Workplace support options for employed carers

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• Workplace support options for employed carers
• Juliet Bourke, Partner (Aequus Partners)
• Chair of the Taskforce on Care Costs
• Work/Life Association
• June 2008

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Aim

• Why does TOCC have credibility?
• Share TOCCs research findings on the work/care
  dynamic facts, figures and voices
• To provide you with practical ideas to stay ahead
  of the demographic curve ie what does change
  look like?

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Background

• The Taskforce a unique group of change agents
• Aims of the Taskforce - choice, equity,
  sustainability
• Framework
• Broad definition of care (elder, disability and
  children)
• Enabling workforce participation
• Investigating the work/cost of care dynamic
• Critical issue 10 million Australians of working
  age have caring responsibilities, 5 million are
  in the workforce

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Background

• 4 key research reports
• 2005 Policy paper - Creating Choice Work and the
  cost of care
• 2006 Interim review Where are we now?
• 2006 Final report Where to now?
• 2007 The Hidden face of care
• PLUS 2007 Childcare Affordability Index

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Research methodology

• Methodology for The hidden face of care
• National and international literature review of
  current financial and policy supports for working
  carers
• Quantitative research random sample of national
  survey of working carers
• Qualitative research five focus groups and one
  expert roundtable
• Conducted in partnership with Carers Aust
  Families Aust

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Ten key findings

• Being under-valued
• Experience difficulties
• 34 say their job/career has suffered because of
  competing demands to provide care
• Inadequate services
• Costly services
• 1 in 4 carers have reduced their work hours
  because of the cost of care
• Underuse of resources
• 44 are working below skill level to gain
  flexibility to balance work and care
• 67 that they would refuse a promotion/job if it
  conflict with care provision

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Ten key findings

• Priority strategies
• Improved access to support services
• Greater workplace flexibility
• Improved quality of support services
• Workplace flexibility
• Difficult to access the full range and
  inconsistent implementation
• An issue for now and the future
• 1 in 3 expect to care for an aged person/person
  with a disability in the next 5 years
• Workplace flexibility is their key management
  strategy
• A strategic approach
• A new legislative framework

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What does this feel like?

• Most people want support - not to be carried to
  stay in the workforce. I felt I was being
  penalised for having a daughter with a
  disability. I was forced out of the workforce
  into poverty.
• There is no childcare for children with autism
  the boss doesnt understand that. You need
  income, superannuation, investment for the
  future. The relationship break-up rate is huge.

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What does this feel like?

• We need a DVD on a day in the life of a carer
  to show my work mates so theyll understand Im
  not just taking time off for no reason.
• My manager had his own caring experience and
  understood my needs and how to manage it..... The
  outcomes shouldnt depend on an individual
  manager.

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What does change look like?

• Elder orange Disability green

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What does change look like?
Elder orange Disability green
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Five key recommendations

• Service provision
• Integration and resourcing
• Workplace flexibility
• Access to the full range of flexibility
• Consistency of application
• Financial supports
• A higher level of financial support
• Legislation
• Family responsibilities and Carers Rights Act
• Review
• By Government of public policy and employment
  strategies

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In summary

• The 3 key employer strategies are
• Information
• Education
• Flexibility
• Whats missing?
• Insights from the 2008 ADES Managerial
  capability
• Knowledge
• Confidence
• Implementation capability
• Plus Lessons from the 2020 Summit .

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