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Professionals Who Care advocating for workers rights as a caretaker

#2 of 12 
Limited Choice in Being a Caregiver

It is important to realize that most people never planned on being a caregiver. For many, the caregiving status came about unexpectedly. There are often themes of tragedy, trauma, or loss that led someone to a caregiving status.

 

And almost half of caregivers report no choice at all in becoming a caregiver.

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Unexpected Caregiving Status

Choosing to be a Caregiving

Discrimination to Those with No Choice

Professionals Who Care caretaking for an elderly parent

Unexpected Caregiving Status

Some caregivers might have moved from a standard partner relationship to suddenly needing to care for their significant other. Some might be the only loved one nearby who can manage the responsibility. Some might be the only parent for a child who needs care or an only child to an aging parent. There are also many reports of patients being released from hospitals needing significant care, with the loved one not even being asked if they are willing or able to deliver the medical care. There are many other reports of caregivers not receiving any caregiving training or social supports. 

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Choosing to be a Caregiver

Some people volunteer to take on the caregiving role when other care options still exist - though the options are often not as desirable. Still others will choose to enter a relationship with the understanding that it will have a caregiving component, such as when a person adopts, fosters, or serves as a guardian for a child with disabilities or when someone chooses a partner who has existing health challenges.

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Discriminating Against People Who Have No Choice

The reality is when thinking of workplace inclusivity, it is important to know many caregivers have no choice in taking on their role:

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  • EMPLOYERS: When employers establish workplace policies and supports without considering caregivers, they are excluding a disadvantaged group that had limited choice in their current life status and identity. Instead, they can be an ally by creating inclusive policies and culture.

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  • SUPERVISORS: When supervisors marginalize an employed caregiver, they are discriminating against someone who often has as much choice in the situation as the person with disabilities for whom they care. Instead, they can be an ally by managing with compassion and without bias.

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  • COWORKERS: When coworkers ignore unnecessary workplace standards that make it impossible for caregivers to manage the dual role of employment and caregiving, they are tolerating a system that is marginalizing their caregiving coworkers. Instead, they can be an ally by asking how they can help and speaking up when appropriate.

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A workplace with caregiving discrimination increases stress, health issues, and financial hardship of caregivers and the people for whom they care. The truth is apparent. Workplace inclusivity is needed. Allyship is needed.

Resources for Limited Choice

1. Bell, J. F., Whitney, R. L., & Young, H. M. (2019). Family Caregiving in Serious Illness in the United States: Recommendations to Support an Invisible Workforce. Journal of the American Geriatrics Society, 67, S451–S456. https://doi.org/10.1111/jgs.15820 2. Greenfield, J. C., Hasche, L., Bell, L. M., & Johnson, H. (2018). Exploring how workplace and social policies relate to caregivers’ financial strain. Journal of Gerontological Social Work, 61(8), 849–866. https://doi.org/10.1080/01634372.2018.1487895 3. Joseph, G., & Joseph, A. (2019). Exploring employment as a space of respite and resistance for family caregivers. Health & Social Care in the Community, 27(6), 1481–1489. https://doi.org/10.1111/hsc.12819 4. Sowa, M., & McCann, R. (2021). No Budget for Caregiver Support? Employers Can Consider Linkages With DEI and Mental Health to Retain Talent. American Journal of Health Promotion, 35(7), 1029–1032. https://doi.org/10.1177/08901171211030142b​

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