Dr. Kara McGann:

It is an area that we have been interested in, and work had started pre-Covid and then stalled a little bit. We are now putting a lot of focus on it. We are trying to talk to employers on a range of different approaches, both in groups and, as recently as this week, through our podcast. This is to try to highlight good practices that are happening within employer organisations but also how a big change may not necessarily be required. For many years, we have had a reasonable accommodation passport for people with disabilities that we agreed with ICTU and Employers for Change.

We have implemented that and encouraged our employers to pick it up. Basically, it offers a formal conversation where someone can talk about the types of flexibilities or accommodation they may need to do their job. Those accommodations can be put in place in order that the person does not have to start all over again every time he or she progress in the role or gets a new manager. We have seen a number of companies take that sort of model to look at the flexibilities their working carers may need and put that in place so there is an understanding and a recognition and the working carers feel supported.

We have heard from some people that there can be a reluctance to disclose having a care responsibility. It seems to be twofold. One reason is some working carers may see work as a bit of an escape from care where they do not have to have a conversation about how their mum, partner or whoever it may be is doing. That is a factor for some. For others, there are concerns in respect of it impacting their careers. We need to make sure the workplace is creating a supportive culture. There is a famous quote about how there are only four types of people in life: those who have been caregivers, those who are currently caregivers, those who will be caregivers and those who will need a caregiver. It will come to us all if we are lucky enough to live that long, which is a good testament. We have got to see that culture.