numbers of PWD and their working family caregivers, companies may benefit from increasing managers’ understanding of dementia caregiving and supervisor support for subordinates who care for PWD.…”

Dementia in the workplace: implications for career development practice

“…Symptoms that have a detrimental effect on employee performance might not be attributed to a pathological cause such as dementia and an individual can be perceived as a "poor worker" (Andrew et al, 2019;Evans, 2019;Ohman et al, 2001;Ritchie et al, 2018). International evidence (Australia, Sweden, UK, USA) suggests that employers may not have the awareness that dementia is a workplace issue, policies to support employees living with dementia may be lacking, and adjustments that could facilitate the continued employment of the individual might not be put in place (Andrew et al, 2019;Chaplin & Davidson, 2016;Cox & Pardasani, 2013;Egdell et al, 2021;Ritchie et al, 2018;Williams et al, 2018). The consequences of this lack of support results in a workplace exit for many employees living with dementia.…”

“…Indeed UK law, as well as international human rights standards, require that people living with dementia are afforded the right to employment on an equal basis with others and are supported through reasonable accommodations/adjustments (Egdell et al, 2018). However, research from a number of different national contexts (Australia, Sweden, UK, United States of America (USA)), highlights that the continued labour market participation of people living with dementia, facilitated by reasonable adjustments or redeployment, may not be considered and as such, employers may fail to meet their legal and human rights obligations (Andrew et al, 2019;Chaplin & Davidson, 2016;Egdell et al, 2021;Ritchie et al, 2018;Williams et al, 2018). Many individuals leave the workplace before, or on receipt of, a diagnosis of dementia.…”

“…Many individuals leave the workplace before, or on receipt of, a diagnosis of dementia. Employer expectations about the capabilities of people living with dementia may undermine their skills and experience (Egdell et al, 2021;Williams et al, 2018). The campaigning and activist roles undertaken by some people living with dementia demonstrate that these assumptions are unfounded (Bartlett, 2014;Weaks et al, 2012).…”